You have been selected to serve on a community outreach committee within your state’s nursing organization
You have been selected to serve on a community outreach committee within your state’s nursing organization
Being a leaders comes with many challenges. Sometimes these challenges will call for creative solutions to bring multiple parties to the table with a solution that will work for everyone. In healthcare, the common goal is serve the needs of the patients and the public’s health needs. In the scenario presented, the nurse leader will have to start of by reminding everyone involved in the committee what the common goal is of the committee and who they are serving (the public). Disagreements and the unwillingness to comprise can overcloud judgments and decisions. “When teams are faced with adversity, the tendency can be to pass blame and begin to question the system, management or leadership. Challenges require every member to remain committed to the ultimate goal, which in the case of health care is patient care” (Bosch & Mansell, 2015)
Lewin’s provides a blueprint on resolving conflicts among groups who have differences of opinion. Lewin’s Change Theory discusses three major components: driving forces, restraining forces and equilibrium. “Driving forces are those that push in a direction that causes change to occur, restraining forces are those forces that counter the driving forces and Equilibrium is a state of being where driving forces equal restraining forces, and no change occurs” (Nursing Theory, n.d.). When dealing with conflict among groups of individuals with different visions, I would draw from the equilibrium force. The obvious reason would be due to the fact that in this states, parties can be brought to the table with each of their ideas presented and from their choose from each side what closely matches the vision and purpose of the committee and ultimately the public. This will allow the leader to pull all parties in the same direction with the ideas that the each party has the closely aligns with the end goal.
. The committee includes registered nurses of different specialties. At your first meeting, it becomes evident that not everyone is in agreement with a recent position statement about the role of spiritual care, with some members arguing they will no longer support the committee if the position statement is not revised or reversed. As a nurse leader, how could you draw from change theory to address these concerns and encourage collaboration on the committee?
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Re: Topic 3 DQ 2
To address the , one could use transformational leadership to help address the root of the issue and encourage collaboration within the committee. “Transformational leadership is based on empowering the team to work together toward a common vision versus power over others and imposing one’s ideas and will” (DeNisco & Barker, 2016). If members are not in agreement with a recent position statement about the role of spiritual care a discussion should be had as to the problem with the position/ statement rather just stating they will no longer support the committee if the statement is not revised. One way to facilitate this discussion, as a nurse leader, is to help develop a vision for the committee by having everyone write down what their ideal vision would be for the committee.
“A simple visioning exercise can be used to develop a vision.” Each team member should close their eyes and visualize the desired end result. Each person writes the vision on a piece of paper and then reads it aloud to the group. Following the contributions of each team member, the team begins to identify themes, clarify what is being discussed, and identify areas of agreement and disagreement” (DeNisco & Barker, 2016).
The committee’s ability to collaborate will result in a significant change that has meaning for everyone. “The vehicle to improve numerous processes is collaboration among all team members or within a network.” (Porter-OGrady et al., 2019; Weberg et al., 2019; Mangold et al., 2019; Malloch et al., Listening to one another in a respectful manner can contribute to not only change, but also collaboration. You have been appointed to a community outreach committee of your state’s nursing organization.
Reference
DeNisco, S. M., & Barker, A. M. (2016). Advanced practice nursing: essential knowledge for the profession. Burlington, MA: Jones & Bartlett Learning.
Porter-OGrady, T., Weberg, D. R., Mangold, K., & Malloch, K. (2019). Leadership in nursing practice: changing the landscape of health care. Burlington, MA: Jones & Bartlett Learning.
Re: Topic 3 DQ 2
I understand that we will not always agree as a committee on certain issues. When these situations arise, we must use evidence-based practice to address all concerns and achieve goals in the best interests of our patients. Kurt Lewin, the father of social psychology, stated that three major concepts must be fulfilled in order to effect change. There are three major concepts in the Change Theory: driving forces, restraining forces, and equilibrium.
There are three stages that must be followed within the three major concepts mentioned above: unfreezing, change, and refreezing. Using this model, I’d like to propose a new concept for spiritual care. My current goal is to overcome opposition in my committee. I would inquire about the concerns with the position statement and encourage discussion. I’d like to know the reason for the opposition so that we can discuss it amongst ourselves. This is how I would unfreeze myself.
I would encourage steps toward change after an open discussion about the group’s conformity. Considering suggestions for a better position statement for our outreach committee. Making certain that everyone is involved and heard, and that a decision is voted on fairly, promotes unity. This would be my strategy for effecting change.
Once we’ve voted on a new position statement for our outreach committee, it’s time to put it into action. By moving forward with the change, we will record the steps we took to effect change. We will update the organization’s change management process and implement The Change model as a standard operating procedure for how we make changes in our organization. All decisions should be based on evidence-based practice. Decisions based on nursing models and theories are the only way to effect change that is not only effective but also safe and prudent for the community we serve. You’ve been appointed to a community outreach committee for your state’s nursing organization.
References
Re: Topic 3 DQ 2
There are numerous challenges that come with being a leader. Sometimes these challenges require innovative solutions to bring multiple parties to the table and find a solution that works for everyone. The common goal in healthcare is to serve the needs of patients as well as the public’s health needs. In the scenario presented, the nurse leader must begin by reminding everyone on the committee of the committee’s common goal and who they are serving (the public). Disagreements and a refusal to compromise can cloud judgments and decisions. “When teams face adversity, there is a tendency to assign blame and begin to question the system, management, or leadership.” Challenges necessitate that all members remain dedicated to the ultimate goal, which in the case of health care is patient care” (Bosch & Mansell, 2015)
Lewin’s change theory lays out a plan for resolving disagreements among groups of people. Lewin’s Change Theory is divided into three parts: driving forces, restraining forces, and equilibrium. “Driving forces are those that push in a direction that causes change; restraining forces are those that counteract the driving forces; and equilibrium is a state of being in which driving forces equal restraining forces and no change occurs” (Nursing Theory, n.d.). When dealing with conflict among groups of people with opposing viewpoints, I would use the equilibrium force. The obvious reason is that in this state, parties can be brought to the table with all of their ideas presented and choose what closely matches the vision and purpose of the committee and, ultimately, the public. This will allow the leader to pull all parties in the same direction with ideas that each party has that are closely related to the end goal.
References:
Bosch, B., & Mansell, H. (2015). Interprofessional collaboration in health care: Lessons to be learned from competitive sports. Canadian pharmacists journal : CPJ = Revue des pharmaciens du Canada : RPC, 148(4), 176–179. https://doi.org/10.1177/1715163515588106
Nursing Theory. (n.d.). Lewin’s Change Theory. Retrieved from: https://nursing-theory.org/theories-and-models/lewin-change-theory.php
RESPOND HERE (150 WORDS, 2 REFERENCES)
This is insightful Ketlie, there are different challenges associated with leadership. Some of these challenges often arise from conflicts caused by misunderstandings on different issues. As a result, leaders ought to formulate different strategies on how to solve problems by addressing the issues favoring or rejecting anyone’s opinion (Tjosvold et al., 2019). There is the need for team leaders to set common goals that would guide committee members into making the right decisions and creating the right environment for operational processes. To provide effective solution to the conflicting issue given above, there is the need for the committee members to consider Lewin’s Change Theory discusses three major components: driving forces, restraining forces and equilibrium. understanding Lewin’s Change Theory is critical in providing solution to the conflicts by creating agreements and understanding among the committee members. Solving conflict using Lewin’s theory should incorporate creating or common goals by bringing people together to overcome conflicting issues (Bastyr, 2019).
References
Bastyr, V. (2019). Managing Conflict in Healthcare Organizations (Doctoral dissertation, The College of St. Scholastica).
Tjosvold, D., Wong, A. S., & Chen, N. Y. F. (2019). Managing conflict for effective leadership and organizations. In Oxford research encyclopedia of business and management.
Re: Topic 3 DQ 2
The change theory could be utilized to reformulate the position statement about the role of spiritual care. The leader should establish communication amongst all members that there is a need for change and that all participants must put aside their differences to collaborate to create a new position statement (DeNisco & Barker, 2016). The team needs to develop a plan of action that states the participants, the process, the expectations, and the outcome. The first stage is the assessment to identify the problem that needs to be changed (Weberg et al., 2019). Research may be necessary to design the position statement. Clinical or relevant expertise may be used. The team may need to review the old statement to assess what the conflict is about. The next step is team reflection (Weberg et al., 2019). The team gathers together to develop ideas on what should be incorporated in the position statement and why. The leader guides the team toward a positive outcome. The leader maintains the direction of the collaborative effort. In the third step, the ideas are organized and categorized into a plan to be implemented. The leader may have to assist team members in their resistance to change in the position statement. There may need to be further assessment and revision of the position statement in order to create a final statement that everyone agrees upon. The ideas proposed by DeNisco & Barker (2016) and Weberg et al. (2019) suggest that the team identify and recognize ways to work together in an established document that defines those terms to be able to agree and prepare a new position statement reflective of the ideas of all participants. When there is disagreement, the leader may need to step in to drive the conversation in a rational and logical manner towards consensus. A compromise may be necessary. A calm temperament is needed for heated debate.
References
DeNisco, S. M., & Barker, A. M. (2016). Advanced practice nursing: Essential knowledge for the profession (3rd ed.). Jones & Bartlett Learning.
Weberg, D., Mangold, K., Porter-O’Grady, T., & Malloch, K. (2019). Leadership in nursing practice: Changing the landscape of health care (3rd ed.). Jones & Bartlett Learning.
RESPOND HERE (150 WORDS, 2 REFERENCES)
This is insightful, Camille; the change process requires the intervention of leadership. In other words, leaders play significant roles in the transformation processes. They are always involved in the decision-making processes to ensure effective outcomes in the change process (Langley et al., 2018). To ensure a successful change process, leaders should establish communication amongst all members that there is a need for change and that all participants must put aside their differences to collaborate to create a new position statement. Besides, leaders can apply Lewin’s Change Theory with all the three major components, including driving forces, restraining forces, and equilibrium, to conduct change processes (Van de Ven & Sun, 2017). In the above case, leaders ought to seek everyone’s opinion on spiritual care and weigh the best strategies to adhere to. Leaders should also find the best strategies to bring the workforce together. Further, team leaders should set common goals that would guide committee members to make the right decisions and create the right environment for operational processes.
References
Langley, A. N. N., Smallman, C., Tsoukas, H., & Van de Ven, A. H. (2018). Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of management journal, 56(1), 1-13.
Van de Ven, A. H., & Sun, K. (2017). Breakdowns in implementing models of organization change. Academy of Management Perspectives, 25(3), 58-74.
