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Change Management

SAH Feb 3, 2014

Ronda Charbonneau

on 3 February 2014

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Transcript of Change Management

Jennifer Bruss MS, RN-BC
Ronda Charbonneau, MS, RN, CCRN
Change Management
just the tip of the iceberg!

Maintaining CHANGE
Freezing or "Refreezing"
Unfreeze, Change, Freeze (refreeze)
Change Management
"Change is the tip of the Iceberg"
Change theory in
Evidence-Based Practice

Describe and simplify a process

Grasp what is happening

Change is not predictable

Identifies the importance of recognizing change

Why do we use change models and theories?

Change is a journey
Different models

help us approach situations












Change theories/change management

Lewin’s 3-step change model

Kubler-Ross: Five stage Model

Steven Covey: 7 habits model

ADKAR model

Different change theories

Founder of social psychology

Human aspect of change

Research on leading group change

Many other models are based on Lewin’s model

Kurt Lewin
Change Management Model

Lewin’s Change model

Getting ready to change
Creating a situation to want to change
Moving people to become motivated for change
The more motivated we are to make the change occur.

Change is a process, not an event
“unfrozen” to move toward a new way
Often the hardest stage
Learning about changes
Need to be given time to understand and work with them
Mentors/role models are necessary to develop solutions and make change

Change or Transition

Establishing stability once changes have been made

Changes are accepted and the new “norm”

Become more comfortable with new change implemented

Force field analysis
The factors
the factors

Analyze factors:
low motivation for change
and change occurs

Change or Transition
Expect Mistakes!
Continue to communicate a clear picture
Define expectations
Articulate the benefits of change

Support is needed
Training, coaching, mentors

Continue to support the desired change

Ensure the desire change is accepted and maintained

Without it, people go back to “old ways”

Freezing-or “refreezing”
"you've got to change your evil ways, baby....."
70% of all change in organizations fail
A holistic approach not taken for follow-through
Improve ability to change=improve change success

Kotter’s 8 steps of change

1. Create sense of urgency

2. Pull together a guiding team

3. Develop the change vision and strategy

4. Communicate the vision for buy-in

Kotter’s 8-steps of change

5. Empower others to act

6. Generate short-term wins

7. Never letting up

8. Incorporate change into culture

Emotional Intelligence
Many nurses learn a lot about themselves through the process of change
Emotional Intelligence:
Self Awareness
Self Management
Social Awareness
Relationship Management
Early adopters
Connelly, M. (2014). Change-Management-Coach.com. Retrieved from http://www.change-management-coach.com/kurt_lewin.html

Kotter, J. (2014). Kotter International. Because change is essential. Retreived from http://www.kotterinternational.com/our-principles/changesteps/changesteps

The 4-Generation Gap in Nursing. Medscape. Apr, 2013.

TeamSTEPPS Fundamentals Course. Agency for Healthcare Research and Quality, Rockville, MD. http://ahrq.gov/professionals/education/curriculum-tools/teamstepps

Nurses at St. Anthony
Pro Challenge Breckenridge
4 generations in Nursing
Traditionalist 1925-1942

Baby Boomers 1943-1960

Generation X ers 1961-1981

Dedicated, hard-working, loyal
Baby Boomers
Optimistic, productive, workaholic
Generation Xers
Cynical, independant, informal

Confident, impatient, social!

Would rather be skiing!

Successful Change Management
Evidence Based Practice Changes
Successful! Why?
CHG Bathing
Fail! Why?

EBP Change at St. Anthony
Mananging Fluid Overload in the Geriatric Trauma Population
hurry up!
We want to go skiing!
Full transcript