Evidence-Based Practice Proposal: Model for Change
Change implementation can be a complicated process as individuals prefer to continue doing things the same way; thus, they have a natural tendency to resist any change efforts. Therefore, there is a need to use effective strategies which can help in the change implementation and in sustaining the implemented change. A framework or model for change helps guide such processes by providing steps or stages through which the change can be implemented. It is important to choose the most befitting model as there are many change frameworks or models which exist today (Harrison et al., 2021). As such, the purpose of this assignment is to discuss a change model or framework that will be used to guide the implementation process of the EBP project. In addition, this write-up will explore how the stages of the model will guide the project implementation.
The Selected Model
The chosen model which will be used to guide the implementation of this project is Kurt Lewin’s change mode. This model is based on the proposition that a typical change takes place in three stages. Apart from the three phases, there are also forces involved, the restraining and the driving forces (Muldoon et al., 2020). As such, a change process can only be complete when the driving forces overcome the restraining forces since the restraining forces work against the change while driving forces are for the change and, therefore, drive the change forward.
The Stages in the Change Model
As earlier highlighted, Lewin’s change model has three main phases or stages of change. The stages include unfreezing, change, and refreezing. The first phase or stage is the unfreezing stage which involves the creation of an urgent need for change. The change leaders use available statistics to convince the targeted individuals that there is an urgent need for change, hence preparing them appropriately for the coming change. The change leaders have to use proven strategies, such as effective communication, to enhance this stage (El-Sayed, 2023). The second stage is the change stage, where the change leaders implement the proposed changes, and its viability is evaluated. The final stage or phase, according to this model, is the refreezing stage. At this stage, the change implementers use various strategies to support the people to accept the change and ensure the change becomes part of them. It is also during the stage when the implemented change is made to be part of the organization’s culture and new strategies of operation.
How Each Stage of the Model Will be Applied in the Proposed Implementation
The three phases or stages of change offered in this model provide a framework for implementing the project. The project deals with the implementation of health education to increase the willingness to take the covid-19 vaccine. Therefore, in the first stage, which is unfreezing, individuals at the organization and patients who visit will be informed of the need to increase Covid-19 vaccine uptake. This will be achieved by referring to the existing statistics. The second phase will involve educating the nurses on the health education content to teach the population to help increase the willingness to take vaccines. The final phase will entail that the culture of willingness to take vaccines is retained among people through a continuous process of health education and health promotion.
Conclusion
The implementation phase or process of an evidence-based practice project is one of the most important phases, hence should be supported through the use of various means, such as a valid and appropriate model for change. Therefore, Lewin’s model for change has been chosen to guide the implementation process. The three stages of the model will provide a framework upon which the implementation process can be accomplished.
References
El-Sayed, N. M. (2023). Managing change in inpatient units using Lewin’s theory. Damanhour Scientific Nursing Journal, 1(1), 1-24. https://dx.doi.org/10.21608/dsnj.2023.299981
Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021). Where do models for change management, improvement, and implementation meet? A systematic review of the applications of change management models in healthcare. Journal of Healthcare Leadership, 85-108. Doi: 10.2147/JHL.S289176
Muldoon, J. (2020). Kurt Lewin: Organizational Change. The Palgrave Handbook of Management History, 615–632.
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