JUST LAUNCHED LUMARY AH FOR ALLIED HEALTH PROVIDERS
Successful change management requires a structured approach to ensure new processes are implemented thoroughly and smoothly in your organisation and achieve the desired results. No change ever happens in isolation.
In one way or another, change impacts the whole organisation and all its people. With effective change management, you can encourage everyone to adapt and embrace your new way of working. We will discuss the steps disability and aged care providers need to take to implement successful change.
The first step is acknowledging and understanding the need to migrate. Involve all your support workers and office staff in developing a shared understanding of the situation. Listening to the “people on the ground” and understanding their frustrations can open the door to more conversations about why change is necessary.
Whether the current system is unreliable or outdated, there has to be sufficient dissatisfaction for change to work. But people also need to feel confident that the new approach will be better – and know that there is a clear route to get there.
Once you have taken the time to hear from your team, you can then be sure that the development of your business case for digital transformation addresses the complexity of the problem.
Effective change doesn’t just happen by chance, and any plan you make has to be suitable for your organisation. The first aspect of developing a plan is to detail where you want to be in the future. What is the ultimate goal for your organisation, and where do you want to see the business in the future as outlined in your organisation-wide business case for digital transformation?
Consider who is best positioned to help you design and implement the change. Once you have assembled your change management team, consider how much buy-in is required and the level of support you need from others like your support workers or the finance department. Gaining buy-in is most effective when you have backing from people across your entire organisation.
Finally, think about what success should look like. Is it an increase in outcome-based results, less time spent on administrative tasks, improved scheduling or better staff retention? All these factors should form part of your business case and decision-making process for a successful digital transformation.
Implementation is the part of the process that can feel like you are trying to change the wheels of the bus while it’s still in motion. However, by providing a clear communication path with specific timelines, everyone will know what has to happen, when it will happen and what their role is.
It can also be beneficial to appoint staff members from different business units to act as system champions to help put the new practices into place and serve as role models. Through positive engagement, you may even find your team stepping up to tackle tasks and championing the adoption and effective use of the new software and processes to their peers.
Throughout implementation, ensure you focus on your support workers. These integral members of the team have to manage many critical aspects of the day-to-day operations, all while learning a new system that could add extra stress to their daily lives.
Therefore, ensure you provide your team with the correct tools and training in order to implement the change. With the right tech partner, you will have the support you need to successfully integrate your new digital ecosystem.
As soon as you can, evaluate how impactful the change has been. By regularly scheduling time for feedback, you can ensure your change plan is on the right path. Shared experiences across the team also allow for more meaningful connections.
For a successful digital journey, you need positive change management and high user adoption of your new software. Be sure to include your entire team in the process, empower your people, find your tech champions, and start your digital transformation today!