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In modern times, the role of MSN in ensuring the safety of public health is significant. MSN are the leaders, and they should be able to inspire their team and lead it to success (Nelson-Brantley & Ford, 2017). The scenario of the case is that nurses who do not have much work experience cannot communicate competently with patients due to a lack of interpersonal communication skills. In addition, some of the nurses provide outstanding care to certain patients, ignoring other patients completely or partially. Together, both problems carry a risk to safety for population health. In this case, the task of MSN is to explain to nurses how crucial interpersonal communication and fair, equal treatment of all patients are. MSN should cultivate in their nurses an understanding of how great the risk to the safety of patient’s health is.
Cotter’s change model will be applied step by step in the recommended change initiative. The first stage is to create urgency; that is, MSN needs to explain to nurses the potential threat of mistakes they make when working with patients (Kotter & Cohen, 2002). The second step is to assign them a more experienced nurse with whom they will work in a team and from whom they will be able to learn how to work correctly. The next step is to clearly explain the primary purpose of the work of the nursing staff, which is to provide high-quality patient care. The fourth stage is to report on the current changes. The fifth step is to monitor the nurses’ actions and reward them if successful. The sixth step is to create a set of short-term goals that nurses must fulfill to achieve the primary goal. The seventh stage is the continuous improvement of the acquired skills. The final step is to consolidate nurses’ success in work.
The coaching strategy is one of the most compatible with Kotter’s Change Model. Many nurses need a strong mentor who can explain in detail and competently what changes to make to work, how to succeed, and how to improve their professional skills. If MSN can present to its nurses in an accessible way what is being done wrong and how to correct their mistakes, then together, they will be able to achieve the main goal, which is to ensure the safety of population health.
References
Kotter, J. P., & Cohen, D. S. (2002). The heart of change: Real-life stories of how people change their organizations. Harvard Business Review Press.
Nelson-Brantley, H. V., & Ford, D. J. (2017). Leading change: A concept analysis. Journal of Advanced Nursing, 73(4), 834-846. Web.
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