Acme Medical Center is implementing a new electronic health record (EHR)
Acme Medical Center is implementing a new electronic health record (EHR), converting from a sumamry system. Dana is the nurse manager of the orthopedic department which clusters outpatient, inpatient, and rehab services via product line management. In preparing her implementation plan for the new EHR, Dana anticipates several different employee responses to the change:
Kevin RN and Nancy RN are very enthusiastic about the new EHR and are very comfortable using technology.
Bob RN always resists change and avoids going to training until the last minute. He can use technology effectively but usually employs workarounds instead.
Sherri RN sometimes mimics Bob's behavior but mostly goes with the flow. She has difficulty using technology and requires much support during transitions.
Dr. Phillips is the program director but plans to retire next year.
Dr. Wilson was a new physician to the program last year, but already admits more patients to the service than any other doctor. He also uses all the services of outpatient, inpatient, and rehab.
explain how Dana could utilize the theory you selected for your project to anticipate the transition to the new EHR. Dana wants to involve all the staff and physicians in the project. What activities could Dana assign to each person? Dana knows that unanticipated problems could arise during the transition, such as a power outage. How would your selected theory explain each persons' reaction to such an event?
Sample Solution
The successful implementation of a new Electronic Health Record (EHR) system, particularly when converting from a legacy "summary system," is one of the most complex and critical undertakings for any medical organization. It fundamentally alters workflows, data management, and clinical practice, requiring meticulous planning beyond mere technical installation. Dana, as the nurse manager of the orthopedic department at Acme Medical Center, correctly anticipates that human responses to this change will be diverse and challenging. To effectively navigate this transition and ensure widespread adoption and success, Dana can strategically utilize Kurt Lewin's Change Management Model, complemented by insights from Everett Rogers' Diffusion of Innovations Theory for understanding individual adoption patterns.
Utilizing Lewin's Change Management Model for EHR Transition
Lewin's model proposes a three-stage process for successful organizational change: Unfreeze, Change, and Refreeze. Dana can leverage this framework to systematically manage the EHR implementation:- Unfreeze (Preparing for Change):
- Objective: Create awareness and a sense of urgency for the new EHR, demonstrating why the current summary system is inadequate and highlighting the benefits of the new EHR. This involves challenging the status quo and overcoming inertia or complacency.
- Dana's Actions:
- Identify Pain Points: Dana should lead discussions within her department to openly acknowledge the current system's limitations: data silos, redundant entries, difficulty tracking comprehensive patient journeys (outpatient to rehab), potential for errors, and lack of real-time insights for patient care. This helps staff realize the need for change.