Digital transformation is a hard, intense process, and one that’s never truly done.That’s why healthcare organizations need a change management strategy that connects everyone who is impacted by it.
Effective change management needs a balance of competence, confidence, control, and comfort and requires:
- Letting go of the past, and for some, working through what may even be a feeling of loss.
- Being okay with anxiety in the transition phase.
- Charting a new direction with excitement.
- Setting metrics for achievement at the beginning of change implementation and measuring each step of the way.
Looking to employees who are already engaged leaders, are passionate about making positive change, and have influence with their peers can go a long way. For example, in a health system setting, clinicians who have strong, measurable results can influence others in the organization by explaining the steps they took to achieve their positive results. Since clinicians need support in understanding how data and digital health innovations relate to them, receiving that message from peers who understand their practice and their challenges is helpful.
In addition, starting a change management strategy with attainable, data-driven goals—achieving and building on small wins, rather than attempting a major overhaul at once—helps build momentum for change. Successes keep morale high because when positive progress is made, no matter how small, it keeps employees engaged and motivated to keep moving forward.