The first step according to Lewin’s analysis is the unfreezing phase. This phase would include the identification of the Change emphasis. Bowers (2011) states that it will also involve open discussions to identify the restraining and driving forces present in the hospital against proposed changes. In this case, the facility should aim at implementing an adequate communication system that can support followership and empowerment. This system concentrates on healthy interpersonal and interdisciplinary relationships. The key component of this strategy would include an emphasis on communication among primary stakeholders including nurses, the administration, and managers. Bowers also notes that open and honest communication helps in the creation of a sense of trust and security among all relevant stakeholders. The inclusion of such strategies in the plan promotes the much-needed empowerment to overcome resistance to change (Bowers, 2011).
The second stage of Lewin’s model is the movement phase. Based on Bowers (2011), this stage involves the process of actual change that encompasses planning and implementation. Now, implementing positive communication systems across the hospital will require adequate and sustained effort from all staff members. The function of this stage is to use I.T to promote communication in various departments for unlimited access to clinical information. However, there is the need for and effective and inclusive rollout because a plan of such magnitude affects all relevant stakeholders in a different capacity. Thus, it would be close to perfect to consider timeliness, organizational cultural, equipment reliability, and leadership as key indicators of empowerment and followership.
The last stage is the refreezing phase. According to Bowers (2011), this stage involves a period of stability and evaluation of the adapted changes. However, the support for and among physicians through I.T should continue until the hospital administration deems the change complete and sustainable. Upon operational completion, the process that follows would include a summary and assessment of challenges encountered and successes realized for future reference (Bowers, 2011).
Reference
Bowers, B. (2011, August 14). Managing change by empowering staff. Retrieved from Nursing Times Web site : http://www.nursingtimes.net/roles/nurse-managers/managing-change-by-empowering-staff/5033731.fullarticle
