The given passage discusses the implementation of a change in a healthcare setting, specifically focusing on training and educating staff to improve the ward culture and clinical practice. Let's break it down into smaller parts to understand the main points and actions taken during the change process:
1. Identifying barriers and restraining factors: During the change implementation, certain obstacles can arise, such as hierarchy, weak leadership, resistance to change, and physical barriers like time constraints.
2. Developing a strategy for work-based learning: Considering the diversity of the nursing team, a work-based learning strategy was developed to facilitate effective learning and practice. It is suggested that effective learning leads to effective practice, and education plays a crucial role in achieving good clinical practice.
3. Ward-based workshop approach: To facilitate learning and knowledge sharing, a workshop approach was adopted. Specialist nurses, ward-based nurses, and experienced healthcare support workers conducted short teaching sessions in their areas of expertise. These sessions also provided an opportunity for nurses to share knowledge gained from link nurse meetings.
4. Evaluating the change: A ward culture workshop was repeated to assess changes in staff perception and identify areas for further improvement. Participants created collages to visualize their experiences and suggestions for enhancing the ward culture. The feedback from these collages helped identify necessary changes.
5. Team formation and allocation: The ward manager divided the nursing staff into three teams based on their skills, preferences, and abilities. Each team was assigned a section of the ward and a senior staff nurse to lead them.
6. Importance of effective leadership: Effective leadership is crucial for successful change. Leaders need to understand, support, and explain the change, as well as motivate the organization to commit to it. Complacency is seen as the enemy of change, and fear of change and apathy are common obstacles.
7. Transformational leadership style: The change adopted a transformational leadership style, recognizing nurses as central to the practice. Information sharing is essential to increase the desire for change. Patient focus groups and regular surveys are suggested as ways to gather information.
8. Resistance to change: Resistance to change is expected and normal. Fear of change often underlies resistance. Transformative leaders respond to change at all levels and inspire followers to go beyond their call of duty. They express a clear vision, inspire followers intellectually, and assist them in developing their strengths.
9. Transactional leadership: Transactional leadership involves offering rewards in return for compliance. It focuses on management tasks but doesn't necessarily identify shared values within a team.
10. Situational leadership: Leaders should adapt their leadership style according to specific situations. Different leadership styles may be required to manage different scenarios effectively.
11. Staff involvement and commitment: Initially, some staff members were cynical and believed their opinions wouldn't be considered. However, over time, the ongoing commitment and input from the team proved crucial to the success of the project. The leaders took the time to listen to the staff and valued their contributions.
12. Establishing a culture of change, care, and respect: The project established that nursing should embrace a culture of change, caring, and respect. The attitudes and actions of staff can significantly impact the patient experience. Reflecting on their practice and engaging with those resistant to change can lead to innovations and improvements.
13. Implementing change on a trial basis: It is suggested to initiate changes on a trial basis to address fears and concerns, as well as demonstrate the benefits and effectiveness of the proposed change.
In summary, the passage discusses the importance of effective leadership, work-based learning, communication, collaboration, and addressing barriers while implementing a change in a healthcare setting. These actions are aimed at improving the ward culture, clinical practice, and the overall patient experience.
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