Evaluation
After initiating the implementation of the template, an evaluation process must follow. The implementation of a SBAR formatted; standardized template would most likely decrease the amount of time it takes to deliver patient handovers, while improving the quality of handovers delivered. Additionally, the template would assist nurses in highlighting pertinent information within their patient handovers, leading to the comprehensive handovers. Furthermore, the initiation of the standardized template will facilitate improvements in communication and teamwork among nurses, while providing a framework for the sharing of pertinent information. According to Wilson (2007), standardized templates for patient handovers not only serve as a facilitator …show more content…
Lewin’s change model involves the three steps- unfreezing, moving, and refreezing to support change (Yoder- Wise, 2011). The local hospital currently utilizes a functional structure of leadership; therefore, the first step to initiate change must be gaining support and permission to implement a change from upper management. After support and consent has been obtained, the first step in Lewin’s change model, unfreezing may be initiated.
Unfreezing. The first step in Lewin’s model of change, unfreezing, takes place when members of an organization begin to note the need for change and begin to prepare for change (Yoder- Wise, 2011). Within the local hospital, continual complaints of non-comprehensive and inadequate end-of-shift reports stands out as a chief concern. With the concern of inadequate handovers, the concern of poor communication among nurses in the medical-surgical department and a lack of teamwork also are noted. A voiced concern among nurses about the amount of errors rooted in poor communication within the facility also sparks interest into a change to improve communication processes. Therefore, the facility recognizes a need for change and willingness to attempt to improve the patient handover process. Additionally, a large number of new graduate nurses and new hires have occurred …show more content…
The final stage of Lewin’s model of change, refreezing, focuses on maintaining the implemented change over a long period of time (Yoder- Wise, 2011). Lewin suggests that reinforcement of the new change along with rewarding positive behavior and providing positive feedback on the change may assist with the maintenance of the intervention (Yoder- Wise, 2011). A series of surveys about the change will be provided to nurses throughout the process of implementing the standardized template for end-of-shift handovers. Additionally, a suggestion box will remain present within the break room of each floor to allow for feedback from staff on the project. As the project progresses and data continues to be collected throughout the implementation of the employment of the SBAR formatted, standardized template, the progress of the project will be displayed within the break rooms. This will include the displaying of data on time reduction, error reduction, and noted nurse satisfaction. Furthermore, postings about the continued changes to the new process along with when the process will become more stable will be noted along with the data displays. Yoder- Wise (2011) noted that nurse managers must provide feedback to staff about new processes and the evidence of success with those projects. Management’s rewarding compliance, success, and continued participation in the quality improvement project stands as another aspect of maintaining change in the refreezing stage of Lewin’s
After initiating the implementation of the template, an evaluation process must follow. The implementation of a SBAR formatted; standardized template would most likely decrease the amount of time it takes to deliver patient handovers, while improving the quality of handovers delivered. Additionally, the template would assist nurses in highlighting pertinent information within their patient handovers, leading to the comprehensive handovers. Furthermore, the initiation of the standardized template will facilitate improvements in communication and teamwork among nurses, while providing a framework for the sharing of pertinent information. According to Wilson (2007), standardized templates for patient handovers not only serve as a facilitator …show more content…
Lewin’s change model involves the three steps- unfreezing, moving, and refreezing to support change (Yoder- Wise, 2011). The local hospital currently utilizes a functional structure of leadership; therefore, the first step to initiate change must be gaining support and permission to implement a change from upper management. After support and consent has been obtained, the first step in Lewin’s change model, unfreezing may be initiated.
Unfreezing. The first step in Lewin’s model of change, unfreezing, takes place when members of an organization begin to note the need for change and begin to prepare for change (Yoder- Wise, 2011). Within the local hospital, continual complaints of non-comprehensive and inadequate end-of-shift reports stands out as a chief concern. With the concern of inadequate handovers, the concern of poor communication among nurses in the medical-surgical department and a lack of teamwork also are noted. A voiced concern among nurses about the amount of errors rooted in poor communication within the facility also sparks interest into a change to improve communication processes. Therefore, the facility recognizes a need for change and willingness to attempt to improve the patient handover process. Additionally, a large number of new graduate nurses and new hires have occurred …show more content…
The final stage of Lewin’s model of change, refreezing, focuses on maintaining the implemented change over a long period of time (Yoder- Wise, 2011). Lewin suggests that reinforcement of the new change along with rewarding positive behavior and providing positive feedback on the change may assist with the maintenance of the intervention (Yoder- Wise, 2011). A series of surveys about the change will be provided to nurses throughout the process of implementing the standardized template for end-of-shift handovers. Additionally, a suggestion box will remain present within the break room of each floor to allow for feedback from staff on the project. As the project progresses and data continues to be collected throughout the implementation of the employment of the SBAR formatted, standardized template, the progress of the project will be displayed within the break rooms. This will include the displaying of data on time reduction, error reduction, and noted nurse satisfaction. Furthermore, postings about the continued changes to the new process along with when the process will become more stable will be noted along with the data displays. Yoder- Wise (2011) noted that nurse managers must provide feedback to staff about new processes and the evidence of success with those projects. Management’s rewarding compliance, success, and continued participation in the quality improvement project stands as another aspect of maintaining change in the refreezing stage of Lewin’s