Learning About Change Management with Gina Temple
There are four main principles in change management. Today, Gina Temple reviews these important points for those who are planning to be future leaders in the healthcare industry.
You must understand the advantages and benefits of change to promote them successfully. There are a number of questions you can ask. Are there organizational benefits and advantages to the change? If so, what are they? What should people do for this change to happen? How will this affect the way people work? What are the things you can do to make a difference in the context of the change? What are your main objectives during the change? What will this change do for people?
It might be helpful to look at the negative consequences of specific actions. For change to succeed, Gina Temple says that there must be enough dissatisfaction with the way of doing things at present. People also have to feel that the innovative approach is overall better and that there is a rather straightforward way to get there.
Second: plan change
It is impossible to make a change, especially an effective one, happen by chance alone. Any plan that you create has to be tailored to your company or institution. Each organization’s approach to managing projects revolving around change will always be different. Some organizations have very rigid change processes, while others are a bit more flexible and open to change.
Remember, you can only make positive changes when you are able to support your team from all levels of the company. You should know your plans to accomplish this. You also have to think about what success looks like. Determine if you require external expertise or if you can make use of your resources.
Gina Temple also mentions that you have to figure out if you need sponsorship. Sit down and list the things you can do to secure, engage, and use high-level sponsorship. This can greatly help support the change.
Third: implement change
You have to know if, when, and how you can make positive changes. There are a lot of various ways to implement these changes based on numerous tried-and-tested models.
To achieve this, you have to recognize any training requirements the people have to accomplish for the change to be implemented. You also have to agree on the success criteria for the changes and make sure they are measured and reported on a regular basis. You have to see to it that everyone involved understands what the changes imply.
After that, you’ll have to know the key stakeholders involved in the planned change. Map them out, as well as define their involvement. Designating “change agents” to aid in the implementation of the new practices is a must, and so is ensuring that everyone is supported throughout the entire change process.
Fourth: communicate change
Gina Temple says communication is a vital component in change management. Make sure that the changes you are trying to implement are clear and pertinent so that people can understand why they are important. You also have to set the right tone to obtain the desired emotional response.
Connect the changes you are planning to your organization’s vision and mission statements. This will allow people to see how positive change can affect the “bigger picture.” Effective communication at this time will also help you send the right message at the right time to the right people so you can get the support you need.
Gina Temple has served in the healthcare community for over 30 years with experiences ranging from for-profit to not-for-profit organizations, unionized to non-unionized facilities and acute care settings to outpatient centers. Read similar articles on healthcare and leadership from Gina Temple by visiting this page.
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