Organizational change and transformation are unavoidable entities that ensure the continued growth and improvement of the organizational management landscape. Meeting new challenges is ensured by becoming more sophisticated in the best practices for organizational change. However, costs for change can run high and become destructive to an organization. Not only financially but through lost opportunities of high-end employees, confusion, and diminished morale. All these problems result due to an unplanned system of initiating change. Implementing change can be promising and successful, but there is a need to communicate, collaborate, and commit among all members.
Therefore as an administrator for the hospital, I would have handled the committee reconfiguration differently. I would vehemently use the best practices for change to lead a successful integration of case management into the committee. To begin with, it is essential to communicateopenly with all members of the committee. Change is brought upon the members, and therefore they need to understand how it will affect them, the changes that are going to occur, and how they feel about the process. Explaining the purpose of the change and the benefits that are to be created is key. As a leader, one does not want to impose change, but for the people to embrace it. It is also essential as a leader to remember that there are always people who view change as a threat to their job, their role, or their responsibility and might not take it very well without proper communication(“How to be a successful”). Some critics deter any and all change, therefore, getting such people to understand the essence of change is critical.
Engaging employees and encouraging their participation is another big step. Change is all about collaboration to avoid leaving loopholes, where some employees do not know where they belong. Engaging employees gives one a chance to have everyone on board in the process, which avoids such issues as the separation of power. Having employees onboard also gives them a chance to fill in the positions that they feel they can adjust to(Myatt, 2012). In this case, instead of having the three social workers committee members fired, readjusting them to case management, training them on case management, and having them fill in the new position of a case manager would be a smart move. Rather than having a new case manager who does not understand the history of ethics committee activities at our hospital, it would be cost-effective to utilize the ones that have been in existence already.
Some leadership behaviors could make change fail. But a great leader will understand that change focuses on the people and the process of change. Too many people feel pressured to make too many transitions at once(Aguirre and Alpern, 2014). Therefore the process of change should be well thought through, given proper planning and preparation before implementing it on the people. Dumping decisions on the people will create resistance from them, and many will revolt against the leaders’ decisions. Overly commitment from all members, both leaders and employees, will ensure that change can be sustained over time.
REFERENCE
How to be a successful change leader. Center for creative leadership. Retrieved from https://www.ccl.org/articles/leading-effectively-articles/successful-change-leader/
Myatt Mike. 2012. How to lead change: 3 simple steps. Forbes. Retrieved from https://www.forbes.com/sites/mikemyatt/2012/02/07/how-to-lead-change-3-simple-steps/#5f6ab936400b
Aguirre DeAnne and Alpern Micah. 2014. 10 principles of leading change management. Strategy+business. Retrieved from https://www.strategy-business.com/article/00255?gko=6c601