Stages 5 And 6 Of Kotter’s Change Model Stages 5 And 6 Of Kotter’s Change Model My topic is hospital inpatient fall prevention. Stage 5: Empowering Employees fo

Stages 5 And 6 Of Kotter’s Change Model

Stages 5 And 6 Of Kotter’s Change Model

My topic is hospital inpatient fall prevention.

Stage 5: Empowering Employees for Broad Based Action

Stage 6: Generating Short-term Wins

Discuss how the system empowers employees for broad based actions of change as it applies to your system and how the system generate short term wins for achievements of strategic organizational goals. This assignment should be approximately 500-700 words in length. Please use peer reviewed articles.


Health care is dynamic and keeps evolving with changes in data and the increase in availability of data and new information. Health care systems need to adapt to these changes to ensure the provision of quality health care. Change is not easy to implement in any organization and may face various challenges and resistance from the people. Using the Kotters change model, the health care system will manage the changes that will be made to reduce patient falls in Jackson Health System.

Individuals that have been hospitalized are more exposed to falls compared to those in society. Falls that occur during a patient’s hospital stay are widespread and tend to have adverse effects and impacts on the patient’s overall wellbeing .patient’s falls are a major clinical problem, and changes need to be made in order to reduce the number of patient falls. The kotters practice model is an appropriate model that can be used to implement changes to ensure that the health system can reduce patient falls. The model contains eight steps that are used for change management in any organization. The model can be divided into phases, the first being creating an environment for change. This includes establishing a sense of urgency, creating a guiding coalition, and developing a vision and strategy. The second includes communicating the vision, empowering action, and creating short-term wins, and the final phase includes implementing and sustaining change. Stages 5 And 6 Of Kotter’s Change Model

The initial stage is a need to establish a sense of urgency. At this initial stage, urgency is identifying the problems in the organization. Identification of the problems allows for the solutions and allows for positive change within a culture and within the health care system. The first stage encourages a group to support change by emphasizing the urgent need to address an issue. The Jackson Health system can establish this thorough assessment of fall risks, the procedure for fall prevention, and the actual data on the number of patients that have fallen while admitted in the health care system within a given timeframe. Once the assessment of fall risk data is collected, the nurses, physicians, and healthcare providers should form a coalition (Carman, Vanderpool, Stradtman, and Edmiston, 2019). This coalition forms allies, and the team will consistently operate as a team. The team will consist of different people from different departments to ensure it is diverse and all departments are included in the rider to effectively implement and support change. The team helps drive the sense of urgency; the team will then develop the vision and change strategies. During this step, the goal is to reduce the falls in the Jackson Health system will be identified and will be used in a manner that promotes change.

In order to come up with the right vision and strategies, the team needs to be aware of the severity of falls of patients in the hospitals. The team collects the data from the initial stages and is integrated into developing a Jackson health system vision. The vision is communicated frequently in all media platforms and all the groups that will be impacted by implementing changes that help reduce and prevent falls in patients. In order to set a clear and appealing vision, it is important to take into consideration the opinions of the team members and align with the change initiatives and the central values of the health care system. The right vision will help implement change by encouraging and directing team behavior and decisions. It should also set transparent and attainable goals to make it easier to evaluate performance and appeal to the company’s stakeholders.

After the development of the vision and strategy, it is important to effectively communicate. The communication step’s focus is to effectively communicate the mission, vision, and goals of the Jackson heath system to the entire relevant stakeholder, group teams, and all departments. Through effective communication, it encourages people to accept the changes that are being implemented and support the change. Effective communication entails incorporating the vision in the daily decision-making and problem-solving actions and encouraging feedback from employees. This way, their concerns, and issues can be addressed (Forto and Duby, 2020). The message should be clear and transparent to avoid any doubt and possible confusion. Communication is done through all the available media channels, including emails, newsletters, and health care platforms. The miscommunication of information may lead to resistance to the changes; hence it is important for the information to clear and transparent. Effective communication in the Jackson health system will contain clear information on fall risk assessment, precautions, and the interventions that are to be implemented by any stakeholder. Communication can also be enhanced through frequent staff meetings, staff education, and educating the new staff on the proposed changes. Stages 5 And 6 Of Kotter’s Change Model

The changes in place are communicated and if the workers do not understand or accept them, various modifications can be used. For instance, if they do not understand the changes and the way to use the changes to reduce hospital falls, the workers can be trained in using the equipment. Some of the employees may be resistant to changes due to the uncertainties of the changes’ effectiveness (Harrison, Fischer, Walpola, Chauhan, Babalola, Mears, and Le-Dao,2021). The senior nurses may also have difficulty adapting to the new technologies and innovations that reduce patient falls. The nurses may feel that their nursing practices already reduce falls in patients and may not see the need to implement a change that may not impact the patient’s outcome and reduce falls. The resistance may also be because implement the changes increases the likelihood for patient attention and assistance in movements throughout their hospital stays.

The leaders should promote education; educating the group on the importance and impacts of adapting to the changes is paramount in reducing patient falls and ensuring that the patients’ overall well vein is considered. The leaders may also mentor, train, and provide coaching on the adoption of the changes; this will also include open communication with the employees so that they can have a platform to put across their concerns and problems, which, when addressed, can ease the adoption and implementation of changes. The leaders can identify those who are resisting change and assist them in understanding what is needed and why it is needed.


Carman, A. L., Vanderpool, R. C., Stradtman, L. R., & Edmiston, E. A. (2019). Peer-Reviewed: A Change-Management Approach to Closing Care Gaps in a Federally Qualified Health Center: A Rural Kentucky Case Study. Preventing chronic disease, 16.

Forto, R., & Duby, D. (2020). Case Study on Organizational Change.

Hackman, T. (2017). Leading change in action: Reorganizing an academic library department using Kotter’s eight stage change model.

Harrison, R., Fischer, S., Walpola, R. L., Chauhan, A., Babalola, T., Mears, S., & Le-Dao, H. (2021). Where Do Models for Change Management, Improvement and Implementation Meet? A Systematic Review of the Applications of Change Management Models in Healthcare. Journal of healthcare leadership, 13, 85.

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