{"id":556,"date":"2019-02-15T23:34:49","date_gmt":"2019-02-16T07:34:49","guid":{"rendered":"https:\/\/malat-webspace.royalroads.ca\/rru0066\/?p=556"},"modified":"2019-02-15T23:34:49","modified_gmt":"2019-02-16T07:34:49","slug":"resilience-in-the-face-of-change","status":"publish","type":"post","link":"https:\/\/malat-webspace.royalroads.ca\/rru0066\/resilience-in-the-face-of-change\/","title":{"rendered":"Resilience in the Face of Change"},"content":{"rendered":"
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Resilience is key in the face of change.<\/p><\/div>\n

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Change is good, but it is not always easy. I\u00a0recently changed jobs and have had the opportunity\u00a0to move into\u00a0a role as a Project Leader for the last 6 months. I rapidly engaged all my skills of exploration, communication, and teamwork in preparation to incite change at the\u00a0level of two acute care hospital front lines of care. My leader encouraged me to review resources on ADKAR change management<\/a>, learning how to support staff through change\u00a0processes in their Awareness, Desire, Knowledge, Ability, and Reinforcement<\/strong> of change<\/strong>. The principles fit with what I identified\u00a0from my past clinical role as to the psychological stages I had to flow through to accept and be supported in change at work. I didn’t find the ADKAR model in our readings this week in LRNT 525: Leading Change in Digital Learning<\/a>, but I did find both Kotter’s 8-step model for change and the CHANGE model in Biech’s\u00a0(2007) work. I found both models to describe very similar processes that change leaders should use:<\/p>\n