Week 1 - Stouten et al. Flashcards
Why did Stouten et al. do their research?
Promote the ability of practitioners/educators/scholars to better appreciate and access the available knowledge -> use (more) EBM
What did Stouten et al. do in their research?
Reviewed the N-step model (lack of consensus?) -> identified 10 common steps (and later, 10 principles)
Why do you call the 10 steps a “fuzzy set”?
Not all steps have to happen in order - E.g. comm. empowerment
What is Step #1?
[UNFREEZE] Assess the opportunity/problem motivating the change -> Diagnosis
What happens in the diagnosis Step #1 and is there evidence?
Rational diagnosis/data collection is a very important step for good decision making and setting realistic goal (goal setting theory). Creating a sense of urgency is not supported by research (-> leads to fear, avoidance, narrow focus)
What is Step #2?
[UNFREEZE] Select and support a guiding coalition
What happens in #2 guiding coalition and is there evidence?
Members should be credible and fit the organization… but the systematic research is absent!
What is Step #3?
[MOVE] Formulate the vision
What happens in #3 vision formulation and is there evidence?
Vision should be feasible in the eyes of the recipient, easy to comm. emotionally appealing and flexible. The “what” should be a separation from the past (-> no evidence for the content… but, see Venus et al.)
What is Step #4?
[MOVE] Communication, incl. vision
What happens in #4 comm.?
Role of comm/message in general, incl. change specifics (reasons, change related OBJECTIVES that are created, implication, timing), supported by VISION, to create awareness/support.
What are success factors of Communication?
Multichannel, comm. by role models or guiding coalition, transparency, openness, honesty, consistency.
Why is justification important (and when specifically) regarding Communication?
Adequate, reasonable explanations will increase perceived need for change and fairness believe. Esp. important when change content is Morally laden.
What evidence is present in #4 comm.?
Multichannel, importance of reasons (trust/need for change)-justification.
What is Step #5?
[MOVE] Mobilize energy for change, planning, readiness assessment
What happens in #5 mobilize energy and is there evidence?
Time absent in research (when?), dispute about incremental vs. transformative change, but change frequency/history matter for perception and readiness is important.
What is Step #6?
[MOVE] Empower others to act, enabling/facilitating people to change
What happens in #6 empower others and is there evidence?
No disputes. Control through “voice”. Coaching, supporting, moving barriers. Evidence shows support for bottom-up initiatives -> fosters acceptance.
What is Step #7?
[MOVE] Develop and promote change-related knowledge/ability
What happens in #7 develop ability and is there evidence?
Focus on Abilities (AMO), (team) training, safe environment. Learning increases self-efficacy (“yes I can”) and therefore change acceptance. Evidence: learning is important, uncertainty can negatively influence learning and motivation to accept change.
What is Step #8?
[MOVE] Identify short-term wins and use as reinforcement
What happens in #8 short term wins and is there evidence?
Requires goals/objectives and use of valued metrics (not only financial). Metrics should indicate future progress, not change outcomes. Metrics should reflect what employers find important. ;Indicators are important, but recipients need to see them as valuable.
What is Step #9?
[REFREEZE] Monitor and strengthen the change process
What happens in #9 monitor and is there evidence?
Continue to invest resources, modify - right direction (FEEDBACK!). Evidence present in literature.
