Change Initiative Proposal: Cross-Training Employees in a Healthcare Hospital Organization
Change Type: Adapting
Change Initiative Description:
The change initiative is to fix staff shortages, help in medical training, and enhance knowledge in Healthcare Hospital Organizations by involving employees in cross-training across different medical departments. The organization currently needs more resources, constraints, and problems due to a lack of a unique sphere of knowledge, resulting in low productivity and gaps in care. The organization can enhance its ability to respond promptly to spontaneous shortages through a cross-training practice that ensures that employees can cover for shortages. At the same time, cross-training increases an organization’s staff knowledge, allowing them to utilize all
of their skills (Bennewitzes et al., 2020)
Proposed Action Plan (based on Kotter’s 8-step process):
Create a Sense of Urgency; Explain to the stakeholders that the imbalance in staffing and inadequacy of medical training should be provided. Focus on highlighting the potential risks and benefits of your change initiative here.
Form a Cross-Functional Team: Form an opposite integrated team with employees from HR, training, and other departments. That team formulated the methods of cross-training and the implementation of the program.
Develop a Vision and Strategy: Sum up the future program’s plan and stress that it will lead to a higher level of patient care and better organizational performance. Devise an integrated plan for implementing this strategy that establishes the aim, deadline, and needed resources.
Communicate the Vision: Properly convey the vision and strategies to all workers, make them thoroughly yours and gain their support. Try out various communication media, such as town hall meetings, email, and intranet platforms, to involve employees and deal with problems.
Empower Employees: Furnish the employees with training materials, opportunities to learn new skills, and resources for cross-training programs. Nurture a culture that employers fashion after their life-long learning and professional development.
Generate Short-Term Wins: Point out the first successes and milestones towards the target achievement and utilize them to demonstrate the effectiveness of the cross-training program and create momentum. Take any exemplary job to motivate employees and encourage them to continue even to put their hands on deck.
Consolidate Gains and Produce More Change: While implementing assessment is an integral part of the cross-training program, its outcome should be evaluated frequently, and adjustments should be made to accommodate its effectiveness. To broaden and refine the program, communication with beneficiaries would be the most effective way to discuss their feedback and the lessons we have learned.
Anchor the Changes in the Culture: Incorporate the cross-training program into the organization’s culture by anchoring it into performance evaluations, competency frameworks, and career development. Please plan to continue supporting and supplying resources to guide the program and its enhancement.
Reference
Bonawitz, K., Wetmore, M., Heisler, M., Dalton, V. K., Damschroder, L. J., Forman, J., … & Moniz, M. H. (2020). Champions in context: which attributes matter for change efforts in healthcare? Implementation Science, 15, 1-10.
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