{"id":27185,"date":"2025-08-19T11:39:02","date_gmt":"2025-08-19T16:39:02","guid":{"rendered":"https:\/\/www.lightning-bolt.com\/?post_type=blog&#038;p=27185"},"modified":"2025-08-19T11:39:02","modified_gmt":"2025-08-19T16:39:02","slug":"healthcare-change-management","status":"publish","type":"blog","link":"https:\/\/www.lightning-bolt.com\/blog\/healthcare-change-management\/","title":{"rendered":"Healthcare Change Management for Success &amp; Engagement"},"content":{"rendered":"<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"242\" src=\"https:\/\/www.lightning-bolt.com\/wp-content\/uploads\/2025\/08\/Healthcare-change-management_Blog-Header_2000x472@2x-1-1024x242.webp\" alt=\"\" class=\"wp-image-27190\" srcset=\"https:\/\/www.lightning-bolt.com\/wp-content\/uploads\/2025\/08\/Healthcare-change-management_Blog-Header_2000x472@2x-1-1024x242.webp 1024w, https:\/\/www.lightning-bolt.com\/wp-content\/uploads\/2025\/08\/Healthcare-change-management_Blog-Header_2000x472@2x-1-300x71.webp 300w, https:\/\/www.lightning-bolt.com\/wp-content\/uploads\/2025\/08\/Healthcare-change-management_Blog-Header_2000x472@2x-1-768x181.webp 768w, https:\/\/www.lightning-bolt.com\/wp-content\/uploads\/2025\/08\/Healthcare-change-management_Blog-Header_2000x472@2x-1-1536x362.webp 1536w, https:\/\/www.lightning-bolt.com\/wp-content\/uploads\/2025\/08\/Healthcare-change-management_Blog-Header_2000x472@2x-1-2048x483.webp 2048w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><figcaption class=\"wp-element-caption\">    <\/figcaption><\/figure>\n<\/div>\n\n\n<p><strong><em>Key Takeaways<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Change management is the process of guiding people, teams, and organizations through a transition to achieve desired outcomes.<\/li>\n\n\n\n<li>Everyone is a leader of change, regardless of title or role.<\/li>\n\n\n\n<li>To engage team members who may resist change, listening without judgment is critical.<\/li>\n\n\n\n<li>Measuring success means tracking change experience, adoption, and business impact\u2014not just go-live metrics.<\/li>\n\n\n\n<li>True adoption means users understand and derive value from the new solution, not just that it was successfully implemented.<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-what-is-change-management-in-healthcare-nbsp\">What is Change Management in Healthcare?&nbsp;<\/h2>\n\n\n\n<p>Rolling out new technology at the hospital? Kicking off some other major transformation? Sounds like a job for change management. Without it, even the smartest ideas can stall out, whether it\u2019s due to tepid leadership buy-in or confusion and resistance from end users.<\/p>\n\n\n\n<div style=\"position: relative; aspect-ratio: 9\/16; max-width: 350px; width: 100%; margin: 0 auto;\"><iframe style=\"position: absolute; left: 0; top: 0; width: 100%; height: 100%;\" src=\"https:\/\/youtube.com\/embed\/g3zSC084554?feature=share\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n\n\n\n<div style=\"height:31px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Put simply, change management is about using the right tools and strategies to help people adapt\u2014especially during large, transformational projects.<\/p>\n\n\n\n<p>It\u2019s what <a href=\"https:\/\/www.linkedin.com\/in\/poojatsolanki\">Pooja Solanki<\/a>, Vice President of Enterprise Change Management and Deployment at DaVita Kidney Care, focuses on every day.<\/p>\n\n\n\n<p>\u201cIn healthcare, where everything centers around people and care delivery, it\u2019s essential to bring your teams along as you introduce new innovations or investments,\u201d she said. \u201cIt helps reduce risk, improves adoption, and increases your chances of success. We also think about change capacity\u2014how much change the organization can realistically handle\u2014so we don\u2019t overload teams or create burnout.&#8221;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-why-change-management-matters-in-healthcare-nbsp\">Why Change Management Matters in Healthcare&nbsp;<\/h2>\n\n\n\n<p>Effective change management is critical to successful business innovation. In fact, according to recent PROSCI data, <strong>organizations with strong change management programs are seven times more likely to achieve business innovation goals<\/strong>, up from six times in previous reports.<sup>1<\/sup>&nbsp;<\/p>\n\n\n\n<p>Why is that? First, we need to understand the factors that can make it so hard to effect change in healthcare.&nbsp;<\/p>\n\n\n\n<p>Pooja says it comes down to the capacity and willingness to implement change. A 2022 Gartner survey found that 38% of employees were willing to get behind an organizational change; in 2016, that number was 74%. It\u2019s not that organizations don\u2019t have the <em>desire <\/em>to change\u2014they\u2019re just coming face to face with change fatigue.<sup>2<\/sup>&nbsp;<\/p>\n\n\n\n<p>\u201cI believe the pace of change, especially since COVID, that has come to [healthcare workers] both in their personal and professional lives is part of the issue,\u201d Pooja said. \u201cWith the emergence of AI and new technology, change has become a constant versus something more planned.\u201d<\/p>\n\n\n\n<p><strong>TL;DR?<\/strong> Healthcare orgs and the people who staff them are tired. Even when change is necessary\u2014like, <em>\u201cwe\u2019re still scheduling in Excel\u201d<\/em> necessary\u2014it can feel overwhelming to shift away from what\u2019s familiar. As they say, if it ain\u2019t broke, don\u2019t fix it. Right? \ud83d\ude05<\/p>\n\n\n\n<p>That\u2019s exactly <strong>why change management matters<\/strong>. It brings structure, clarity, and support to help teams navigate change thoughtfully, efficiently, and with as little disruption as possible.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-change-management-strategies-in-healthcare-nbsp\">Change Management Strategies in Healthcare &nbsp;<\/h2>\n\n\n\n<p><strong><em>Understand Why Projects Fail<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>So why do these healthcare projects fail in the first place? According to Pooja, it often comes down to one word: <em>misalignment<\/em>.\u00a0<\/p>\n\n\n\n<div style=\"position: relative; aspect-ratio: 9\/16; max-width: 350px; width: 100%; margin: 0 auto;\"><iframe style=\"position: absolute; left: 0; top: 0; width: 100%; height: 100%;\" src=\"https:\/\/youtube.com\/embed\/nnOgpinU5s4?feature=share\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n\n\n\n<div style=\"height:20px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>It\u2019s common for healthcare workers to have personal motivations for wanting\u2014or <em>not <\/em>wanting\u2014change. A nurse might be tired of using pagers. A surgeon might prefer to stick with printed schedules. And while these preferences matter, they can sometimes obscure the bigger picture.&nbsp;<\/p>\n\n\n\n<p>To stay focused, teams need a clear sense of a project\u2019s <strong>true north<\/strong>\u2014a shared understanding of the who, what, when, where, and most importantly, the <em>why<\/em> behind the change.<\/p>\n\n\n\n<p><strong><em>Equip Leaders to be Agents of Change<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>Successful change relies heavily on a steady and consistent hand from influential people. This is especially important for leadership and financial stakeholders. With so many competing priorities, it\u2019s understandable that leaders aren\u2019t always in the weeds with every project. But Pooja says this can be addressed by encouraging leadership to think differently about their role.&nbsp;<\/p>\n\n\n\n<p>\u200a\u201cThere\u2019s a myth out there that change management is about the end user\u2014just get them to adopt something and we&#8217;re done,\u201d Pooja said. \u201cA lot of what change management is about is activating the sponsors, activating the leaders, because change is ultimately leader-led.\u201d\u00a0\u00a0<\/p>\n\n\n\n<div style=\"position: relative; aspect-ratio: 9\/16; max-width: 350px; width: 100%; margin: 0 auto;\"><iframe style=\"position: absolute; left: 0; top: 0; width: 100%; height: 100%;\" src=\"https:\/\/youtube.com\/embed\/BfXEY_ezrrM?feature=share\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n\n\n\n<div style=\"height:26px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>The hard truth? Leaders need to reframe their role in change. As Pooja puts it, \u201cChange is the new constant.\u201d With that, leaders must take on more than just sign-off or oversight duties. They need to be visible champions of the change.&nbsp;<\/p>\n\n\n\n<p>New tools and workflows should feel personal to leaders so they stay engaged in the process and act as direct motivators for their teams. When leadership owns the change, it sends a clear message that the changes being made actually matter.&nbsp;<\/p>\n\n\n\n<p>\u201cReally, we&#8217;re equipping them to be the best people leaders they can be by being deliverers themselves, so that they can then scale and personalize that change management that they&#8217;re going to have to do,\u201d Pooja said.&nbsp;<\/p>\n\n\n\n<p>It\u2019s one thing to talk about change obliquely, but if you\u2019re in the trenches talking to people, explaining the benefits and the rationale, and listening to their concerns, you become a vector of change yourself.<\/p>\n\n\n\n<p><strong><em>Get Stakeholder Buy-In<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>Leadership involvement often serves as the <strong>financial and strategic backbone<\/strong> of any project. When leaders aren\u2019t actively engaged, Pooja says it can create \u201cdilution or a barrier down the line\u201d that slows progress or derails implementation.&nbsp;<\/p>\n\n\n\n<p>But stakeholder buy-in goes beyond just executives and department heads. In the context of change management, we need to expand the definition of \u201cstakeholder\u201d to include our end users. They are, after all, the people who will feel the day-to-day change the most.&nbsp;<\/p>\n\n\n\n<p>Every care team member touched by change projects should have a voice. For example, nurses are constantly working in the EHR. If an organization is evaluating new EHRs, nurses shouldn\u2019t just be informed\u2014they should be encouraged to weigh in. Their feedback on workflows, usability, and potential challenges can make or break the success of a rollout.&nbsp;<\/p>\n\n\n\n<p>Getting true buy-in means building change alongside your teams, not just signing a check and expecting everything to go smoothly from there. If that\u2019s your approach, you\u2019re setting yourself up for failure.&nbsp;<\/p>\n\n\n\n<p><strong><em>Find the Right Sponsor to Remove Roadblocks<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>There will be times when leaders are juggling too much to give change management the attention it needs. That\u2019s where the <strong>sponsor<\/strong> comes in.&nbsp;<\/p>\n\n\n\n<p class=\"has-text-align-center\"><\/p>\n\n\n\n<div style=\"position: relative; aspect-ratio: 9\/16; max-width: 350px; width: 100%; margin: 0 auto;\"><iframe style=\"position: absolute; left: 0; top: 0; width: 100%; height: 100%;\" src=\"https:\/\/youtube.com\/embed\/-U-6vKo1Kyg?feature=share\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n\n\n\n<div style=\"height:23px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>A sponsor is often a senior leader of some kind, but no matter their title, this person <strong>owns the success of the change effort<\/strong>. They\u2019re typically responsible for approving resources and budget, making high-level decisions, and rallying other leaders around the initiative.&nbsp;<\/p>\n\n\n\n<p>Identifying this person early\u2014and making sure they\u2019re the <em>right<\/em> person\u2014is important. Pooja notes that sponsors are uniquely positioned to help remove roadblocks caused by leadership gaps or misalignment, but only if they\u2019re fully informed and supported.&nbsp;<\/p>\n\n\n\n<p>\u201cMake sure you get the right sponsor and make sure they\u2019re onboarded well to the type of barriers you\u2019re going to see in this project,\u201d Pooja says. \u201cThey also have a day job, so what is it that you expect from them? What kind of barriers should they be removing for you?\u201d&nbsp;<\/p>\n\n\n\n<p>Choosing the right sponsor is essential to make space for critical conversations at the beginning of the project. Everyone affected or involved should have a seat at the table so things like goals, concerns, setbacks, finances, regulations, and expectations are clear and aligned before anything is set in motion.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-change-management-strategies-for-care-team-engagement-nbsp\">Change Management Strategies for Care Team Engagement&nbsp;<\/h2>\n\n\n\n<p>It\u2019s natural for healthcare workers to feel overwhelmed or fatigued when change happens.&nbsp;<\/p>\n\n\n\n<p>In a 2018 survey of US healthcare workers, 49% indicated that work-related stress was one of the biggest stressors in their life.<sup>3<\/sup><sup> <\/sup>The top culprits for work stress? Organizational shakeups, shifting responsibilities, and frequent policy and role changes.&nbsp;&nbsp;<\/p>\n\n\n\n<p>In other words: change itself is stressful.&nbsp;<\/p>\n\n\n\n<p>&#8220;We underestimate the amount of time and effort it takes for adoption in the enterprise world,\u201d Pooja said. With the right change management strategy\u2014one that is deliberate, proactive, and inclusive\u2014you can mitigate some of the stress of adoption.<\/p>\n\n\n\n<p><strong><em>Build User Ability&nbsp;<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>One way to mitigate adoption stress is to \u201cbuild the ability\u201d for providers to not just use, but <em>understand<\/em> new tech and workflows. But first, you need to understand the barriers at play.&nbsp;<\/p>\n\n\n\n<p>Let\u2019s say your radiology department is replacing an Excel-based schedule with a new <a href=\"https:\/\/www.lightning-bolt.com\/\">automated healthcare scheduling system<\/a>. To uncover potential barriers, ask questions like:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Is the team aware a new scheduling system is being installed?&nbsp;<\/li>\n\n\n\n<li>Which team members will be most impacted by this change?&nbsp;<\/li>\n\n\n\n<li>Do they understand how automation will make life easier for admins and end users?&nbsp;<\/li>\n\n\n\n<li>Do they understand the project scope and deadlines?&nbsp;<\/li>\n\n\n\n<li>Perhaps most importantly, do they understand and agree with the reason(s) for implementing this new scheduling tool?&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Pooja recommends using change champions\u2014trusted team members who can regularly share progress updates and keep the change visible. As she points out, care teams are more likely to engage when the message comes from someone they know and trust, not a vendor they barely interact with.&nbsp;<\/p>\n\n\n\n<div style=\"position: relative; aspect-ratio: 9\/16; max-width: 350px; width: 100%; margin: 0 auto;\"><iframe style=\"position: absolute; left: 0; top: 0; width: 100%; height: 100%;\" src=\"https:\/\/youtube.com\/embed\/-U-6vKo1Kyg?feature=share\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n\n\n\n<div style=\"height:41px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Another key part of ability-building? <strong>Purposeful, practical training.<\/strong> Don\u2019t just roll out generic onboarding. Make it specific to the roles and real-world use cases of your teams. That\u2019s what helps people connect the dots and see value right away.<\/p>\n\n\n\n<p>&#8220;If [end users] start to lose confidence, they&#8217;re going to resist and find excuses not to use it,\u201d Pooja said. \u201cIf we can support them through that change curve through awareness, desire, knowledge, and ability building, usually they can come up the change curve.&#8221;<\/p>\n\n\n\n<p><strong><em>Take a Role-Based Approach<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>Pooja and her team have adopted a <strong>role-based change management approach<\/strong>, which means they closely evaluate how each role is impacted by a proposed change and map the intensity of that impact.&nbsp;<\/p>\n\n\n\n<p>This can help organizations make better decisions on what changes need to be made. For example, if a health system needs to update its clinical communication system and evaluates vendors with a broad lens, it may choose a solution that checks the most boxes and seems to work for a wide range of people. But if the org zooms in on who\u2019s likely to use the new solution the most\u2014nurses, for example\u2014it can go several steps further to understand the specific workflows, communication patterns, and pain points that role face daily.&nbsp;<\/p>\n\n\n\n<p>With that clarity, the organization is better equipped to choose a solution that not only meets enterprise needs but also works intuitively for frontline staff. Nothing is certain, but this approach is very likely to lead to higher adoption, fewer implementation setbacks, and more meaningful long-term impact.<\/p>\n\n\n\n<p><strong><em>Engaging the Change-Averse Team Member<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>No matter the size of the organization\u2014it could be a multi-state health system with dozens of hospitals or a small community hospital\u2014there will always be team members who are averse to change. Instead of viewing these people as negative forces trying to drag the project down, try asking one question: What would be necessary for them to feel heard, supported, and empowered to engage with the change?\u00a0<\/p>\n\n\n\n<p>Pooja says we all have to be leaders of change, no matter the role we\u2019re in.&nbsp;&nbsp;<\/p>\n\n\n\n<div style=\"position: relative; aspect-ratio: 9\/16; max-width: 350px; width: 100%; margin: 0 auto;\"><iframe style=\"position: absolute; left: 0; top: 0; width: 100%; height: 100%;\" src=\"https:\/\/youtube.com\/embed\/URDqzuyyyIk?feature=share\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n\n\n\n<div style=\"height:35px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>\u201cPart of leadership is listening, and if they don&#8217;t see that you\u2019re listening to their feedback and giving them that space without judgment to hear them out, it&#8217;s not likely to yield a fruitful adoption,\u201d she said.&nbsp;<\/p>\n\n\n\n<p>In many cases, the most reluctant team member can transform into one of your strongest advocates if you give them space to fully express their concerns and even become part of the process.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-measuring-change-management-success-in-healthcare-nbsp\">Measuring Change Management Success in Healthcare&nbsp;<\/h2>\n\n\n\n<p>Success with change management can be measured across 3 primary metrics, Pooja says: change experience, adoption, and typical business results.\u00a0<\/p>\n\n\n\n<div style=\"position: relative; aspect-ratio: 9\/16; max-width: 350px; width: 100%; margin: 0 auto;\"><iframe style=\"position: absolute; left: 0; top: 0; width: 100%; height: 100%;\" src=\"https:\/\/youtube.com\/embed\/T5dZwPyXH0o?feature=share\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n\n\n\n<div style=\"height:40px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p><strong><em>Change Experience<\/em><\/strong><\/p>\n\n\n\n<p>Pooja and her team track the experience of the change management process through the Prosci ADKAR<sup>\u00ae<\/sup> Model framework, which stands for Awareness, Desire, Knowledge, Ability, and Reinforcement.&nbsp;<\/p>\n\n\n\n<p>By evaluating each stage, they get a sense of how well-supported people feel as they progress through change. Teams are also asked to reflect on their overall experience after a deployment to help identify what went well and where there&#8217;s room for improvement.<\/p>\n\n\n\n<p><strong><em>Adoption<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>After tracking experience measures, healthcare organizations should closely track adoption metrics and product utilization, including how many people are using the new solution and for what purpose.&nbsp;<\/p>\n\n\n\n<p>But Pooja cautions that adoption should go beyond surface-level metrics. It\u2019s critical to assess whether users truly understand the solution and are tapping into its most valuable features.&nbsp;<\/p>\n\n\n\n<p>\u201cA lot of people are still using workarounds is what we&#8217;re finding, because they&#8217;re used to their paper or they&#8217;re used to their old methods,\u201d Pooja said. \u201cAnd if they&#8217;re not using [the new solutions], then we shouldn&#8217;t call it a success.\u201d&nbsp;<\/p>\n\n\n\n<p>In other words, that shiny new system you successfully switched on won\u2019t be worth much in reality if nobody uses it (or if people only utilize 10% of its capabilities).\u00a0<\/p>\n\n\n\n<p><strong><em>Business Results<\/em><\/strong>&nbsp;<\/p>\n\n\n\n<p>The third area of success focuses on traditional KPIs, and these should align with metrics the health system already tracks. These could include:&nbsp;&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>User adoption rate:<\/strong> Percentage of users actively engaging with the tool beyond an initial rollout period.&nbsp;<\/li>\n\n\n\n<li><strong>System usage:<\/strong> Frequency or depth of use compared to previous solutions.&nbsp;<\/li>\n\n\n\n<li><strong>Training completion rate:<\/strong> Number of users who\u2019ve completed required or optional training.&nbsp;<\/li>\n\n\n\n<li><strong>Time to proficiency:<\/strong> Average time it takes users to become confident and capable with the new solution.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Tracking these metrics over time helps organizations validate their change efforts and identify where additional support or communication may be needed.&nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-learn-more-about-change-management-nbsp\">Learn More About Change Management&nbsp;<\/h2>\n\n\n\n<p>Change management isn\u2019t easy, but with the right approach, change doesn\u2019t have to feel impossible. By listening to those most affected and measuring success beyond just implementation, health systems can make change that truly sticks.&nbsp;&nbsp;<\/p>\n\n\n\n<div style=\"position: relative; aspect-ratio: 9\/16; max-width: 350px; width: 100%; margin: 0 auto;\"><iframe style=\"position: absolute; left: 0; top: 0; width: 100%; height: 100%;\" src=\"https:\/\/youtube.com\/embed\/wCSbW81RqrU?feature=share\" title=\"YouTube video player\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n\n\n\n<div style=\"height:39px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>But managing change effectively is a lot more than checking boxes on a rollout plan. It requires creating awareness, building desire, enabling ability, reinforcing behaviors across the organization, and <em>a lot<\/em> of listening. When leaders take a structured, thoughtful approach to change management, they can drive stronger engagement, reduce friction, and ensure lasting impact.&nbsp;<\/p>\n\n\n\n<p>For more from Pooja, check out the <a href=\"https:\/\/www.perfectserve.com\/event\/healthcare-change-management-what-effective-healthcare-leaders-do-differently\/\">full replay of her discussion with PerfectServe<\/a>. You can learn more about change management and the ADKAR<sup>\u00ae<\/sup> Model framework on the <a href=\"https:\/\/www.prosci.com\/blog\/what-is-change-management-in-healthcare\" target=\"_blank\" rel=\"noreferrer noopener\">PROSCI website<\/a>.\u00a0<\/p>\n\n\n\n<p><\/p>\n\n\n\n<p class=\"has-small-font-size\"><strong><em>Sources<\/em><\/strong><\/p>\n\n\n\n<ol start=\"1\" class=\"wp-block-list\">\n<li class=\"has-small-font-size\">Best Practices in Change Management,12<sup>th <\/sup>Edition. <em>PROSCI<\/em>: https:\/\/empower.prosci.com\/best-practices-change-management-executive-summary&nbsp;<\/li>\n\n\n\n<li class=\"has-small-font-size\">This New Strategy Could Be Your Ticket to Change Management Success. <em>Gartner<\/em>: https:\/\/www.gartner.com\/en\/articles\/this-new-strategy-could-be-your-ticket-to-change-management-success&nbsp;<\/li>\n\n\n\n<li class=\"has-small-font-size\">Stressors Among Healthcare Workers: A Summative Content Analysis. <em>National Library of Medicine<\/em>: https:\/\/pmc.ncbi.nlm.nih.gov\/articles\/PMC10068501\/&nbsp;<\/li>\n<\/ol>\n\n\n\n<p><\/p>\n","protected":false},"featured_media":27191,"template":"","meta":{"_acf_changed":false,"footnotes":""},"blog-category":[],"class_list":["post-27185","blog","type-blog","status-publish","has-post-thumbnail","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.6 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Healthcare Change Management for Success &amp; 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