NR 451 DeVry Week 6 Discussion

Implementing Change Despite Resistance (graded)

Change can be difficult to implement. Now that you are almost finished with your change project, if you were to implement your project in your clinical practice, what type of resistance do you expect from staff? List at least three ways that you can lessen the resistance you may encounter to help ensure the success of your project.

ADDITIONAL INSIGHTS 

Implementing Change Despite Resistance

Introduction

Change is a constant in our lives. Whether we’re talking about an internal shift in strategy or the addition of a new employee, change is inevitable. However, it can be difficult to implement change when people resist it and don’t want to hear what you have to say. The good news is that there are steps that you can take to help overcome resistance so your organization can make the most out of this inevitable factor in business.

Get the facts straight.

Once you’ve decided to make a change, it’s important to understand what the situation is really like. This means getting the facts straight and learning as much as possible about your team, its culture and traditions, its problems—and how they affect you.

To do this effectively:

• Get all the facts before starting any kind of discussion or planning. It’s easy to start with assumptions based on hearsay or rumors; if someone tells you that something happened at their last company, don’t believe them until they give you proof! Instead try asking questions: “What did happen?” or “Why did this happen?” You’ll quickly learn whether there’s anything worth sharing with others in your team so that everyone can make informed decisions together when implementing changes (see section below).

Involve people in planning and execution.

Involve people in planning and execution.

People are more likely to accept change when they have been involved in the process, so try to involve them in all aspects of your plan for change. This includes soliciting feedback from those who will be affected by your new direction, including customers and employees, as well as external stakeholders like government officials or industry leaders. Include these groups in meetings where you discuss what you’re doing and why it’s important that everyone joins together on this journey toward transformation (and stay tuned—we’ll talk more about this later). You can also ask these folks how they feel about how things are going so far; if anything seems off-track with progress towards implementation then revisit ways that could help make sure everything goes smoothly once it starts rolling out fully into production mode!

Recognize the importance of timing.

One of the most important things to remember is that timing is everything. This can be a difficult concept to grasp and it’s easy to get caught up in the “right now” mentality, but when it comes down to it, there are two things you need:

• A clear understanding of what needs changing and why.

• The right people on board with your vision for change (whether they’re internal or external).

Equip people for change.

• Provide training and coaching.

• Provide resources and tools.

• Provide a support network that is accessible to all employees, not just those who are resistant to change. For example, if you’re implementing new processes in your organization, make sure your employees understand their roles in the process of change so they can participate fully in it.

• Give feedback when it is needed or requested by an employee (whether positive or negative). This will help them see how their actions affect others around them and can help strengthen relationships within an organization as well as with external stakeholders such as customers/clients/patients etc., who may also be affected by decisions made during implementation phases of new processes or systems changes being implemented within organizations today

Use a tried-and-true model for implementing change.

A tried-and-true model for implementing change is the one that has worked in the past. For example, if you have a sales or marketing team that has been successful with new product launches and strategies, then use this same approach for implementing change.

On the other hand, if your team is used to using different techniques than those outlined above (or just doesn’t know how), then it may be best not to use a model at all—you’ll need to explore other options instead.

Takeaway:

You’re probably thinking, “What are the chances that my boss will give me a raise?” or “How can I make sure my work is seen by more clients?”

The answer: It’s impossible to know for certain. But you can take steps to increase your chances of success—and enjoy what it feels like when you’re successful!

Conclusion

We hope that this article has helped you gain a better understanding of change efforts, and how to implement them successfully. Remember, the most important thing is to keep calm and plan for your change in a thoughtful way. By doing so, you can be sure that both you and your team will be ready when the time comes to make it happen!

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