Using Kotter's Change Model for Implementing Bedside Handoff

Small, A; Gist, Diana; Souza, Danielle Cristina Campos de; Dalton, Joanne; Magny-Normilus, Cherlie; David, Daniel

doi:10.1097/ncq.0000000000000212

Cited by 39 publications

(51 citation statements)

References 20 publications

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“…A guiding coalition to explain some of this projects strengths was the interconnected unit nurse leaders willing to persuade others to adopt new practices (Small et al, 2016). The ACU coalition consisted of the nurse director, nurse educators, unit charge nurses and bedside nurses who collaborated in order to organize change, coordinate unit change initiatives, and communicate change.…”

Section: Discussionmentioning

confidence: 99%

“…Nurses in hospitals are exposed to high levels of occupational stress resulting from heavy workloads, extended working hours and time constraints (Tsai, & Liu, 2012). The current healthcare environment requires nurses to provide high quality patient care services with seemingly fewer resources then in the past which can potentially lead to physical, social, and mental Importantly, the Kotter model (2012) was easy to follow, provided change structure, facilitated collaboration with innovation, and recognized the need to incorporate opinions from staff and other stakeholders to coordinate and sustain unit change (Small et al, 2016). The nurse led initiatives to decrease job stress reported in this study were expected to have a favorable effect because the initiatives were ACU specific following a survey analysis, and secondly, the initiatives were deployed by the unit staff with management approval.…”

Section: Introduce the Problemmentioning

confidence: 99%

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Nurse Leader Initiatives to Decrease Job Stress on the Acute Care Unit

Keil

Hober

2018

Int J Innov Educ Res

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Nurses are expected to provide high quality, safe healthcare in working environments where limited resources and increasing responsibilities are common. An imbalance between providing high quality care and managing or minimizing the assault of stressors can lead to increased job stress. Nurses on the Acute Care Unit (ACU) of a Midwestern, rural hospital utilized the Nursing Stress Scale (NSS) developed by Gray-Toft & Anderson (1981) to analyze aggregated mean data self-reported scores for job stressors before and after focused change initiatives. Nurses selected and led change initiatives for the top five scoring stressors that nurses concurred were modifiable using interprofessional interventions. Multidisciplinary teams collaborated to choose educational sessions, updated resources, and revised communication tools in an attempt to decrease job stress on the unit. The results of the second NSS when compared to the first survey overall demonstrated decreased stress mean scores in six of the seven subscales. The specific nurse led unit initiatives decreased self-reported job stress in four of the five areas. This project found encouraging results in decreasing job stress by implementing nurse led change initiates on the ACU. Keywords: nursing, job stress, leadership, change initiatives

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Section: Discussionmentioning

confidence: 99%

Section: Introduce the Problemmentioning

confidence: 99%

Nurse Leader Initiatives to Decrease Job Stress on the Acute Care Unit

Keil

Hober

2018

Int J Innov Educ Res

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“…According to his model, Kotter (1996)believes that leaders can transform their organizations by completing the following eight stages (p. 21): Kotter (1996) argued that the stages needed to be followed in sequence, as completing non-sequentially "almost always creates problems" (p. 24). Several case-studies have found Kotter"s model yielded successful organizational change in business sectors (Cowan-Sahadath, 2010;Pollack & Pollack, 2015), health professions (Small, Gist, Souza, Dalton, Magny-Normilus, & David, 2016;Mørk, Krupp, Hankwitz, & Malec, 2018), K-12 public education reforms (Barcelona, 2014), and even in the higher education setting (Calegari, Sibley, & Turner, 2015;Eddy, 2003;Hackman, 2017;Sidorko, 2008). It is important to understand that despite research efforts concluding Kotter"s process was effective towards implementing organizational change, no change management model guarantees success.…”

Section: Kotter's Eight Stage Process Of Creating Major Changementioning

confidence: 99%

Intuitively Leading Change: Completing a Kinesiology Department-to-School Transformation using Kotter’s 8-Stage Change Model

Brock¹,

Peak²,

Bunch³

2019

JPESM

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Kinesiology is one of the fastest growing and expanding majors regarding student enrollment. As a result, Kinesiology academic units are having to implement organizational changes. This study describes the steps taken during a Kinesiology department-to-school academic unit transformation at a mid-sized public university located in Southwest United States. Qualitative research methodology included a walking interview with the change agent, an Associate Dean and Professor of Kinesiology. After transcribing the interview verbatim and conducting data analysis deductive coding,we found that the efforts made during the change process followed John Kotter"s Eight Stage Process for Change model. It is important to note that the change agent was unaware of the Kotter"s change management model prior to the current study. Therefore, this study is particularly important because it not only contributes to existing literature on Kotter"s model, but also reveals that Kotter"s change management process was in fact intuitive. This article concludes with a call for future research on the intuitiveness of Kotter"s change process and encourages Kinesiology leaders and change agents to look to change management models for theoretical and practical guidance.

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“…In healthcare settings, the model has been successfully used to guide implementation efforts (e.g. Dolansky et al, 2013;Maclean & Vannet, 2016;Small et al, 2016), but the studies did not focus on examining the model.…”

Section: Process Modelsmentioning

confidence: 99%

“…While the model was not developed specifically as an implementation model, it is increasingly used to guide implementation of EBPs in healthcare settings (e.g. Dolansky et al, 2013;Maclean & Vannet, 2016;Small et al, 2016). However, despite its popularity, there is only limited empirical literature on individuals steps of the model, and it remains understudied as a whole (Appelbaum et al, 2012).…”

Section: Gaps In the Literature And Contributionmentioning

confidence: 99%

Implementing TeamSTEPPS in small rural hospitals

Baloh¹

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Using Kotter's Change Model for Implementing Bedside Handoff

Cited by 39 publications

References 20 publications

Nurse Leader Initiatives to Decrease Job Stress on the Acute Care Unit

Nurse Leader Initiatives to Decrease Job Stress on the Acute Care Unit

Intuitively Leading Change: Completing a Kinesiology Department-to-School Transformation using Kotter’s 8-Stage Change Model

Implementing TeamSTEPPS in small rural hospitals

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