Answer

Project Management

Change is an inevitable process that is vital to the progress of every organization. Change can be defined as the process of introducing a new concept or process that is different from a previous or current state (Shirey, 2015). In this case, there are a number of effective change models that leaders can utilize to introduce and employ change in their workplace including the Lewin’s change framework and Nudge theory (Mitchell, 2013). This paper discuses my “go-to” change leadership framework and how I intend to use it to guide and implement organizational change. 

Organizational change can be driven by various factors including rising operational costs, professional obligations, and workforce shortages, just to mention a few. As result, leaders are often recommended to select change models that are efficient and in line with the needs of the organization (Mitchell, 2013). In this regard, my “go-to” change leadership framework would be the Lewin’s change model because it has been proven to be effective in introducing and implementing change, particularly, in the healthcare sector (Shirey, 2015). The change model was developed in the 1960’s and is composed of three phases including the unfreeze, change, and refreeze phases. The unfreeze phase is the first step where the leader prepares the followers/ workforce for the intended change by enlightening them about the current situation, possible effects, and the significance of the change (Mitchell, 2013). The transition process takes place in the second stage (change phase) where the actual change is introduced and implemented. Once the followers/ workforce are conversant with the new change the leader introduces the last stage (refreeze phase) where the change is reinforced for stability purposes. 

Transformational leadership is a useful approach that can be used when introducing change. It is a type of leadership where the leaders works together with their team members to identify and implement the needed change in their organization (Mitchell, 2013).Studies have pointed out that care providers in inpatient units who work with transformational leaders tend to have higher nurse retention, engagement, and team member satisfaction scores (Shirey, 2015). In this case, I intend to utilize the transformational leadership strategy alongside with the Lewin’s change model to implement change in my organization (Mitchell, 2013). In other words, I will work together with my team to identify the required change in my workplace and use the Lewin’s change model to introduce, implement, and reinforce the change efficiently.

In conclusion, change is a vital process that must be introduced and employed appropriately for it to be effective and yield the desired results. The Lewin’s change model is one of the methods that can be used to introduce change within a clinical setting. It is composed of three stages that are useful in promoting positive outcomes including the unfreeze, change, and refreeze phases. These phases are essential in ensuring that the workforce understands the urgency of the intended change, embrace it, and work together to facilitate its success. Leaders are, therefore, recommended to select leadership change frameworks that align with the needs of their organizations and compliment their leadership style.  In this regard, I intend to employ the transformational leadership style to identify the necessary change in my organization and use the Lewin’s change model to introduce, implement, and reinforce it appropriately.