Experience teaches us that the only constant is change. As the seasons change, so do roles and responsibilities for administrators, faculty, and students. New nursing students expect change as they commit to returning or continuing school. However, continuing nursing students or recent graduates may have already settled into the role of student and may be nervous or hesitant to embrace change, especially as it relates to their nursing program and place of employment. Change can be scary, and navigating students through change is certainly an experience that administrators and faculty must manage every semester.
Today’s nursing programs must be nimble, and program leaders must recognize the need for change and be ready to create new visions and implement them on an institutional level. Many factors such as the rebounding economy and demands on our educational and health care systems mean that nursing schools must be more willing than ever to explore new teaching methods, program management initiatives, and hiring demands in order to make programs more efficient at producing qualified, employable nurses. With this in mind, let’s reference the best-selling book, Who Moved My Cheese, as a reminder of how change can be a positive thing.
Change Happens
Whether it’s changing roles or picking up new responsibilities, nursing school staff has learned to be flexible when asked to do so. These new tasks may feel like either opportunities or challenges, but they are accepted by the staff member in order to be a team player or as an opportunity for career advancement. Unfortunately, the person’s flexibility does not alleviate the potential stress and uncertainty that comes with additional duties. Similarly, nursing students may be resistant to change as instructors move from one subject to the next, and when their books and resources are changed from one semester to the next. As the school constantly looks to improve the nursing program it is critical that each person in the system—whether staff member or student—understands that change will happen.
Anticipate Change
Since we know that change will happen, it is helpful to anticipate where and when change is likely. It is the duty of the program administrators, faculty, and persons having their finger on the pulse of the program to keep open lines of communication between one another and the student population. Often, prior to change, the “writing is on the wall” and rumors persist; unhealthy speculation can exist unless an official announcement is made.
If a particular resource or system is not providing the desired result, minor to significant changes to the process usually follow, but addressing the “purple elephant in the room” prior to changing can often alleviate anxiety and lessen the fear of the unknown.
Monitor Change
The only way to know whether change is imminent is to monitor each resource and system. It is crucial to know all areas of strength and weakness. As an administrator or faculty member, it is easy to think that only you know when a system is not working optimally, but students and constituents oftentimes know as well. With this in mind, a certain and appropriate amount of candor can go a long way when change is on the horizon. Whenever possible, positioning the change in a positive light can be helpful to all members of the organization. Positioning should answer the questions of when, why and ultimately, how this change will affect groups in the organization.
Adapt To Change Quickly
Consider change a band-aid, and just rip it off! The uncertainty of change can feel overwhelming, and a wide range of emotions may be experienced in conjunction with significant and meaningful change. Nursing programs can experience this ten-fold. While they are new and experienced professionals in a leading industry, nursing program faculty, administrators, and students are still individuals who have often chosen this field because of their caring, heart-felt and engaging natures. The very thing nurses are loved for is the very thing that may make them more resistant to change. Once the change has happened, everyone must move quickly to accept and implement the change in order to reap the benefits that motivated the change in the first place. Embrace the opportunity that comes with change as there are always positives and learning experiences in everything.
Change
Once the change is acknowledged and accepted, the organization, as well as its leadership, must actually change! It may seem obvious but this step is often missed. Fully embracing change often means fresh steps, new processes and altered results. Nursing administrations may consider incentivizing leaders to elicit buy-in, but if that option is not possible, leader can get the buy-in by explaining the value, motivation and reasons for change. The pace, course, and methods are all variables that can affect the adoption and implementation of change. Whether the change is incremental, radical, or continuous, leadership style plays an important role in enacting change. Leaders who have an emphasis on transformation and/or continuous development can help each person understand both the big picture as well as individual details. Because of this, it is often the organization’s leaders who set the stage for true transformation, and each individual by understanding his or her role can and, ultimately, will make the change.
Enjoy Change!
Once you’ve changed, you finally get to enjoy the fruits of the labor! Although initially uncomfortable, changes often yield better long-term results and performance quality, which is something you’ll want to keep in mind as you progress through the cycle of change, especially whenever the challenges of managing conflicts that arise. Quantitative and qualitative measurements will be key indicators to administrators whether or not the change is successful, so everyone should be prepared to offer “pre” and “post” change insights from an individual, group, and organizational perspective. Not every modification will be a boon, but proper monitoring and evaluation will reveal the results.
Be Ready To Change Quickly and Enjoy It Again
So now that the change has been implemented, monitored and evaluated what happens next? You should be prepared for the next change! Avoid the temptation of complacency, and continue to be open to the idea of change. Engage in the process of evaluation, consideration, and execution of change wherever possible. This is of particular importance for nursing faculty and administrators—anticipate change by creating a departmental or school-wide structure that encourages open dialogue along with a culture that embraces change in a positive and advancing direction.
References:
Johnson, S. (2002). Who moved my cheese? An amazing way to deal with change in your work and in your life. New York: Putnam.
