Change management Flashcards
What is change management?
- Change is intended to lead to improvements but can also lead to uncertainty, anxiety and disruption in the short term.
- Change management is a way of providing a structure and introducing new ways of working in a planned and systematic way.
Describe the NHS change model
has 8 components which set out the elements that should be considered when planning and implementing change in the NHS.
Why is effective change management important?
- Effective change management in the NHS is essential.
- The ability to navigate and implement change determines how well the service can respond to external pressures, internal challenges, and the evolving needs of the population.
- This includes the effectiveness of the Long Term Plan 2019 and Build Back Better strategy.
What are the considerations to effective change management?
- Financial constraints
- Meetings the demands of an aging population
- Addressing workforce challenges
- Incorporating technological advancements
- Quality and safety
- Cultural and behavioural changes
How can change management improve financial constraints
- NHS is under significant financial strain, with a need to deliver more services with limited resources.
- Effective change management can lead to
- more efficient use of resources
- elimination of waste,
- improved service delivery without compromising patient care.
For instance, implementing new technologies or optimising processes can reduce costs and improve outcomes, but this requires careful planning, communication, and staff engagement.
How can change management help the aging population?
- An aging population means more chronic diseases, multi morbidity, and a growing demand for healthcare services.
- Developing and implementing new care models (like Integrated Care Systems) can provide more coordinated and patient-centered care.
Effective change management ensures these new models are adopted successfully, with clear communication, training, and adjustments based on feedback.
How does change management support workforce challenges?
- The NHS faces challenges related to staffing, including shortages in key areas, burnout, and absenteeism
- Managing changes in workforce structure, roles, or working patterns requires a thoughtful approach to maintain morale and productivity.
For example, introducing new roles or changing shift patterns can help address gaps, but this needs to be managed in a way that considers staff wellbeing and involves them in the change process.
How can change management support tech advancements?
- Rapid technological advancements offer opportunities to improve care but also require significant changes in workflows, data management, and staff training.
- Successfully integrating new technologies (like telemedicine or electronic health records) demands a comprehensive approach, ensuring that systems are interoperable, staff are trained, and patients are engaged and informed.
How does change management ensure quality and safety?
- Maintaining high standards of quality and safety is paramount, especially as changes in service delivery
- Effective change management includes robust monitoring and evaluation to ensure that changes lead to improvements and do not inadvertently compromise care quality or patient safety.
Change management and cultural and behavioural shifts
- Changes in NHS services often require shifts in culture and behaviour, both among healthcare providers and patients.
- Managing these softer aspects of change is critical. It involves engaging with stakeholders, addressing resistance, and fostering a culture of continuous improvement and adaptability.
How is digitisation an example of change management?
Changing digital systems, taking some of the wards from hybrid paper/electronic to fully electronic. System wide change to EPR for everyone at the Trust. This shift aimed to impact service delivery by streamlining documentation and promoting continuity in patient care. A crucial aspect of this transition was > integration into the NHS’s broader electronic health record systems.
What facilitated the successful changeover?
- provision of pre initiation training programs and long term technical support for dietitians ensured that many of the users of the system were well- supported and confident in navigating the new digital platform
- Stepwise, systematic approach using gradual implementation, including pilot testing and a cross over period between the two systems was pivotal in allowing time for feedback and necessary adjustments, thus tailoring the system to better meet users’ needs.
What were the challenges of this change?
- Variations in IT skills between dietitians meant the mandatory training was insufficient for some, which led to an underutilisation of the software’s capabilities.
- Staff didn’t have a positive outlook on the change and felt mandatory training for the new system was not a priority within their workload
- Inflexible system processes meant the technical support teams had high turn around times which meant long lengths of time waiting for the system to be rebooted or activated, in the initial stages.
