CASE INTRODUCTION
Huddles are such an important part of nursing – they relay pertinent information, increase safety, offer team building opportunities, promote better outcomes for the patient, and ultimately can reduce costs.
Here is your scenario:
Your nurse manager identifies that the staff on your rehabilitation unit, and particularly that you as the evening charge nurse, are resistant and oppositional to an important new patient safety strategy of implementing huddles to improve staff communication.
BRIEF SUMMARY OF CASE
Paragraph 1
Your nurse manager meets with you, the evening charge nurse, (and with you he had previously begun a disciplinary action process because you refused to implement huddles on the shifts when you was in charge). You now understands that you (and the staff) were wrong, and you begin to explore with the manager how better to implement huddles on your shift.
Paragraph 2
In a quarterly staff development in-service for the rehab facility’s leaders, a group of nurses and charge nurses, including you, learn about implementing change using Lewin’s five-step Stages of Change (SCM) Model. The nurse manager and you apply this model to their failed implementation of huddles.
Paragraph 3 – You return to your unit and share with the staff that you—and they—were wrong to refuse to implement huddles. You begin to start the process as a change agent.
DISCUSSION GUIDE – QUESTIONS Worth 2 points each (16 points)
Paragraph 1
Paragraph 2
Paragraph 3
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