HCA 699 As a leader, how would you create a culture of change?
HCA 699 As a leader, how would you create a culture of change?
“Nobody likes change” is a frequent comment, but creating a culture that allows for new ways of knowing takes a unique set of leadership skills. As a leader, how would you create a culture of change?
The introduction of new phenomena in healthcare implies that healthcare leaders need to adapt by creating a culture change within their teams. Whereas evidence-based practice has recommended certain strategies that are effective in the creation of the aforesaid culture change, the uniqueness of a leader helps to ensure the adoption of the same. As such, the very first step in creating a culture change in a healthcare organization will entails the creation of accountability across the organization. During the creation of this culture, the team will be indoctrinated into the belief that they are trusted to deliver their best at the workplace (Destler, 2016). As such, the promotion of accountability would be engrained in the day-to-day life at the facility.
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Moreover, the development of a cultural belief statement will also play a crucial role in the process. The statement will guide the team concerning the essence of the cultural change. The statement will also ensure that each person understands and believes that the culture can be achieved. Also, ensuring that the designed cultural change is communicated to the team is fundamental. After clearly developing the cultural change and agreeing on common objectives and goals with the team, a leader needs to ensure that the roles of the team members in achieving them are clearly defined and communicated to them (André & Sjøvold, 2017). Also, ensuring that collaboration exists will be instrumental in delivering the change process through the creation of the requisite culture. Collaborating with the human resource department is particularly important as it allows for a rethink of the existing organizational culture. Therefore, several strategies can be used collaboratively to ensure the creation of a culture of change.
References
André, B., & Sjøvold, E. (2017). What characterizes the work culture at a hospital unit that successfully implements change–a correlation study. BMC health services research, 17(1), 486.
Destler, K. N. (2016). Creating a performance culture: Incentives, climate, and organizational change. The American Review of Public Administration, 46(2), 201-225.
Kerisha, you provide a very insightful response to the discussion question. Indeed, change is something that receives a lot of resistance in the initial stages. This means that a leader needs to ensure that they overcome the resistance and have the support of the personnel. In order to convince individuals, a leader will need to make the case for the need for the proposed change. This will occur through effective communication of the change’s effectiveness after evaluating the context, understand the purpose of change, formulating a clear vision and desired outcome, and identifying a common goal (Gibbons, 2015). Moreover, a leader needs to collaborate by bring people together and executing the plan. All the above constitute the creation of a culture of change, which drives the change process.
References
Gibbons, P. (2015). The science of successful organizational change: How leaders set strategy, change behavior, and create an agile culture. FT Press.
