Sustaining Change Can Be Difficult As There Are Many Variabl ✓ Solved

Sustaining Change Can Be Difficult As There Are Many Variables That C

Sustaining change can be difficult, as there are many variables that can affect implementation. One critical component of Evidence-Based Practice (EBP) is to ensure that practice change is part of an organization's culture so it will continue to impact outcomes over time. The assignment asks to identify two potential barriers that may prevent your EBP change proposal from continuing to achieve the desired results 6 months to a year from now, along with strategies for overcoming these barriers.

Sample Paper For Above instruction

Introduction

Sustaining change within healthcare practices is a complex process influenced by various organizational, cultural, and individual factors. Recognizing and addressing potential barriers early can enhance the longevity and success of Evidence-Based Practice (EBP) initiatives. This essay discusses two potential barriers to sustaining change and proposes strategies to overcome them, ensuring ongoing positive outcomes.

Barrier 1: Resistance to Change

One significant barrier to sustaining change is resistance from staff members. Healthcare professionals may be hesitant to adopt new practices due to comfort with existing routines, perceived increased workload, or skepticism regarding the efficacy of the new approach (Mannion & Davies, 2018). Resistance can manifest as passive non-compliance or active pushback, ultimately diminishing the adherence to new protocols over time.

To overcome resistance, it is essential to involve staff in the change process from the beginning. Strategies include providing comprehensive education about the benefits of the change and engaging staff in decision-making. Additionally, offering ongoing support and feedback can foster a sense of ownership and commitment to the new practices (Kotter, 2012).

Barrier 2: Lack of Organizational Support

Another obstacle is the absence of sustained organizational support, such as inadequate leadership endorsement, insufficient resources, or inconsistent reinforcement of new practices (Fixsen et al., 2005). Without a supportive environment, staff may revert to previous routines once initial enthusiasm wanes.

To address this barrier, it is vital to secure leadership buy-in and ensure that organizational policies and resources align with the EBP initiative. Establishing accountability measures and integrating new practices into standard protocols can reinforce their importance. Regular monitoring and feedback loops can sustain momentum and demonstrate ongoing commitment (Sharma & Venkatraman, 2018).

Conclusion

Successfully sustaining change requires anticipating potential barriers, such as resistance to change and lack of organizational support. Employing strategies like staff engagement, education, leadership support, and ongoing monitoring can help win over obstacles and maintain long-term improvements in practice. Proactive planning and organizational commitment are essential to embed change into the culture, ensuring continued positive outcomes over time.

References

• Fixsen, D. L., Naoom, S. F., Blase, K. A., Friedman, R. M., & Wallace, F. (2005). Implementation research: A synthesis of the literature. Tampa, FL: University of South Florida.
• Kotter, J. P. (2012). Leading change. Harvard Business Review Press.
• Mannion, R., & Davies, H. (2018). Healthcare performance assessment: challenges for theory and practice. BMJ Quality & Safety, 27(3), 181-185.
• Sharma, S., & Venkatraman, N. (2018). Leveraging organizational culture for sustained change. Journal of Business Strategy, 39(5), 52-58.