I think using the Kotter’s Change Management Model is a good place to start
when implementing major changes. Creating a climate for change, such as
creating a case of urgency showing how the current state is obsolete and
change will improve things for the better (HITRC, 2013, p.2). An example is
replacing an existing manual paper process with new technology that will
interface into a patient's chart and streamline the process. Next, enabling the
organization and getting leaders engaged in the implementation process by
doing demonstrations of the product and to get them empowered to embrace
change and work towards the future (HITRC, 2013, p.2). This stage is where
stakeholders should be involved in collaborating on the information
governance initiatives, which should involve senior leaders at the top and staff
directly affected by the changes. Senior leaders need to be convinced that the
implementation will solve existing issues, improve efficiency and productivity
and middle management will need to get their staff on board with the changes.
Clinicians and staff who would be identified as "super users" would need to be
convinced that the implementation will make their lives easier and help
support other staff during the implementation process. Convincing these key
stakeholders will allow for a more successful implementation and easier
adoption once live. Finally, after implementing changes, there is sustaining
and enduring the changes by focusing on problem areas to find solutions,
provide technical support to rapidly address problems, and celebrate successes
when they occur (HITRC, 2013, p.3). I think the Kotter’s Change
Management Model can help organizations with developing an
implementation process and as they go through the phases, other HIE plans
can be used in addition to bring success to an implementation project.
Reference:
Health Information Technology Research Centre (HITRC). (2013, April 30).
Change Management in EHR Implementation. National Learning
Consortium.
https://www.healthit.gov/sites/default/files/resources/changemanagementpri
mer_feb2014.pdf
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