Eight steps to change with Training-Progress

26th Jun 2018 | Laura Shaw

Changing the way your team works can be a battle in any business. Many people are reluctant to embrace change. This is normal and is a challenge in every business and in every industry.

 

Kotter’s change model is a well-established route to success in changing processes in business. In this blog I will look at how Training-Progress can help you achieve change according to this model. I will use the example of instituting a robust hand hygiene protocol (important in both clinical and service industry settings).

 

  1. Establish a sense of urgency – Urgency is required to get the team motivated, otherwise, it gets repeatedly put off, until it is brushed aside. Maybe the process needs to be in place before an inspection takes place or to prevent a critical incident occurring. Make sure your team recognise this urgency. Use the news features on Training-Progress to prepare the team and create the sense of urgency for the change campaign.

  2. Create a guiding coalition – Look at your whole team for natural opinion leaders and those who have a good understanding of the subject. Training-Progress allows you to devolve training responsibility through the whole team, giving you a broad base for your training. Make these people your work area supervisors and super-trainers. From head nurse or kitchen manager to care assistant or burger flipper, empower your team through responsibility.

  3. Develop a change vision – What will the change look like? In our example, an environment where the culture is to always consider hygiene and where basic hand hygiene is routine. Ideally, team members should be involved in the development of new processes to support the vision. When the team are involved in the development of processes you create a feeling of empowerment and greater buy in.

  4. Communicate the vision for buy-in - Again this can be communicated through the news features on Training-Progress but should also be incorporated into any protocols and training materials embedded in the system, so that the vision remains in the team consciousness. This is why is it important for me to wash my hands following contact with every patient or touching the bin?

  5. Empower broad-based action – Disseminate training out to all levels via your training management system ensuring all team members know their importance in the success of the change. Allow them to feedback on the process. Training-Progress has a messaging feature which allows all team members to put forward ideas, whistle blow on lapses or ask for help or clarification.

  6. Generate short term wins – Celebrate your successes, even the small ones. Thank your team members, using the Training-Progress news feature, when all team members have signed up to the new process, or results in hygiene audits have improved. Star awards on Training-Progress, can also be used to celebrate individual contribution to a change campaign, publically thanking a team member for their efforts.

  7. Never give up – all change processes meet with resistance but don’t give up. As processes develop make sure they are represented to the team for reassessment, so they keep up with any changes. Maybe you have introduced new hand sanitiser dispensers, you will need to represent the training task to ensure all team members are aware of the changes. A new feature on Training-Progress also allows you to require reassessment of an element on a regular basis, keeping the vision and the process in the forefront of the team consciousness. Or where individual team members are not performing as required, they can be required to retrain on the element on Training-Progress, a powerful reminder and also an event which will be logged on their appraisal data. ‘You have been observed to regularly forget to sanitise your hands between patients. Please retrain on this task.’

  8. Incorporate changes into culture – Having training in the processes as part of your induction programme, and having your team involved in the training of new team members according to the new processes will ensure they become incorporated into the culture of your business. ‘It is really important that we all wash our hands regularly….let me show you how!’



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