Nurses Lead Change to TransformHealthcare “Nurses have been called to lead change toadvance the health of individuals, populations, and systems” (Nelson-Brantley& Ford, 2017, p.
834). Techniques,such as a SWOT analysis, force field analysis and gap analysis, assist nurseleaders with steering a health care delivery system in the rightdirection. The focus of this paper willbe on the strategic planning that is used within a health care organization totransform the way that care is delivered. I will discuss how each of these techniques can set the stage for improvingthe performance and outcomes of a health care organization. Nurses are advancing into leaders by using thesetechniques to supplement strategic planning. SWOT Analysis In order for a health care organization tomaintain optimal function, the promotion of change is continuouslynecessary. Withinthe health care delivery system, there are several techniques that nurses canuse to determine where changes need to be made. A SWOT analysis is a technique that involves an assessment of strengths,weaknesses, opportunities and threats within an organization (Harrison, 2010).
Astrategic planning process is developed from a SWOT analysis (Harrison, 2010). When a nurse begins to plan strategically,this entails organization, adjustment and management to strengthen operationswithin the healthcare organization (Nelson-Brantley& Ford, 2017). Due to anever-changing environment within a health care delivery system, a SWOT analysisis used to organize in-depth data findings into four categories: strengths,weaknesses, opportunities, and threats. A technique known as force field analysis canthen be used to supplement the SWOT analysis findings (Harrison, 2010).
ForceField AnalysisA force field analysis promotes change in ahealthcare organization by taking a SWOT analysis a step further (Harrison, 2010). This technique works by identifying theforces that drive the strengths, weaknesses, opportunities, and threats. The first way that the force can beidentified is as a positive driving force that is helpful at advancing a healthcare organization,toward goal achievement. The second waythat a force can be identified is as a negative driving force that hinders change within an organization (Harrison, 2010). When the driving forces are identifiedas either positive or negative, a health care organization can begin thestrategic planning process to promote change. This process includes the development strategies to minimize thenegative driving forces, while strengthening the positive driving forces (Harrison, 2010).
GapAnalysisInorder to refine the quality of health care services, another technique that isused to enhance the strategic planning process is a gap analysis (Harrison, 2010). This technique helps identify where problemsexist within a health care delivery system. According to Harrison (2010), there is research that shows a significantnumber of gaps, such as weak communication skills, lack of resources and pooraccess to information.
These gaps arethe cause of low-quality health care delivery in today’s health care practice. Agap analysis can be used to identify a health care organization’s lack of financialresources. Deficiencies will be broughtto the surface, such as the inability to purchase new equipment or hireadditional staff.
As a result of thesedeficiencies, patients may experience excessive waiting times and be diagnosedinaccurately, which can result in poor clinical outcomes. A gap analysis dictates the changes that needto be implemented in order to improve the quality of health care services (Harrison, 2010).SWOTAnalysis and Career Growth In addition to promoting change within a health careorganization, a SWOT analysis can be used to help nurses examine their nursing career.
To advance your nursing career, a SWOT analysiscan be applied by evaluating your strengths, weaknesses, opportunities andthreats. Nurses can use the SWOT analysisto determine how the current internal and external factors in their life areimpacting their career advancement. Thefindings acquired with a SWOT analysis can be used to strategically plan waysto turn any weakness into strengths and any threats into opportunities (Pearce,2007). Most importantly, a SWOT analysiscan help nurses figure out where they are now and where they want to be in thefuture, in regards to their career.ConclusionAs mentioned in Nelson-Brantley& Ford (2017), “Organizational learning is the process of change inthought and action, embedded in and affected by the institutions of theorganization” (p. 839).
Thisprocess starts with a detailed analysis of the internal and external environment,as well as the organization’s readiness for change. Inorder to have successful change, the current attitudes of nursing leaders and staffneed to be modified to emphasize the positive aspects of change (Nelson-Brantley & Ford, 2017). “After analysis, nurse leaders must usedifferent styles of leadership to motivate, inspire and engage others in theprocess” (Nelson-Brantley & Ford, 2017, p.836). It is up to nurse leaders to use a participativemanagement style, using the input from all of the staff members within theorganization to implement change (Nelson-Brantley& Ford, 2017). Strategicplanning encourages consensus withinwork groups, which helps to incorporate these positive changes within theorganization. The SWOT analysis, force field analysis and gap analysistechniques consider the concerns, needs, and goals of each participant,as well as the organizational standards (Harrison,2010).
With the use of these techniques, strategic planning is enhanced. Health care organizations can determine wherechanges need to be made to maintain optimal function, while continually makingadjustments (Harrison, 2010).