Change Initiative: Develop a Change Model

Change Initiative: Develop a Change Model
Name Course Instructor Date
Background
As a learning and development coordinator in a hospital, I am involved in administrating, coordinating, and delivering learning and development activities. This extends to identifying training needs, advancing the employees' skills, and coordinating the professional development plans. Kotter's change model has eight steps. These are (1) create a sense of urgency,(2) form a coalition, (3) create a vision for change, (4) communicate the vision, (5) remove obstacles, (6)secure short-term wins, (7) build on or consolidate change and (8)anchor change in company culture (Spencer & Winn, 2005). Kotter's model informs the creation of the change model to inform decision-makers of adopting changes.
Change model
Address Challenges Create and communicate vision Identify Change agents Determine reason for changes and benefits
Evaluate and make necessary changes Implement change and involve change agent
Empower members and deal with resistance to change
The proposed change model is seven steps and begins with determining the reason for changes and benefits of the change initiative. It is necessary to identify the priorities that need change and determine whether there is a need to implement the change project and those who will participate. Anticipating and avoiding resistance to change helps.
Methods to evaluate the need for change
To evaluate the need for change, there is a need to empower the health practitioners, so they make informed decisions. This requires performance standards to ensure that the practitioners have the right skills mix and perform as expected. There is feedback so that individuals know what is expected and areas requiring corrective action. There is a need for flexibility and adaptation to changes in the environment when applying a planned change model to carry out the necessary change to successfully achieve efficiency and effectiveness. Thus evaluating the need for change is important to incorporate changes where there are knowledge and information about the operations and what needs to change. This is also linked to the need for future direction or course of action to result in improved outcomes.
Choosing individuals or teams a change initiative
Identifying credible change agents and influencers is essential to effect change as the change agents lead and focus on the current situation to take future action. Change agents motivate and develop actions to get the desired outcomes in an environment where there are clear roles and responsibilities and open communication. Those who have previously led change and who will reaffirm their commitment to ensuring effective changes are essential to change initiative. Evaluating those who have in the past demonstrated the ability to deal wit...