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Posted: January 9th, 2021
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The link between nurse leadership and change management
Nurse leadership is a crucial factor in implementing and sustaining change in healthcare settings. Change management is the process of planning, initiating, executing, monitoring, and evaluating changes that aim to improve the quality, safety, and efficiency of care delivery. However, change is often met with resistance, uncertainty, and challenges from various stakeholders, such as staff, patients, and managers. Therefore, nurse leaders need to have the skills, knowledge, and attitudes to effectively lead and manage change initiatives in their organizations.
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Some of the key skills that nurse leaders need to possess for successful change management are:
- Communication: Nurse leaders need to communicate clearly and consistently the vision, goals, benefits, and expectations of the change project to all involved parties. They also need to listen actively and empathetically to the concerns and feedback of others, and address them in a timely and respectful manner. Communication is essential for building trust, engagement, and collaboration among the change agents and recipients.
- Innovation: Nurse leaders need to be creative and flexible in finding new ways to solve problems, overcome barriers, and adapt to changing circumstances. They also need to encourage and support innovation among their staff, by providing them with opportunities, resources, and recognition for their ideas and contributions. Innovation is vital for generating positive outcomes and ensuring the sustainability of the change project.
- Empowerment: Nurse leaders need to empower their staff to participate in the change process, by delegating tasks, sharing decision-making authority, and providing feedback and coaching. They also need to empower themselves to take risks, learn from failures, and celebrate successes. Empowerment is key for enhancing motivation, commitment, and ownership of the change project.
- Collaboration: Nurse leaders need to collaborate with other leaders, managers, and professionals across disciplines and levels of the organization. They also need to collaborate with external partners, such as patients, families, communities, and regulators. Collaboration is crucial for ensuring alignment, coordination, and integration of the change project with the organizational culture and strategy.
The link between nurse leadership and change management is evident in many examples of successful change initiatives in healthcare settings. For instance:
- In a study by Cummings et al. (2018), nurse leaders played a pivotal role in implementing a patient-centered care model in 15 Canadian hospitals. The nurse leaders used various strategies to facilitate the change process, such as engaging staff in co-designing the model, providing education and training, creating feedback loops, and fostering a culture of learning and improvement. The results showed that the patient-centered care model improved patient satisfaction, quality of care, and staff retention.
- In a study by Drennan et al. (2019), nurse leaders led a quality improvement project to reduce hospital-acquired pressure ulcers (HAPUs) in an Australian hospital. The nurse leaders used a collaborative approach to involve staff from different units and disciplines in identifying the root causes of HAPUs, developing and testing interventions, and monitoring and evaluating outcomes. The results showed that the quality improvement project reduced HAPUs by 58%, saving costs and improving patient safety.
- In a study by O'Connell et al. (2017), nurse leaders initiated a practice change to implement bedside handover in an Irish hospital. The nurse leaders used a participatory action research methodology to engage staff in planning, implementing, and evaluating the change. The results showed that bedside handover improved communication, continuity of care, patient involvement, and staff satisfaction.
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These examples demonstrate that nurse leadership is a vital component of change management in healthcare settings. Nurse leaders have the potential to influence not only their own practice areas but also the wider organization and system. Therefore, nurse leaders should be supported and developed to enhance their capacity for leading and managing change effectively.
Works Cited
Cummings GG et al., "Effectiveness of a Patient-Centered Care Model Across Secondary Care Settings: A Longitudinal Quasi-Experimental Study", Journal of Nursing Scholarship 50(6), 2018: 664-674.
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Drennan K et al., "Reducing Hospital-Acquired Pressure Ulcers Through Quality Improvement Initiatives", Journal of Nursing Care Quality 34(1), 2019: 63-69.
O'Connell E et al., "Bedside Handover: Enhancing Clinical Practice", British Journal of Nursing 26(14), 2017: 810-814.
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