TOPIC: Change Management: A support group for cannabis user in a forensic ward (To stop them using)
A 12000 words dissertation meeting the Learning Outcomes 1-6 below
This written assessment must be word-processed using Microsoft Word and presented in Arial Font size 11pt. Double-line spacing or 1.5 line spacing must be applied throughout the main text of this piece of work, with at least 3.5 cm margin to the left to allow for binding. Pages should be numbered, and each page of the assignment should have your university ID number in the header of each page. Each chapter must start on a new page. The main text of the assignment must be aligned to the left of the page. An accurate and consistent referencing approach must be undertaken in accordance with the guidelines outlined in the current referencing guide (using APA referencing style). The use of direct quotes should be avoided unless considered as being vital and integral to the discussion. Where undertaken, direct quotes must be presented appropriately, and page numbers must be cited with the reference.
NOTE THE ESSAY IS ABOUT CHANGE MANAGEMENT NOT Research Methodology. HOWEVER use the template below.
So why do we need to change?
So what drives change / improvement? for example: national & local policy, resources available, research / evidence, good practice examples, staff and patient, attitudes & experiences, finances, organisation systems, structure etc.
key roles in the process for successful & sustained change:
Sponsor- having the authority to make the change happen, with control over resources; clear vision; identifying goals & outcomes
Implementer – implements the change and usually directly reports to the sponsor / manager, providing feedback on progress; important to listen, enquire & clarify at the start
Change Agent – a facilitator of change, who helps the sponsor & implementer to stay aligned, keeps the sponsor on board, gathers data, educates, advises, coaches etc…
Advocate – has an idea, is able to make the idea appealing, though needs a sponsor to make it happen; highly motivated
consider the impact of change on people; Remember
change has an emotional impact upon people
unresolved emotions if left unaddressed
period of grief towards loss of previous way of working
people may need an outlet to explore their feelings about a proposed change
group supervision may offer a solution during a transitional period
support staff to come to terms with the new way.
Focus on clinical effectiveness & clinical governance
Make use of Planning tools I.e SWOT, Lewin’s Force Field Analysis (A useful appendix, can be used to support the planning stage of any change. Allows practitioners to visualise the barriers and drivers to support change and put strategies in place to support these factors)
Make use of Models to explain your rationale
You need to include
Which model are you using I.e SWOT, Lewin’s 3 Stage Model
Hierarchy of evidence
Aims of findings
Relevance and meaning of the intervention agent
Theory behind the change
Who will act as change agent?
Who are the sponsor?
Who are the stakeholders?
What did Literature say, is it an issue? What causes it
How long the change management will be running for
Visualise how you run the group. e Jan Feb Mon- Fri etc
How do you want to run the group say every 3 months to start a new group?
How do you implement the change?
Who will be involved in delivery the running the group Nurse, Psychologist i.e. the educator
How do you involve the patient?
The outcome you expect from the change moment;
level of control / influence
potential for Improvement
likely benefits from Improvement
likely staff commitment
probability of success
demonstration to wider organisation
Some references to help, please use more references.
Cameron, E., Green, E. (2015) Making sense of change management (4th Edition). London: Kogan Page
Derrick, N. (2015) Staff support during a ward closure. Mental Health Practice 19(4),14-19
Gottwald, M., Lansdown, G.E. (2014) Clinical Governance: improving the quality of healthcare for patients and service-users. Maidenhead: McGraw-Hill Education / Open Univ Press
Hallett, N., Hewison, A. (2012). How to address the physical needs of clients in a mental health setting. Nursing Management 18(10), 30-35
Mind Tools (2017) Change Management. Retrieved from: https://www.mindtools.com/pages/article/newPPM_87.htm
NHS England (2017) NHS Change Model, Retrieved from: https://www.england.nhs.uk/ourwork/qual-clin-lead/sustainableimprovement/change-model/