In this case, the nurse manager identifies that the staff on the rehabilitation unit, specifically the evening charge nurse, are resistant to implementing huddles as a patient safety strategy. The nurse manager initially began a disciplinary action process because the charge nurse refused to implement huddles on their shifts. However, the charge nurse now realizes they were wrong and expresses a willingness to explore how to better implement huddles on their shift.
In a quarterly staff development in-service, the nurse manager and charge nurse learn about Lewin’s five-step Stages of Change model for implementing change. This model is applied to the failed implementation of huddles in their conversation.
Upon returning to the unit, the charge nurse acknowledges to the staff that they were wrong to refuse to implement huddles. They begin the process of being a change agent, taking the lead in implementing huddles on the unit.
Now let’s move on to the questions:
1. What was the initial reaction of the charge nurse and the staff towards implementing huddles?
2. Why did the nurse manager consider disciplinary action against the charge nurse?
3. How has the charge nurse’s perspective changed regarding the implementation of huddles?
4. What does the charge nurse want to explore with the nurse manager now?
5. What did the nurse manager and charge nurse learn about at the quarterly staff development in-service?
6. What was the purpose of applying Lewin’s five-step Stages of Change model to the failed implementation of huddles?
7. How can the Stages of Change model help in implementing huddles effectively?
8. How did the nurse manager and charge nurse plan to use this model moving forward?
Please provide a thorough and detailed response to each of these questions in order to demonstrate your understanding of the case.