Lewin's Change Model Essay
• is the model appropriate to the scale of change affecting clinical and administrative processes, use and distribution of human and physical resources and sources of funding for the CPCS?
• Does the model allow for the size and complexity of the Health Board structure?
• is the model easy to communicate to the wide variety of different stakeholders?
• Does the model identify potential obstacles?
• Does the model support the needs of the staff also working in other services?
• is there a systematic approach to orchestrating the change?
• is there a trouble-shooting facility? the criteria can be ranked according to relative perceived importance, the number of times a criterion is preferred denoting a score.
Six Thinking Hats (De Bono 1986) …show more content…
Like Lewin’s 3 step model it is simple and easy to communicate to a variety of stakeholders. Unlike Lewin’s or Kotter’s models though, it starts with a recognition of stakeholder needs and the opportunity to represent those in the vision for change. In the complex world of competing interests and loyalties in the Health Board, this will go a long way towards overcoming resistance to change.
The weakness of the Change Equation lies in the lack of robust checklist for orchestrating change that is inherent in Kotter’s 8 steps to transformation.
The three problem solving techniques all identified similar solutions from differing viewpoints. For example, it was the PMI model that highlighted the possibility that change may not be resisted by all staff. The Six Thinking Hats recognised that making the CPCS a better service to work for than others would be beneficial for staff welfare, but it was the Reverse Brainstorming exercise that also suggested how this might be
• Does the model allow for the size and complexity of the Health Board structure?
• is the model easy to communicate to the wide variety of different stakeholders?
• Does the model identify potential obstacles?
• Does the model support the needs of the staff also working in other services?
• is there a systematic approach to orchestrating the change?
• is there a trouble-shooting facility? the criteria can be ranked according to relative perceived importance, the number of times a criterion is preferred denoting a score.
Six Thinking Hats (De Bono 1986) …show more content…
Like Lewin’s 3 step model it is simple and easy to communicate to a variety of stakeholders. Unlike Lewin’s or Kotter’s models though, it starts with a recognition of stakeholder needs and the opportunity to represent those in the vision for change. In the complex world of competing interests and loyalties in the Health Board, this will go a long way towards overcoming resistance to change.
The weakness of the Change Equation lies in the lack of robust checklist for orchestrating change that is inherent in Kotter’s 8 steps to transformation.
The three problem solving techniques all identified similar solutions from differing viewpoints. For example, it was the PMI model that highlighted the possibility that change may not be resisted by all staff. The Six Thinking Hats recognised that making the CPCS a better service to work for than others would be beneficial for staff welfare, but it was the Reverse Brainstorming exercise that also suggested how this might be