I really liked Kotter’s 8 step change model because it incorporates steps to take in consideration the normal process that occurs when change is under construction. It is normal for members once giving the new method a try to go back to what they were doing previously because its familiar. One cannot change a culture you must take a systematic approach and using a model such as Kotter’s you are sure to cover every base and aspect of the process. My organization has many old school nurses, meaning they are mostly set in their ways because that have been practicing for 10 years +. This makes changes difficult, and the culture of the unit and organization although wanting to keep up with the innovations in nursing often have not been pioneers for change in the past. The workplace environment is comfortable, the staff nurses know how to do their job and carry it out to survive their day. The workload is often heavy and busy. I feel that the nurses want changes and know they need to happen in order to improve the care we give and make the unit stronger but it often is difficult to maintain and keep up with the changes. One thing I have assessed is improvement needs to start for my organization according to Kotter’s 8 step change model at step 2 Creating a guiding Coalition. Although we are maybe adequate in higher steps, the foundation must be laid solid first in order to be most successful with the change. Creating a guiding coalition, I believe is necessary because our nursing staff needs to see an example and be motivated to change. When our management staff enforces a change they typically have a management team member basically dictate and give instruction on the change that needs to happen. The nursing staff often feels it is easy for management to make changes when they are not directly affected or understand how much of a workload that puts on the nurses who actually have to carry out the change. However, by following step 2 and creating a team that consists of nursing staff who are respected and esteemed by their co-workers this can help them see how positive the change is and that even those colleagues are also on board and are successfully implementing the change. There have been many different changes in our organization and I feel in order to be successful a model or framework with step such as Kotter’s is necessary in order to make the change that is necessary.
Reference: Thomsen, S. (2013, February 17). Kotter’s 8 step organizational change model. [Video File]. Retrieved from https://www.youtube.com/watch?v=LxtF4OXzhyI#action=share
I enjoyed reading your post about Kotter’s change. It seemed as though you have great insight into the video. I agree that it is hard to change, it is more familiar to keep doing what we already are. My work environment, like yours is comfortable, though we as well have many old school nurses who are resistant to change. I like how you talked about nursing staff needing an example sometimes to formulate change. Sometimes, it does seem like it is easy for management to implement a change when they will not be the nurses carrying it out. This happens all too often. Kotter’s 8 step change model is something that most facilities could use to better themselves.
I also loved the kotter’s 8 step change model. I agree that they need to get the nursing staff more involved. Often times, they are considering the patient which is the number one priority, but in order to keep happy staff, they need to take into considering the thoughts, ideas and opinions of the nursing staff. you did a fantastic job explaining this in your blog .