Over the last several years, a number of different leadership issues have arisen in the health care environment to include: a lack of coordination and improving the atmosphere of the facility. This is problematic, because it can contribute to a host of challenges that could affect the quality of care and productivity. As a result, some kind of change process needs to be introduced, to prevent a facility from falling into this kind of inefficiency (which has been known to embrace the most successful organizations). To achieve this objective means examining Beaudan’s concepts of change fatigue. This will be accomplished by looking at: possible signs of exhaustion, critical questions to be asked at the mid — course phase and how the process can be improved. Together, these different elements will provide the greatest insights as to how long-term changes can be implemented inside a health care facility. (“Kent Bottles,” 2010)
Using Beaudan’s work, were any signs of exchange fatigue noted? If so, which ones?
Yes. This is because many health care workers will often face a number of stressful situations during the course of their careers. Some of the most notable include: a disconnection with patients and exhaustion from a lack of sleep. A disconnection with patients, is when the doctor or nurse will not try to show any kind of emotional connection to the individual they are treating. This is because they have had negative emotional experiences, with similar patients in the past. To protect themselves against this kind of disappointment in the future, they will often disconnect their emotions from the person. While, exhaustion from a lack of sleep can affect the ability of the health care professional to do their very best. These two elements are important, because they are showing how they can contribute to exchange fatigue. Once this begins to occur, is the point that many individuals will lose focus on improving the underlying amounts of care and productivity. (“Kent Bottles,” 2010) (Beaudan, 2006, pp. 1 — 7)
Which of Beaudan’s critical questions should have been asked at the mid-course phase?
The critical question the Beaudean ask is: what strategies can you use to get back on track? This is important, because during the mid course phase is when there has been a certain degree of success inside the organization. Yet, beneath the surface many people will often become lax about these changes. This is problematic, because it means that the initial successes could fool everyone into thinking they have made a lasting change. When in reality, they have only created a temporary change and are fooling themselves into thinking they are permanent. Once this occurs, it means that staff will slowly revert back to the standard operating procedures of the past. At which point, the various changes that have been implemented will become stalled. With Beaudan’s critical question, you are addressing the common issues that affect all organizations that have a certain degree of success (complacency). This is important, because if this challenge can be addressed during the mid course of new programs, it will help to create lasting changes inside a health care organization. (“Stress Health Care Workers Battle,” 2010) (Beaudan, 2006, pp. 1 — 7)
If you were in charge, how could you have got the change process back on track?
To help refocus the strategy, there are a number of different elements that must be utilized. These are designed to prevent any kind of burn out issues. Some of the most common techniques that can be utilized by the leadership during this process include: rethinking goals / objectives, looking at the speed of the changes that are taking place, making things fun and altering the team structure / format. Rethinking goals / objectives is when you are looking at if they are challenging enough for everyone. While at the same time ensuring; that they are giving the staff some kind of realistic standards to reach for. Looking at the speed of the changes, is when you are making certain that they are not taking place to fast or to slow. Making the work environment fun is when you want to ensure that everyone enjoys their employment at: the facility and has a passion for their career. Altering the team structure / format is when you are changing the units around, to increase productivity and reduce burnout. These different elements are important, because they show how leaders must have some kind of tools that will change the focus of the staff. Once this takes place, is the point that the organization can be able to achieve their different long-term goals (one step at a time). (Beaudan, 2006, pp. 1 — 7)
Clearly, to implement any kind of positive long-term changes inside a health care environment requires: understanding the signs of exchange fatigue and the impact that it can have on the staff. As this can often lead to a lack of: focus and exhaustion; resulting in a decline in the overall quality of care that is being provided. This means that a central questions that should be asked during the mid phase of any project is: what strategies can you use to get back on track? Once this has occurred, the leadership must then utilize a number of different tools to help refocus the staff on the underlying changes that are being implemented. These include: rethinking goals / objectives, looking at the speed of the changes that are taking place, making things fun and altering the team structure / format. This is important, because it shows how the all administrators must understand the challenges they will face, when implementing any of them at a health care facility. As there will be: initial amounts of success in the staff during the very beginning of new strategy. This is followed, by a belief that everyone is doing the necessary steps to be successful (creating sense of complacency). To avoid these kinds of issues, managers must understand how to exercise effective leadership. This means, preventing the staff from falling into: these common challenges and motivating them to remain focused on the long-term objectives. Once this takes place, is the point that everyone can concentrate on: these goals and their role in achieving them. At which point, the overall attitude inside a health care environment will evolve, creating last changes that will have a positive impact.
Kent Bottles. (2010). ICSI Health Care Blog. Retrieved from: http://icsihealthcareblog.wordpress.com/2010/06/09/kent-bottles-the-top-10-health-care-leadership-challenges-of-today-ok-i-listed-12/
Stress Health Care Workers Battle. (2010). I Village. Retrieved from: http://www.ivillage.com/stressed-health-care-workers-battle-compassion-fatigue/4-a-111429
Beaudan, E. (2006). Making Change Last. Ivey Business Journal Online, 1 -7.
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