With the health care industry shifting faster than ever, the most successful organizations will be those that can quickly rally their workforce around changes and make them happen. As a manager, the responsibility of implementing and executing on many of these change initiatives ultimately falls to you.
But any leader who has tried to implement large-scale change knows it isn’t easy. In fact, recent research suggests two out of every three change initiatives in health care ultimately fails. Not only is change difficult to implement, but poor change management is also a leading contributor to stress and burnout amongst staff and leaders.
We recommend four steps to help managers avoid common pitfalls associated with change implementation—and ensure change actually happens:
- Craft a watertight change pitch. Clear, consistent communication is paramount when introducing any change initiative. But many change communications fail to effectively inform, let alone inspire, frontline staff. Instead, put your change into words your team members will understand and find inspiring.
- Proactively engage key stakeholders. Virtually all change management models agree that stakeholder engagement is a prerequisite to any successful change initiative. But it’s often an overlooked step. Act proactively by identifying and securing buy-in from all key stakeholders in advance of change communications.
- Manage team member feedback. Change can be hard, and you should expect to hear some complaints along the way. How you respond to those complaints can make – or break – your ability to effectively lead change.
- Keep the change front and center. All too often, well-intentioned change initiatives lose momentum shortly after rollout. If you want your change to stick, you’ll need to keep it front and center amongst other competing priorities.
This toolkit provides seven ready-to-use tools to help you ensure change actually happens.
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The Manager's Guide to Engaging Staff