MESITES CONSULTING LTD
Quality Improvement TrainingCHANGE MANAGEMENT
Presented by : Mesites Consulting Ltd.
April, 2015Learning objectivesTo understand that not all change
leads to improvement, hence all change must be tested before its
scaled up.To create change agents who will make commitment to
leading quality changes within their hospitalsTo appreciate the
characteristics of Change agents and emulate their principles.To
show the importance of capacity building, training and retraining
in the quality journey.To show that data based decision and
efficient communication is important for change to happen.To know
how to handle resistance to change.To understand the importance of
monitoring and evaluation as it relates to change.
What is change?
an act or process through which something becomes different.
Togiveacompletelydifferentformorappearanceto;transform
A change analyst - Change analysts are not afraid to change or
make changes but want to make changes only if the changes will
improve the organization. Their motto might be if it isnt broken,
leave it alone; if its broken, fix it.Change analysts are people
who constantly ask such questions as Why are we doing this?Change
agents are people who enjoy change and oftenmake changes just for
the sake of change. A change agents motto mightbest be expressed as
if it isnt broke, break it.
What is change management?Change Management : the process, tools
and techniques to manage thepeople-sideof change to achieve a
required business outcome.
Change management : is a systematic approach to dealing with
change, both from the perspective of an organization and on the
individual level.
Change options available, choose!!!
Why do health care workers or people resist change?Degree of
change acceptance
Why do health care workers resist change?The expected autonomy
or independence of health care workers:Stability that comes with
routine:Programmed behavior or behaviors that result from processes
within a system, including division of labor, recruitment, reward
structures, and promotionsA limited focus or tunnel vision,
resulting from only being able to see the impact of change from one
individual perspectiveA real or perceived limit on resourcesAn
accumulation of policies, procedures, regulations, and other things
that constrain the ability to change: Often, a change is perceived
as "just one more thing" in a long list of things to do.How to
Respond to Resistance to Changeuse the Model for Improvement and
run small tests of change.communicating the what, why, how, when,
and who of the change processto anticipate the objections that
people will raise and develop proposals that address those
objections.presenting a positive outlook of the proposed
changehaving a clear focus and goal for the change and expectations
of those involvedbeing flexible and adaptable during the change
processusing a structured approach to manage ambiguity and
confusionplanning and coordinating the change process in a
systematic way with clear expectationsusing a proactive rather than
a reactive approach.Why do we need change in our hospitals,
organisations, communities, and nation?Why change? Lets change
because we need to Eliminate waste in our processes. Improve work
flow in the hospitals. Optimize inventory and have zero stock outs.
Change the work environment. Enhance health worker - patient
interface. Manage time its not renewable Manage variations within
our care processes. Design error-proof systems, not dependent on a
specific person. Focus on the excellent health outcomes of
patient.List five characteristics of people who have led a change
that you know of?E.g. Nelson Mandela, Gandhi, Bill Gates, Barrack
Obama, Martin Luther, Characteristic of change analysts our health
care system needsThey see no limitations and are incredibly immune
to voices of discouragement.They learn, read and have strong
affinity for knowledgeThey have quality thinking time They pause,
notice and observeThey study data carefully, intellectualize and
develop coherent philosophiesThey see what others cannot see
imaginationThey communicate their realisms and lead revolutionsThey
surround themselves with intelligent people who have integrityThey
always have a cause they are living for!!!Creativity and
innovationAn innovation, according to Rogers, is an idea, practice,
or object that is perceived as new by an individual or other unit
of adoption.
Regardless of how long it had been on the market. If the idea
seems new to the individual, Rogers wrote, it is an
innovation.Creative process involves purposeful, imaginative idea
generation and critical evaluation of all process being undertaken
in the hospital, this will lead to change and change for
improvement.How to go about a needed change process?1. Leading
change - leadership2. Creating a shared need urgency (timeliness)3.
Shaping a vision SMART goal 4. Mobilizing commitment team work5.
Monitoring progress continuous evaluation6. Finishing the job
knowledge management.7. Anchoring the change in systems and
structure integration and institutionalization (Palmer, 2004)Stages
of change process
SummaryFinally, key principles for effective change that have
been presented include Communicate, communicate, communicate.
Continuous Quality improvement is key to success. Keep trying until
you get it right. Invest in quick wins and celebrate successes.
Think outside the box creatively and innovate. Create ownership and
involvement. Walk the talk. Hold people accountable.Summary Change
levers and techniques to ensure a successful change that have been
presented include clear understanding of the need for change in our
hospitals quality leadership from hospital MOH or Government
commitment of sponsors Government or foreign donors clear vision of
future and strategy - Government change structure Hospitals/MOH
education and training Hospital staff effective communication
Hospitals/MOH measurement systems Monitoring and evaluation.
alignment of infrastructure reward systems organizational structure
aligned Hospitals/MOH skill of change agentsReferences Accel-team.
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