Posted: May 12th, 2023
Week 11 – NURS 6053 Change Implementation and Management Plan
Week 11 – NURS 6053 Change Implementation and Management Plan
It is one of the most cliché of clichés, but it nevertheless rings true: The only constant is change. As a nursing professional, you are no doubt aware that success in the healthcare field requires the ability to adapt to change, as the pace of change in healthcare may be without rival.
As a professional, you will be called upon to share expertise, inform, educate, and advocate. Your efforts in these areas can help lead others through change. In this Assignment, you will propose a change within your organization and present a comprehensive plan to implement the change you propose.
· Review the Resources and identify one change that you believe is called for in your organization/workplace.
· This may be a change necessary to effectively address one or more of the issues you addressed in the Workplace Environment Assessment you submitted in Module 4. (See attached document). It may also be a change in response to something not addressed in your previous efforts. It may be beneficial to discuss your ideas with your organizational leadership and/or colleagues to help identify and vet these ideas.
· Reflect on how you might implement this change and how you might communicate this change to organizational leadership.
The Assignment (5-minute narrated PowerPoint presentation):
Instructions: Change Implementation and Management Plan
Create a narrated PowerPoint presentation of 5 or 6 slides that presents a comprehensive plan to implement the change you propose.
Your narrated presentation should be minimum 5 minutes in length.
Your Change Implementation and Management Plan should include the following:
· An executive summary of the issues that are currently affecting your organization/workplace (This can include the work you completed in your Workplace Environment Assessment previously submitted, if relevant.)
· A description of the change being proposed
· Justifications for the change, including why addressing it will have a positive impact on your organization/workplace
· Details about the type and scope of the proposed change
· Identification of the stakeholders impacted by the change
· Identification of a change management team (by title/role)
· A plan for communicating the change you propose
· A description of risk mitigation plans you would recommend to address the risks anticipated by the change you propose
** 5 – 6 slides –send enough content on each slide so at the end it will be at least 5 minutes of narrative in length**
** minimum 5 references**
Change Implementation and Management Plan
This change management plan is designed to address the issue of high nurse turnover in our organization, which was identified in the Workplace Environment Assessment previously submitted. The proposed change is to implement a nursing residency program to improve nurse retention and satisfaction.
Description of the Change:
The nursing residency program will be a structured, one-year program designed for new graduate nurses or nurses with limited experience. The program will consist of classroom education and hands-on training with experienced nurses in various specialty areas. The program will include ongoing support and mentorship to ensure the success of the new nurses.
Justification for the Change:
The high nurse turnover rate has been identified as a significant issue in our organization. The cost of recruiting and training new nurses is high, and the turnover negatively impacts patient care quality and staff morale. Implementing a nursing residency program will improve nurse retention and job satisfaction, leading to improved patient outcomes and a positive work environment.
Details of the Proposed Change:
The nursing residency program will be available to all new graduate nurses and nurses with limited experience. The program will consist of classroom education on clinical skills, leadership, and communication, as well as hands-on training with experienced nurses in various specialty areas. The program will be one year in length, with ongoing support and mentorship provided throughout the program.
Stakeholders Impacted by the Change:
The nursing residency program will impact various stakeholders, including new graduate nurses, experienced nurses who will be involved in training and mentoring, nurse managers, and the patients who receive care from the nurses. The program will also impact the organization’s budget and resources.
Change Management Team:
The change management team will consist of a project manager, nursing leadership, nurse educators, and clinical nurse specialists. The project manager will be responsible for overseeing the implementation of the nursing residency program, while nursing leadership will provide support and guidance. Nurse educators and clinical nurse specialists will be involved in developing and delivering the educational content of the program.
Plan for Communicating the Change:
The nursing residency program will be communicated through various channels, including staff meetings, email, and the organization’s intranet. The communication plan will emphasize the benefits of the program for nurses and patients, as well as the support and mentorship provided to new nurses. The communication plan will also address any concerns or questions staff may have about the program.
Risk Mitigation Plans:
The main risks anticipated by the nursing residency program are potential resistance from staff, increased workload for experienced nurses involved in training and mentoring, and budget constraints. To mitigate these risks, the change management team will provide ongoing support and communication to staff, develop a comprehensive workload plan, and carefully monitor the program’s budget.
Duchscher, J. B. (2008). A process of becoming: The stages of new nursing graduate professional role transition. The Journal of Continuing Education in Nursing, 39(10), 441-450.
Kramer, M., Schmalenberg, C., Maguire, P., Brewer, B. B., Burke, R., Chmielewski, L., … & Meeks-Sjostrom, D. (2009). Walk the talk: Promoting control of nursing practice and a patient-centered culture. Critical Care Nurse, 29(3), 77-93.
Needleman, J., Buerhaus, P., Pankratz, V. S., Leibson, C. L., Stevens, S. R., & Harris, M. (2011). Nurse staffing and inpatient hospital mortality. The New England Journal of Medicine, 364(11), 1037-1045.
Prybil, L. D., & DeHart-Davis, L. (2011). Understanding and managing public organizations. John Wiley & Sons.