Using the IHI Framework for Spread, assess the current culture of your organization or practice site and explain how likely a new idea will spread.

DNP 835 Reflect on the “IHI Module QI 201: Planning for Spread: From Local Improvements to System-Wide Change.” 

Describe how change spreads according to Kurt Lewin and Everett Rogers.

Kurt Lewin and Everett Rogers present models explaining how changes spreads in different contexts. Kurt Lewin’s theory presents three stages of change, proposing that people are first loosened from their old way, and then transitioned before being molded into a new way. The three stages involve preparing for change, managing the change, and ensuring that the change becomes standard practice. The first stage is unfreezing in which people are adapted to the expectation of change. This involves loosening their attachment to the current way, practice or attitude, helping them to understand why the change is necessary, and getting clarification on how the change will be accomplished. It involves understanding the need for change through sharing resources, training and communication. The second stage in change in which the change process occurs with support provided for those who may be struggling. The third stage is freezing in which the change is adopted as standard practice and new normal with timely reminders and communication applied to reinforce the change (Finkelman, 2019).

Everett Rogers’ theory is identified as diffusion of innovations. It identifies change as a process that involves five groups of people. First, innovators who take risks and experience setbacks when the change is unsuccessful. Second, early adopters who are willing to be among the first to adopt the change as they evaluate and look for confirmation on the innovation. Third, early majority who rely on the early adopters to confirm that the change works as intended. Fourth, late majority who are skeptics and only adopt the change when it is absolutely necessary and they cannot avoid it. Fifth, laggards who are established in the old ways and would only change when the old ways are eliminated (Garcia-Dia, 2019).

Using the IHI Framework for Spread, assess the current culture of your organization or practice site and explain how likely a new idea will spread.

The organization has an established framework for spreading change. This is a six-step process. First, the need for change is identified. This involves identifying areas that can be optimized or improved upon and presenting scientific evidence showing that the change would work. Second, setting up the change in an adaptable small-scale unit. Third, testing the change in the test site/unit and evaluating its results. Fourth, optimizing the change, addressing critical areas of failure, and adapting the change for the unit. Finally, going full scale with the change while continuing to evaluate it and make improvements (Melnyk & Fineout-Overholt, 2023).

References

Finkelman, A. (2019). Professional nursing concepts: competencies for quality leadership (4th ed.). Jones & Bartlett Learning, LLC.

Garcia-Dia, M. (2019). Project management in nursing informatics. Springer Publishing Company.

Melnyk, B. M., & Fineout-Overholt, E. (2023). Evidence-based practice in nursing & healthcare: A guide to best pract