Choose your stakeholders carefully to avoid groupthink and biases inherent in the organization’s culture. Avoid leaders who are overly didactic. The top-down approach may hinder the process’s success.

Please include the following points into the essay:
#include stakeholders from all relevant departments (operations, representative/Head of all clinical department, IT, HR, Facility and safety, patient relations)
#Choose your stakeholders carefully to avoid groupthink and biases inherent in the organization’s culture. Avoid leaders who are overly didactic. The top-down approach may hinder the process’s success.
#Describe the system from a socio-technical perspective.
#Incorporate technical and adaptive challenges.
# Understand the difference between technical/system changes and adaptive changes.
#Use Appreciative Inquiry, focusing on asking the right questions and identifying what is being done right, rather than solely on areas for improvement.
#Respond to resistance by surfacing, honouring, and exploring it, differentiating between authentic and pseudo-resistance.
#For the Immunity to Change model, ensure alignment from the beginning to the end of the process.
#Incorporate regular reflection to continuously improve the process.

Additional points about me to include:
#My working environment: I work in a mental health ambulatory care facility as a quality coordinator.
#Please find few outlines pieces to incorporate:

##To address the issue of not meeting safety training attendance targets, we used appreciative inquiry to engage stakeholders by asking constructive questions. Given the existing culture of shame, blame, and hierarchical respect, we conducted an anonymous open inquiry for all staff to provide feedback on the reasons behind low attendance. This feedback was then reviewed, and departmental heads were included in the process to implement effective solutions.

##Based on feedback and suggestions from staff, we identified the following reasons for low training participation:
• 40% cited time constraints.
• 20% felt they already knew the content.
• 20% found the trainers hard to understand and unengaging.
• 5% thought the trainings were too long.
• 5% believed responsible staff would handle it.
• 2% forgot to attend.
• 3% didn’t know the trainings were mandatory.
To address these issues, the stakeholders’ team proposed the following solutions:
1. Training Videos on Intranet:
o Make trainings available as videos on the intranet.
o Allows staff to watch at their convenience, making it less time-consuming.
o Videos can be selected carefully to ensure concise and relevant content.
2. Linking Trainings to Appraisals:
o Integrate training completion with staff appraisals.
o Notify staff regularly about mandatory training videos.
3. Ensuring Training Completion:
o Implement measures to ensure videos are watched entirely.
o Require staff to pass a quiz at the end of each training video.

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