Hamza Asumah, MD
Change is all around us, all of the time. This can be in the form of an employee asking for an unexpected leave of absence, forcing you to scurry to find a replacement, your company chooses to experiment with novel methods of increasing efficiency, or your firm introduces a new technology. Change may be the only constant in today’s companies.
“To make or become different” is the most basic definition of change.
We make a difference by leading our healthcare businesses in process improvement or the implementation of new projects. However, in order to do these successfully, you and your team members must evolve. You can’t keep the same attitude or stick to the same procedures and expect different outcomes.
What’s the best way to handle any conflicting feelings you may have about change? According to the Harvard Business Publishing, start by naming your main emotion at the moment. When you’re clear about what you’re feeling, you can work with those feelings, not against them.
If you manage a team, you play a key role in helping others navigate the emotional ups and downs that change can bring. Change isn’t just about what’s new. It’s also about letting go of practices, routines, and beliefs that no longer meet our needs.
Habits, which are established patterns of thinking or doing, may be advantageous when they assist us to save time or keep on target. However, our habits get in the way when they keep us stuck in unproductive actions. Every habit has a cue, a behavior, and a reward.
The cue is the signal that causes the habitual action to occur. A chime on your phone informs you that it’s time to work out. Your action in response to the signal is referred to as the behavior. Then you go to the gym for 45 minutes of exercise. The advantage provided by the activity is the reward.
Studies as reported by HBP, indicates that there is a belief that 70% of organizational change efforts fail. There is no evidence to back this up. This is sometimes attributed to the overuse of the statement “I realize change is difficult, but…” That’s a frequent misconception that may derail even the best-laid plans. Do not allow this to derail your healthcare business.
To provide the groundwork for beneficial outcomes as far as change is concerned, deal with constant change. Develop abilities for making the most of constant change. Second, give your staff the authority to initiate change. Identify and implement areas for improvement. Thirdly, initiate and lead a transformation program. Plan and manage effective transformation initiatives and lastly address change resistance. Anticipate and resolve any roadblocks to change.
It is critical to identify people in your hospital business who want to change but are unsure how. A team member may appear to support a new activity or procedure yet struggle to put it into action. As a Doctorpreneur, you will come across many of these.
To assist team members in identifying and overcoming internal barriers, first state your improvement objective. A promise to make a certain change or to achieve a specified condition when the change has been made. Secondly, recognize the habits that are impeding their progress toward the objective. Identify the real acts that impede their capacity to accomplish the change. Thirdly, investigate any secret conflicting obligations. Beliefs that obstruct their efforts to achieve their improved aim and lastly, list their major assumptions. The terrifying results people unconsciously anticipate will occur if they make the adjustment.
It is critical to always lead in ways that provide psychological safety at work. When we establish an atmosphere in which employees can bring their whole selves to work, they will be more open to recommendations for change in the business because they will be able to completely express themselves at all times without fear or uneasiness. When members of a team feel comfortable attempting new things, their levels of engagement, productivity, and creativity increase.
To Keep your team on track in uncertain times, be sure to take care of yourself first. Practicing self-care by exercising, meditating, or spending time with friends is very important to help you navigate this. Additionally, see yourself as an influencer by taking ownership for your part of a change initiative as the leader of the organization. Lastly as a leader, be a role model by helping your team stay focused on new opportunities rather than get caught up in negative dynamics.
What has been your experience with managing change in your business? Please leave your comment below. I will love to read your thoughts