DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

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Topic 5 DQ 1

Reflect on the “IHI Module QI 201: Planning for Spread: From Local Improvements to System-Wide Change.” Describe how change spreads according to Kurt Lewin and Everett Rogers. Using the IHI Framework for Spread, assess the current culture of your organization or practice site and explain how likely a new idea will spread. Provided rationale and support for your explanation.

A Sample Answer For the Assignment: DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

Title: DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

As we learned in the module, change management theories can help support healthcare organizations through transitions. During these transitions change theories are used as a guide to help organizations achieve change while overcoming any barriers. One change theory shown to be effective is Kurt Lewin’s Change Theory. This theory involves three phases: unfreezing, change, and refreezing.

In the first phase of unfreezing people work towards letting go of what they are used to, and it is this phase that creates problem awareness (Pepitrin, 2023). The second phase is where change happens, and the last phase is where change is established as a new habit (Pepitrin, 2023). Sustainment in the refreezing phase can involve monitoring outcomes or re-education to ensure change continues to be successful.

Everett Rogers framework examines how clinical behaviors are adopted and the focus is directed towards innovation attributes. This framework states that relative advantage, compatibility, complexity, trialability, and observability are the main factors that influence adoption of innovation (Mohammadi et al., 2017). This change theory helps healthcare organizations assess the likeliness of success or failure of implementing a new change.

It is important for organizations to be able to rapidly implement new ideas and spread best practices to produce better patient outcomes. Using the IHI Framework for Spread can help organizations support successful change. In thinking about the organization which I currently work, we have robust processes and strong systems in place that support change and the spread of ideas. We have a Systems Redesign department that uses strategic methods in implementing change.

From involving key stakeholders to identifying and removing barriers the department helps guide change. Furthermore, the department encourages to identification of value-added mechanisms for change and eliminates things that does not add value. Using a lean process such as this allows for easier change implementation. Additionally, from a nursing practice perspective we have a strong shared governance process.

This process allows for voices to be heard from all nursing levels and decisions to change practice are not made without going thru the shared governance process.  In other words, shared governance allows for a participatory decision making supported by a strong decision-making process to develop solutions to patient care problems.

References

Mohammadi, M. M., Poursaberi, R., & Salahshoor, M. R. (2017). Evaluating the adoption of evidence-based practice using Rogers’s diffusion of innovation theory: A model testing study. Health Promotion Perspectives, 8(1), 25-32. https://doi.org/10.15171/hpp.2018.03

Pepitrin, A. (2023). Lewin’s Change Theory. Nursing Theory. https://nursing-theory.org/theories-and-models/lewin-change-theory.php#:~:text=The%20Change%20Theory%20of%20Nursing,to%20be%20rejected%20and%20replaced

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A Sample Answer 2 For the Assignment: DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

Title: DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

Change is inevitable; hence organizations should always prepare for change. The fact that change is common has led to the development of various theories which explore change and how change spreads (Udod, S., & Wagner, 2018). Some of the theories are Kurt Lewin’s and Everett Roger’s theories. Kurt Lewin’s change model considers change to take place through three stages, unfreezing, change, and refreezing.

Unfreezing, which is the first phase, entails creating awareness and urgency for change. The second stage involves implementing the change, where solutions are identified and implemented. The last phase, which is refreezing, involves sustaining the change and making it permanent (Hussain et al., 2018).

Everett Rogers’ theory shows that change spreads as individuals adopt new ideas, services, or products. The change has a high chance of spreading if it is communicated through trusted sources, when it appeals to the people’s needs, and when it offers tangible benefits. The theory further states that change is more likely to spread if individuals perceive it as valuable, novel, and useful.

The IHI framework for spread offers a valuable tool that can be used to assess the current culture of the organization and explore how the new idea can spread. Through the framework, the current culture can be explored, and factors that can contribute to the successful change, such as communication and trust considered (Johnson, 2019). Trust in an organization creates a favorable environment that can support change.

Such a level of trust ensures that new ideas can be discussed among the staff freely and openly without fear. In addition, using effective communication ensures that the new ideas are well understood and accepted among the staff. Therefore, regarding the organization, it will be key to create a conducive environment where ideas can easily spread. Such a feat is achievable by building trust and enhancing communication to improve understanding.

References

Hussain, S. T., Lei, S., Akram, T., Haider, M. J., Hussain, S. H., & Ali, M. (2018). Kurt Lewin’s change model: A critical review of the role of leadership and employee involvement in organizational change. Journal of Innovation & Knowledge, 3(3), 123-127. https://doi.org/10.1016/j.jik.2016.07.002

Johnson, P. B. (2019). Caring for the caregiver: Achieving the quadruple aim through a peer support program. Nurse Leader, 17(3), 189–192. https://doi.org/10.1016/j.mnl.2019.03.009

Udod, S., & Wagner, J. (2018). Common change theories and application to different nursing situations. Leadership and influencing change in nursing.

A Sample Answer 3 For the Assignment: DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

Title: DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

Thank you for your post. Now that we have studied Lewin and Rogers’s change theories along with the IHI Module outlining the spread, we know that Lewin’s theory depends on the presence of driving and resistant forces. The driving forces are the change agents who push employees toward change, and the resistant forces are employees or nurses who do not want the proposed change.

For this theory to be successful, the driving force must dominate the resistant force. Everette Rogers modified Lewin’s change theory and created a five-stage theory of his own. The theoretical framework of the two models is similar, and their approach to effective change planning is comparable.

The recognition of a problem represents the first step in both theories, and their central core aims at taking adequate actions to solve the issue; At the same time, Lewin included the possible procedures within the moving step, and Rogers provided a more detailed structure. The final phase of both theories relates to adopting change as part of the ordinary routine.

A change management plan is needed to implement and manage the change successfully.  A change management plan is a business’s process to implement organizational changes (Borrow J. M. et al. 2022). To put it another way, a change management plan is an outline that serves as the roadmap defining concrete steps a company will take to implement and execute the change management process.

Research shows that organizations adopt change management plans to embrace and encounter changes within their workflow. It tells us the tools and processes required for managing people towards changing the environment. We all react differently to change. Some of us are eager to engage with the new processes, while others will be reluctant. Some teammates may love the changes, but others may not be so excited.

One group will take to the changes immediately, but others may want to stay the same.  According to Borrow J. M. et al. (2022), no matter their mindset, a change management plan should provide the complete roadmap and tools to successfully support your employees as they transition to the new way of doing things.

Barrow JM, Annamaraju P, Toney-Butler TJ. Change Management. [Updated 2022 Sep 18]. In: StatPearls [Internet]. Treasure Island (FL): StatPearls Publishing; 2022 Jan-. Available from: https://www.ncbi.nlm.nih.gov/books/NBK459380/

A Sample Answer 4 For the Assignment: DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

Title: DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

Kurt Lewin was a psychologist who worked in a range of collaborations (Endrejat & Burnes, 2022). His prospective included disapproval on the idea that psychology had to have an emphasis on a person and or object. In one of his arguments, he mentioned that a behavior is a function of an individual and its environment. This concept pertains to the cause of effect relationships.

This prospective lead to a focus on group relationships versus individuals. His work was based on the holistic approach of these teams. In his work he included decisions process, leadership training, intergroup conflict, or co- operating factors. This led to the theory of change which includes the “unfreeze- move- freezing” was one of his most well-known models currently used for organizational behavior.

According to this process those involved are influenced thus identification of those factors or obstacles are important to be able push the direction change to occur. In simpler terms the unfreezing is the preparation for the change, the move is the implementation, and the freezing is the solidification of the outcome to be sustainable in an organization.

Everett Rogers theoretical framework provides comprehension of items that influence implementation. The process of change is known as the diffusion of innovation theory (Çakıroğlu et al., 2022). The diffusion is identified as the process in which innovation occurs. Communication is made possible by channels by members of a desired social system over a specific time frame. The four associated elements of diffusion are innovation, channels of communication, time, and social system.

Those who are innovators are categorized as early adopters, early minority, late majority, and laggards. This is determined by the acceptance the five stages of the innovation- decision process which include: knowledge, persuasion, decision, implementation, and confirmation. The main factors that characterize innovation are advantage, compatibility, complexity, trialability, and observability either accepting or refusing the innovation or in simpler works the spread of change

When using IHI framework of spread there are seven factors that are considered: leadership, setup, better ideas, social systems, communication, knowledge management, and measurement and feedback (Institute for Health Improvement, 2016). When using these topics to assess the current culture of the organization of practice it demonstrates how difficult it can be to spread new ideas.

Leadership does not have experience with implementation done for direct employees, change often only occurs directly form management team on topics approved by the quality team. Thus, providing support can be uncomfortable due to the nature of inexperience on not just how to provide support but the subject in which he or she decides to focus on.

This can cause a tricking effect regarding setup, communication, social systems, and measurement of feedback. The organization has high turnover rates makes it difficult to identify attract adopters. In this specific clinical scenario persistence would be key due to the tedious steps from a management perspective.

References:

Çakıroğlu, Ü., Saylan, E., Çevik, İ., Mollamehmetoğlu, M. Z., & Timuçin, E. (2022). Faculty adoption of online teaching during the Covid-19 pandemic: A lens of diffusion of innovation theory. Australasian Journal of Educational Technology, 38(3), 87–103. https://doi.org/10.14742/ajet.7307

Endrejat, P. C., & Burnes, B. (2022). Kurt Lewin’s ideas are alive! But why doesn’t anybody recognize them? Theory & Psychology, 32(6), 931–952. https://doi.org/10.1177/09593543221118652

Institute for Health Improvement. (2016). Components of IHI’s framework for spread. Open School_Facilitator Template_Putting Patients at the Center of Care (ihi.org)

A Sample Answer 5 For the Assignment: DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

Title: DNP 835 Topic 5 DQ 1 Describe how change spreads according to Kurt Lewin and Everett Rogers

Organizations do not change due to failed systems or processes. They fail because of inadequate change agents in response to issues. The Institute for Healthcare improvement acknowledges that we must set up to spread change. This set up must begin with adequate leadership and take the population into consideration.  Lewin recognized that without a theory of group dynamics, it would be difficult to understand the effects of changing forces on the behavior of groups and their members.

Lewin was the first psychologist to study group dynamics and the importance of the group in shaping the behavior of its members. Lewin’s three stage theory of change is commonly referred to as Unfreeze, Change, Freeze (or Refreeze). The world has changed since the theory was originally presented in 1947, but the Kurt Lewin model is still extremely relevant. Many other modern change models are based on the 3-stage Lewin model (Burns, 2020).

According to the Rogers’s diffusion of innovation model, Knowledge is produced when an individual is exposed to an existing innovation and acquires some understanding about its mechanisms and functions. To reach the Persuasion stage, the individual must form a view toward the innovation based on its perceived attributes.

For Decision to occur, the individual must be involved in an activity that would ultimately require him or her to make a choice between using or dismissing the innovation. For Adoption to occur, the individual must arrive at the decision that the innovation is the best available option for moving forward. Rogers knew that key people had to be involved for change to be effective. Once you have the right stakeholders in place worldwide change will occur.

The current culture in my organization supports the IHI suggestion to set up for the spread. We put the right leaders in place, which would be like how Rogers explains that we have to have the right stakeholders in place. We look at the intended audience and engage our internal and external partners.

Perlo et al (2017), explains that with increasing demands on time, resources, and energy, in addition to poorly designed systems of daily work, it’s not surprising health care professionals are experiencing burnout at increasingly higher rates, with staff turnover rates also on the rise. To enforce widespread change you have to be strategic and have a good implementation process.

Burnes, B. (2020). The Origins of Lewin’s Three-Step Model of Change. The Journal of Applied Behavioral Science, 56(1), 32–59. https://doi.org/10.1177/0021886319892685

Mohammadi MM, Poursaberi R, Salahshoor MR. Evaluating the adoption of evidence-based practice using Rogers’s diffusion of innovation theory: a model testing study. Health Promot Perspect. 2018 Jan 7;8(1):25-32. doi: 10.15171/hpp.2018.03. PMID: 29423359; PMCID: PMC5797305.

Perlo J, Balik B, Swensen S, Kabcenell A, Landsman J, Feeley D. (2017).  IHI Framework for Improving Joy in Work. IHI White Paper. Cambridge, Massachusetts: Institute for Healthcare Improvement.