A Plan for Communicating the Change You Propose

A Plan for Communicating the Change You Propose

The plan for communicating the change I have proposed includes making the members concerned about the change aware of the changes needed and their benefits to the hospital. It is also essential to select credible leaders who will help deliver the message. Make communication face to face since it can easily be aided by the use of facial expression and body language. Additionally, the department addressing the issue should reinforce creating a feedback loop.The risk mitigation plans that I would recommend include controlling and reducing the probability of unwanted risks, such as increasing a high cost during the implementation of the suggested changes. Additionally, acceptance gives a finite chance to modify what does not work effectively.​

The healthcare organization’s workplace environment assessment revealed a score of 60 out of 100 for workplace civility, indicating that the workplace is scarcely healthy. Issues including incivility, poor communication, and a lack of effective conflict resolution skills have been identified as areas requiring improvement. The COVID-19 pandemic caused a shift in administrative priorities, resulting in increased difficulties in sustaining a healthful work environment. Incivility has been observed, particularly with external vendors such as security officers. Employee recommendation scores that are consistently poor and the lack of regular assessments of company culture point to the importance of making adjustments. The proposed change entails the implementation of a comprehensive program emphasizing collaborative leadership and cognitive rehearsal to improve communication, conflict resolution, and collaboration among healthcare professionals and foster a more respectful and supportive work environment.

The proposed change involves implementing a comprehensive program centered on collaborative leadership and cognitive rehearsal to resolve workplace civility issues and improve organizational health in the healthcare setting. The program seeks to improve all healthcare professionals’ communication, collaboration, and conflict-resolution skills. Through interactive seminars, role-playing exercises, and simulations, employees will be prepared to address incivility in the workplace with respect and accountability. The proposed change aims to improve employee well-being, enhance team performance, and decrease turnover rates by fostering a culture of respect and support. The program’s emphasis on collaborative leadership will motivate participants to help bring about organizational change, and the cognitive rehearsal exercises will provide healthcare professionals with the self-assurance and coping mechanisms they need to deal with challenging patient interactions. The ultimate goal of this change is to foster a more positive and harmonious workplace for the sake of both staff and patients.

Using collaborative leadership and cognitive rehearsal (CR) to address workplace civility will have a transformative effect on the organization by addressing key areas of concern.

First, it will enhance employee well-being by fostering a respectful and supportive work environment, thereby reducing tension and increasing job satisfaction. This positive environment will result in increased employee productivity and morale (Ramli, 2019). Secondly, the change will enhance team performance through the adoption of collaborative leadership practices, fostering effective communication and teamwork among healthcare professionals. This increased synergy will result in enhanced patient care coordination and outcomes.

Lastly, the proposed change will contribute to a reduction in attrition rates by directly addressing workplace incivility and fostering a culture that prioritizes employee welfare. The organization’s ability to maintain a stable and experienced staff is directly tied to its ability to provide excellent care to patients, thus keeping good employees is a top priority (Turner, 2019).