As an advanced registered nurse, you will serve as a leader within your organization. Part of this role will entail being a change agent, and spurring positive change on behalf of patients, colleagues, and the industry. 1.  Describe the background of the situation, including the rationale for and goal(s) of the change. 2.  Identify the key interprofessional stakeholders (both internal and external) that should be involved in change efforts. 3.  Discuss an appropriate change theory or model that could be used to achieve results. 4.  Outline how you would initiate the change. 5.  Describe the impact to the organization if the change initiative is unsuccessful again, and potential steps the interprofessional team could take if the change is unsuccessful. You are required to cite three to five sources to complete this assignment. Sources must be published within the last 5 years and appropriate for the assignment criteria and nursing content. While APA style is not required for the body of this assignment, solid academic writing is expected, and documentation of sources should be presented using APA formatting guidelines, which can be found in the APA Style Guide, located in the Student Success Center. This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion. You are required to submit this assignment to LopesWrite.

As a highly knowledgeable student in the field of nursing, I will address the assignment prompt regarding being a change agent and spurring positive change within an organization as an advanced registered nurse.

1. Background and rationale for the change:
The background of the situation refers to the current state that requires change. In this case, we are focusing on the role of an advanced registered nurse as a change agent. The rationale for this change lies in the recognition that leadership in nursing requires not only strong clinical skills, but also the ability to promote change for the betterment of patients, colleagues, and the industry as a whole. The goal of this change is to empower advanced registered nurses to take on leadership roles and make a significant impact in the healthcare system.

2. Key interprofessional stakeholders:
To successfully implement change, it is crucial to involve key interprofessional stakeholders both internally and externally. Internal stakeholders may include nurses at various levels, healthcare administrators, and other healthcare professionals within the organization. External stakeholders could include professional nursing organizations, regulatory bodies, and policymakers. Engaging these stakeholders ensures a collaborative approach and builds a sense of shared responsibility in driving positive change.

3. Appropriate change theory or model:
An appropriate change theory or model to achieve results in this context could be Lewin’s Change Management Model. This model consists of three stages: unfreezing, changing, and refreezing. Unfreezing involves creating an awareness of the need for change and overcoming resistance to change. Changing involves introducing and implementing the desired change. Refreezing aims to stabilize the change and integrate it into the organization’s culture. This model provides a structured approach for managing change and allows for the identification of barriers and facilitators throughout the process.

4. Initiating the change:
To initiate the change, the advanced registered nurse should begin by conducting a thorough analysis of the current state and potential areas for improvement within the organization. This analysis can involve assessing organizational culture, identifying areas of resistance, and understanding the needs and expectations of all stakeholders. Once a clear understanding of the change is established, the nurse can develop a comprehensive change plan that includes specific goals, strategies, and timelines. It is essential to communicate the change vision effectively to all stakeholders and ensure their involvement and buy-in from the outset.

5. Impact of unsuccessful change initiative and potential steps:
If the change initiative is unsuccessful, it can have significant repercussions for the organization. This can include decreased staff morale, decreased trust in leadership, and the persistence of existing challenges or issues. The interprofessional team should take immediate action to reassess the change plan, identify the reasons for failure, and involve all stakeholders in developing alternative strategies. Taking a collaborative approach and engaging in continuous improvement efforts can increase the chances of success in subsequent attempts. Evaluating lessons learned, seeking feedback from stakeholders, and making necessary adjustments can facilitate a more successful change implementation.

In conclusion, as an advanced registered nurse serving as a leader, being a change agent is a critical role. The background and rationale for change involve recognizing the need for nurse leaders to drive positive change in the healthcare system. Key stakeholders, both internal and external, must be involved in the change efforts to ensure a collaborative approach. Lewin’s Change Management Model can be used as a framework for achieving desired results. To initiate the change, a thorough analysis of the current state and a comprehensive change plan are essential. If the change initiative is unsuccessful, the interprofessional team should take proactive steps to reassess and develop alternative strategies. By effectively leading and promoting change, advanced registered nurses can make a significant impact on the nursing profession and the healthcare industry as a whole.