Healthcare organizations are constantly changing due to technological advancements, aging populations, changing disease patterns, new discoveries for treating diseases, and political reforms and policy initiatives. These changes can be challenging because they contradict humans' basic need for a stable environment(Nilsen et al., 2020). Before implementing a change every change agent must understand it is normal for resistance to arise out of fear of the unknown, possible disturbance, or imagined personal consequences. With this in mind, I believe the following strategies can be used to help address the resistance :

Prepare for the Change

As a change agent, it is important to know the culture and structure of the organization. Effective change navigation requires understanding and resolving stakeholder concerns. What needs to be changed and how will the change affect each member of the organization? Conducting interviews, collecting data, and understanding their fears will help you to communicate with them in a way that will empower them via cooperation and information exchange. Research has shown that organizational changes are often associated with employees' psychological uncertainty about how the changes will affect their work situation, role, and overall life. When individuals are unprepared, they have difficulties aligning their thoughts, feelings and behaviors with the expectations of those who lead the changes (Nilsen et al., 2020).

Build a solid communication tool

Customize Your Communication, there is seldom no one-size-fits-all solution. Divide up your stakeholders according to their communication preferences and areas of concern. Use your favorite platforms to distribute tailored messaging, such as general meetings, emails, text messaging, visual displays, or even customized films, etc. Communicate and proceed at a calm pace ensuring that everyone is prepared for the change. Explain and justify why the change is needed, and how it will benefit the entire team. Nielsen et al.(2020) also expressed that if employees are involved from the beginning and believe this change is interesting, then there is a chance to succeed with the change.

Build your team

Leverage Champions by assembling a group of ardent supporters of the change among the stakeholders and those part of the resistance. One of the oldest and most effective strategies for overcoming resistance is to involve organization members directly in planning and implementing change. Participation can lead both to designing high-quality changes and to overcoming resistance to implementing them( Cumming & Worley,2015). They can provide a diversity of information and ideas to make innovation appropriate and effective.

Honor Achievements and Be Patient:

Building trust and admitting mistakes together keeps things moving forward. Have empathy and identify those who are having trouble navigating and accepting change. Encouraging and persistent stakeholders may transform resistance into a driving force for progress. Cumming & Worley (2015) also encourage rewarding good behaviors which can be done in the form of recognition, gift cards, parties, etc, they believe it plays a major role in motivating and reinforcing changes. To turn the tide in your favor, keep in mind that managing change is a team effort and that empowerment, understanding, and transparency are essential. Change never occurs quickly. Have patience, act quickly to overcome obstacles, and be open and honest about your progress.

References:

Cumming, T. G., & Worley, C. G. (2015). Organization development and change (10th ed.). Boston, MA: Cengage Learning. ISBN-13: 9788131531679.

Nilsen, P., Seing, I., Ericsson, C. et al (2020). Characteristics of successful changes in health care organizations: An interview study with physicians, registered nurses and assistant nurses. BMC Health Serv Res 20, 147 (2020). https://doi.org/10.1186/s12913-020-4999-8

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FYI, this is the question of this answer:Reflect on resistance to change in different stakeholder groups, what strategies would you use to address the change with each group. Explain why these strategies are considered best practices? Support your strategies with evidence. In your response to peers provide an alternative strategy or strategies they can use to address change. Support your recommendation with evidence.