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The best change initiative would be to follow the Canada Health Infoway Change Management Framework. This framework identifies six important elements which should characterize any meaningful change initiative (Antwi & Kale, 2014).
Governance and leadership - Leaders are normally in a good position to influence the direction of an organization. If the leaders be effective enough, the priorities and objectives of the organization will be aligned to bring about change.
Stakeholder Engagement - To realize change, it is important that each stakeholder is understood, regarding how committed they are to the cause. This will determine how much each stakeholder is engaged.
Communication - This enables the concerned persons to collect feedback, pass information to stakeholders, cultivate trust and provide progress reports to the group.
Workflow analysis and Integration - This involves a close evaluation of the current way of doing work so as to identify the areas that need improvement and predict how changes in the manner of working will impact the organization.
Education - This involves creating an understanding among the players so that they can buy the change initiative. It should thus begin in the very early stages of the change process so as to positively influence the people towards the change initiative. Training on the other hand is helping...
Unlike education, this is best done just before a person is needed to fulfill a particular task.
Monitoring and Evaluation - This ensures that the performance of a project is assessed against laid down objectives.
It is vital to deal with the change procedures within public health institutions as this is linked to increased performance (Diab, Safan & Bakeer, 2017). The clinicians work together with the patient and his/her family to realize patient-centered care. Therefore, to transform their attitudes and skills for better patient care, health care facilities should embrace the above outlined elements of change initiative. Being that the readiness to change is more or less measurable, this research can be carried out using the PICOT format. The assessment on how ready for change the hospital staff are can be done before and after the training, and the difference subsequently analyzed.
References
Antwi, M., & Kale, M. (2014). Change management in healthcare: Literature review. The Monieson Centre for Business Research in Healthcare. Retrieved from https://smith.queensu.ca/centres/monieson/knowledge_articles/files/Change%20Management%20in%20Healthcare%20-%20Lit%20Review%20-%20AP%20FINAL.pdf
Diab, G. M., Safan, S. M., & Bakeer, H. M. (2017). Organizational change readiness and manager’ behavior in managing change. Journal of Nursing Education and Practice, 8(7), 68-77.
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