What do you do if your healthcare team is resistant to change?

Managing a healthcare team resistant to change requires a strategic and empathetic approach. Begin by understanding the root causes of the resistance, which may stem from fear of the unknown, concerns about increased workload, or skepticism about the benefits of the change. Open and transparent communication is essential; clearly explain the reasons for the change, the expected benefits, and how it will improve patient care and team efficiency. Involve team members in the change process by soliciting their input and addressing their concerns. Provide comprehensive training and support to ease the transition. By maintaining a supportive environment and demonstrating strong leadership, managers can gradually overcome resistance.

During an EHR implementation, some staff members were resistant to adopting the new system. By organizing listening sessions, I discovered that their resistance stemmed from concerns about increased workload and a lack of training. Some Tips: Hold one-on-one or small group meetings to actively listen to your team’s concerns. Create a safe space where team members feel comfortable sharing their thoughts and apprehensions about the proposed change.

If your healthcare team is resistant to change, start by clearly communicating the benefits and rationale behind the change. Involve team members in the planning process to address concerns and gain their buy-in. Provide training and support to ease the transition, and demonstrate how the change will positively impact their work and patient care. Regularly seek feedback and make adjustments as needed.

Receber o prestador com conforto. O que se dá, se recebe. Prestador que se sente valorizado trabalha melhor. Quando nos sentimos valorizados, todo o valor do esforço é retribuído a favor do nosso paciente. Não é difícil fazer isso. Difícil é valorizar.

From my experience with implementing EHR systems, communicating the long-term benefits of the new EHR system, such as improved patient care and reduced administrative tasks, helped to align the team with the vision. Some Tips: Clearly articulate the vision behind the change and the benefits it will bring to both the team and patients. Use specific examples to illustrate how the change will improve their work and outcomes.

Clearly communicate the reasons for the change and how it benefits both patients and staff. Involve team members early in the change process to gather their input and address their concerns, fostering a sense of ownership. Provide comprehensive training and support to ease the transition and build confidence in new procedures or technologies. Highlight successful case studies or pilot programs to demonstrate the positive impact of the change. Recognize and celebrate small wins to build momentum and reinforce the benefits. By engaging your team, providing support, and demonstrating the value of the change, you can effectively overcome resistance and facilitate a smoother transition.

By prioritizing clear communication, we can foster a more collaborative and supportive environment, making the transition smoother and more successful.

Clear communication is definitely important, however, even more important is communicating the "why" and doing so in a meaningful way. Use stories or specific examples to reinforce why a change is necessary

In my experience it is best to involve stakeholders early on. Below are some tips for engaging team members in change: •Form a committee, council, or task force as needed. •Ensure that there is representation from each role/level of the team. •Facilitate discussion and ask the group to contribute to the goals •Ensure the team members have very clear roles within the group. Ask for members to help elect or nominate certain roles. •Celebrate small wins of accomplishments on the path toward the main goal •Ask the team how they would like to celebrate when they reach a milestone (don’t assume)

I always go back to the old adage "No one hates their own idea". Sometimes the most effective solution to resistance can be guiding your team to coming up with the same solution you did.

In my experience as a biomedical project manager, supporting champions within the team is crucial for successful change. In one project, I noticed some individuals were more willing to embrace and support the change from the start. I appointed these individuals as change champions, giving them additional responsibilities and training. Their role was to implement the new system and assist their colleagues. This approach created a more positive environment and significantly reduced resistance. Champions are key to effective change as they inspire enthusiasm and confidence among their peers and serve as communication channels between management and the team.Their proactive involvement and hands-on support were crucial in easing the transition.

The only way to overcome opposition to a change is to provide an explanation of its what, why, and how. Develop a communication plan that extends beyond telling your employees what is required of them. Effective communication requires that each audience be targeted and segmented based on their requirements and interests.