I currently work in a GI lab that was recently taken over by a new manager after there was several months of several different managers. This manager was a former nurse promoted to manager of the GI lab. She has taken over the position and has already made several changes to the nursing processes within the GI lab as well as currently making lots of needed changes. The most recent change that has come up is that of updating how the holiday on call schedule works. The system of a call rotation is in need of some fixing in this area. To analyze this particular change and the process that this manager is taking to implement the change effectively using the 8 steps of organizational assessment as outlined by John Kotter, it could identify if this change will be implemented effectively. Initially, this manage created a sense of urgency by speaking with everyone when she first took over the position as this was one of the first things she wanted to change. She did not actually create a “guiding coalition” for this particular change, but she did utilize the opinion of those that have been there the longest as to what they believed would be fair in a call rotation. She then created a vision or plan on her own that was comprised of 3 different options for a call rotation. To communicate this plan, she sent an email to all staff and requested that each staff member respond with their “vote” for the option they felt would be best. This also, in my opinion, empowered the employees by giving them a voice in the change that would be taking place. I think a short term win for this change would be a high consensus or vote for one particular option. This would indicate that most of the employees are on the same page and in agreement for the new call schedule rotation. However, this has not happened yet so that is just theoretical. I think that if this happens it will provide momentum for this new manager in order to continue to make the changes needed which falls under Kotters seventh step of “consolidating gains and producing more changes”. If it does not, then this would give her the opportunity to look at how she can improve either the plan or the vision of the change. For this manager, it would be important in any new hires that she communicate the change process to them and ensure that these new employees are flexible and have willingness for continued change as the need arises. This can ensure that there will be support from employees as change happens in the future.
Thomsen, S. 2013, February 17. Kotter’s 8 Step Organizational Change Model FC. Retrieved May 11, 2017, from https://www.youtube.com/watch?v=LxtF4OXzhyI#action=share
Good Job. I agree with you. It is important for the management to communicate the change with employees’ first before implementing the change. Giving the team an opportunity to vision all that could be and helping them to set their goals higher and giving them the desire to want the change, will assist in determining all the values that care crucial to the change and reinforcement of it. Communication is the key to any successful change.
That had to be so difficult to have several months of several different managers. I think that’s great she took your thoughts and opinions into consideration and had you vote on an option, it shows that she wants to give you guys some autonomy. Communication is so important for any change to be successful.
Your real world example was very well stated. I enjoyed how you referenced Kotter’s eight steps and how they related to your managers decision process. It is interesting when we can make the connection between the theory side of nursing and the real world application. Your manager used a democratic method of leadership by allowing each employee a vote in the change. Democracies make everyone feel heard and empowered. This would lead to higher employee morale and job satisfaction. It sounds like your manager is a very effective leader and this transition will benefit from having them in place.