Two effective change models that can be used in a healthcare organization are Lewin's change management model and the ADKAR model. In the Lewin model, the project leader first understands the change requirements and communicates the need for change with employees and other stakeholders (Hussain et al., 2021). The process is done in the unfreezing stage. Secondly, the manager then implements the change, in the change step. These two steps facilitate change. Besides, the detailed assessment of organization needs before implementing the change process allows the project leader to understand the entire system, which effectively helps in eliminating any barriers to change (Harrison et al., 2021). Lastly, the inclusion of employees in the implementation of change makes them own the process leading to minimal resistance to the change.

The ADKAR model facilitates change by requiring the project manager to ensure everyone understands the need for change, desires to experience the positive outcomes of the change, is aware of the roles that he/she should play in the implementation of the change, and has the right skills to perform required tasks in the change process (Sulistiyani et al., 2020). Importantly, the model removes barriers to change ensuring all persons have the knowledge and skills, minimizing failure during change implementation (Jaaron et al., 2021). Finally, it overcomes resistance to change by creating a desire for change and reinforcement measures to ensure compliance with policies.

The main similarity between the Lewin model and the ADKAR model is that the project manager has to first identify the change requirements and inform employees of the need for implementing the change processes. Besides, both systems have measures for enhancing compliance, refreezing in Lewis, and reinforcement in ADKAR. However, the methods differ in that the project manager does not evaluate the employees' ability before implementing change in the Lewin model, but this is done in the ADKAR model.

In a healthcare setting, a project manager can use the ADKAR model to implement change. For example, when requiring employees to comply with the electronic health records [EHR] system implemented in the facility, the project manager can undertake the following steps. The individual can form awareness by informing employees of the safety and efficiency of EHR. The manager can inform each employee of their various roles, and test their ability. For those unskilled in basic IT, the manager can train them. Lastly, he can reinforce the use of EHR by creating penalties for those that do not comply. The modified ADKAR model is Awareness, Desire, Knowledge, Ability, Training, and Reinforcement.

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