ANSWER
A Comparative Analysis of Change Leadership and Change Management
Although they are different ideas, change management and change leadership are complementary. Planning, organising, and monitoring procedures to accomplish particular goals are all part of the systematic implementation of change that is the emphasis of change management. Tasks like stakeholder engagement, resource allocation, and project schedules are highlighted. The human element of change, on the other hand, is the focus of change leadership, which entails encouraging, influencing, and motivating people to accept change in order to build commitment and alignment with the organization’s goal.
For instance, when implementing a new electronic health records (EHR) system, change leadership entails addressing staff concerns with empathy and motivating them to understand the advantages of better patient care, while change management may involve developing a thorough rollout plan.
Leadership Methods for Assessing and Maintaining Change
For assessing and maintaining change, leadership philosophies like situational or transformational leadership are essential. In order to sustain new practices over the long term, transformational leaders must inspire teams with a compelling vision that engenders excitement and dedication. Situational leaders successfully handle resistance and guarantee goal alignment by modifying their approach according to the demands of the team.
Leaders in the healthcare industry can assess changes like introducing bedside shift reporting by using performance data, such as staff compliance rates or patient safety indicators. Leaders support momentum and the integration of new practices into the company culture by acknowledging accomplishments and resolving challenges.
Leadership’s Role in Assessing, Upholding, and Sustaining Change
In the never-ending cycle of assessing, upholding, and sustaining change, leadership is essential. Leaders assess change by:
creating quantifiable objectives.
gathering and evaluating data.
requesting opinions from stakeholders and employees.
Leaders must quickly remove obstacles and offer resources, training, and continuous support in order to sustain change. Data on patient outcomes and nurse satisfaction, for instance, could be used by a leader putting a nurse-to-patient ratio policy into effect to assess its effects and modify plans of action if problems occur.
Establishing a culture of accountability and integrating new procedures into routines are necessary for maintaining change. By reiterating rules, acknowledging accomplishments, and promoting flexibility as circumstances change, leaders make sure of this.
Leadership’s Impact on Change Objectives
By fostering a sense of unity, encouraging accountability, and bringing the team into line with the organization’s mission, leadership affects change objectives. In order to increase team engagement and commitment to change, effective leaders provide an example of desired behaviours, communicate openly, and cultivate trust.
For example, by encouraging feedback, displaying participation, and constructively resolving disagreements, a leader who implements interdisciplinary team huddles can have a good impact on the team and ensure the success and longevity of the effort.
Is It Time to Quit Tracking Change?
Change should always be measured. Constant assessment finds areas for improvement and guarantees that the intended results are maintained. Organisations run the danger of falling back on outdated procedures or failing to adjust to new difficulties if they don’t measure continuously.
For instance, personnel may get complacent and hospital-acquired illnesses may rise if a hospital ceases to monitor hand hygiene compliance following an early improvement. Positive results are maintained and any regressions are proactively addressed through routine audits and feedback loops.
Citations
J. P. Kotter (2012). spearheading transformation. Harvard Business Review Press.
Green, M., and Cameron, E. (2020). Understanding Change Management: A Comprehensive Guide to Organisational Change Models, Tools, and Techniques. Publishers: Kogan Page.
M. Hughes (2016). Leading Changes: Why explanations for transformations fall short. 12(4), Leadership, 449–469. The article https://doi.org/10.1177/1742715015571393 does
QUESTION Post a brief comparison between change management and change leadership. Be specific. Explain how leadership approaches may relate to processes for evaluation of and sustainment of change in a healthcare organization or nursing practice. Then, explain the function of leadership in evaluating, maintaining, and sustaining change. What is the influence of leadership on these aims? Be sure to include a brief explanation of whether you should stop measuring change in an organization, and explain why. Be specific and provide examples. include 3 references