LDR 615 Compare and contrast two different change models

Grand Canyon University LDR 615 Compare and contrast two different change models-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University LDR 615 Compare and contrast two different change models assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for LDR 615 Compare and contrast two different change models                            

Whether one passes or fails an academic assignment such as the Grand Canyon University LDR 615 Compare and contrast two different change models  depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for LDR 615 Compare and contrast two different change models                          

The introduction for the Grand Canyon University LDR 615 Compare and contrast two different change models  is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for LDR 615 Compare and contrast two different change models                          

After the introduction, move into the main part of the LDR 615 Compare and contrast two different change models  assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for LDR 615 Compare and contrast two different change models                          

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for LDR 615 Compare and contrast two different change models                            

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for LDR 615 Compare and contrast two different change models

Re: Topic 3 DQ 1

Change models are tools that  help keep a change organized and lead to more successful change implementations.  These strategies are implemented locally and centrally within health systems to enhance efficiency and patient outcomes (Harrison et al, 2021).  One such model for change is known as the Kotter 8 step model.  In this model, there are 8 steps.  The first step, creating a sense of urgency, looks to do exactly what it states, which is show the need for a change and the reason for it.  This can be done just with sharing research and information that is found with the stakeholders (Graves et al., 2023).  The second step is build a guiding coalition.  In this step, the organization will want to establish and develop an outline for their project ( Graves et al., 2023). The third step is forming a strategic vision and initiatives.  This steps involves visualizing how your change will make the situation different in the future (Bedard, 2023).  The fourth step is called enlist a volunteer army.  Large change can only be implemented when large numbers of people rally around the cause, and this is what you look to do in this step (Bedard, 2023). The fifth step is enable action by removing barriers.  In this step, you will identify the barriers that are slowing the change and remove them (Bedard, 2023).  The sixth step is generate short term wins.  The step you want to focus on all win no matter the size in order to motivate the team ( Bedard, 2023).  The seventh step is sustain acceleration.  This step requires continuing to be relentless in instituting change after identifying the small wins (Bedard, 2023).  The final step is known as institute change.  In this step, you want to highlight the success of the organization ( Bedard, 2023).

Another change model is known as Lewins change model.  This model only has 3 steps.  The first step is called unfreeze.  In this step, the idea is to prepare the stakeholders for the upcoming change by helping them to understand why the change is necessary (Lewins Change Management Model : Everything You Need To Know, n.d.).  The next step is called change.  In this step, you make the required changes that have been developed while at the same time gaining support by showing the value that the change has for the organization (Lewins Change Management Model : Everything You Need To Know, n.d.).  The final step is refreeze.  This final step is ready to be implemented when the employees have embraced the new change and you can see the change taking shape (Lewins Change Management Model : Everything You Need To Know, n.d.).  This model is different from the Kotter model because it is not broken down as far.  There is more that needs to be done with each step and just doesn’t have the same amount of support for organizing a change.  For this reason, i would prefer the Kotter 8 step model. It will give me extra support for a change and help guide that change in a way that will help to keep me organized and on track.

References:

Bedard, A. (2023, August 22). The 8-step process for leading change: Dr. John Kotter. Kotter International Inc. https://www.kotterinc.com/methodology/8-steps/

Graves, L., Dalgarno, N., Van Hoorn, R., Hastings-Truelove, A., Mulder, J., Kolomitro, K., Kirby, F., & Van Wylick, R. (2023). Creating change: Kotter’s change management model in action. Canadian Medical Education Journal. https://doi.org/10.36834/cmej.76680

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, Volume 13, 85–108. https://doi.org/10.2147/jhl.s289176

Lewin’s Change Management Model: Everything You Need To Know. (n.d.). https://www.thehumancapitalhub.com/articles/lewins-change-management-model-everything-you-need-to-know

Sample Answer 2 for LDR 615 Compare and contrast two different change models

One change model to consider is Prosci ADKAR change management model. The ADKAR change model “is an acronym for the five outcomes an individual needs to achieve for a change to be successful: Awareness, Desire, Knowledge, Ability and Reinforcement” (The Prosci ADKAR Model, 2023). This change management model focuses on change at the individual level. The first step of Awareness is communicating to the stakeholders within the organization the need for change and answering the question “what’s in it for me?”. The second step is Desire which is influencing the stakeholders in such a way that cultivates “the willingness to support and engage in a change” (The Prosci ADKAR Model, 2023). The third step is Knowledge which represents the training and education that stakeholders will need to have in order to be proficient through the change. The fourth step is Ability and this means applying the training and education into the real life work environment. The final step is Reinforcement which are actions that help sustain the change for the long term. These actions can look like meaningful recognition, rewards, and celebrations.

The second change model to consider is Kubler-Ross Change Curve developed by Dr. Elisabeth Kubler-Ross when she wrote about the “5 Stages of Grief”, which she “identified these stages as defense mechanisms or coping mechanisms to change, loss, and/or shock” (Kubler-Ross Change Curve, 2024). “This model was originally designed for terminally ill patients or relatives who are facing shocking change in their lives. The model anticipates an emotional evolution of the individual during the grieving process and classifies the emotions in five stages: denial, anger, bargaining, depression and acceptance” (Castillo et al., 2018). This model is different from AKDAR in that it explains the emotional navigation of change rather that ADKAR’s more process-driven style. The Kubler-Ross Change Curve explains behavior, and ADKAR describes the actions and important decisions needed for successful change to happen. Both of these models really complement one another since they both focus on two different dynamics occurring during the full experience of change.

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Transformational leadership would be the leadership style when utilizing the ADKAR change model because it sets the table for how well each of these steps are successfully implemented. For instance, one of the components of Transformational leadership is “’idealized influence’ [which] involves the leader behaving as a robust role model toward followers, demonstrating a work ethic and strong values while preaching the organization’s vision, thereby winning the staff’s trust and confidence” (Ystaas et al., 2023). These values and actions are crucial to the success of change management. To be an effective transformation leader through change management, one must model integrity and fairness to be an ethically-practicing clinician. Having assertive communication skills that outline clear expectations and goals will help the team navigate through change and determine success. By creating a safe atmosphere where all perspectives and solutions are considered creates momentum and builds trust within each team member. By providing recognition, staff are revitalized and find meaning within the impact they are making. Strategic thinking prioritizes resources to effectively complete tasks that the change requires. These are the outstanding qualities of a transformational leader that is equipped to lead a team through the murky waters of change.

References

Castillo, C., Fernandez, V., & Sallan, J. M. (2018). The Six Emotional Stages of Organizational Change. Journal of Organizational Change Management, 31(3), 468–493. https://doi.org/10.1108/JOCM-05-2016-0084

Kubler-Ross Change Curve. (2024). Elisabeth Kubler-Ross Foundation. https://www.ekrfoundation.org/5-stages-of-grief/change-curve/

The Prosci ADKAR Model. (2023). Prosci. https://www.prosci.com/methodology/adkar

Ystaas, L. M. K., Nikitara, M., Ghobrial, S., Latzourakis, E., Polychronic, G., & Constantinou, C. S. (2023). The Impact of Transformational Leadership in the Nursing Work Environment and Patients’ Outcomes: A Systematic Review. Nursing Reports, 13(3). https://doi.org/10.3390/nursrep13030108