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<TD bgColor=#339933 height=30 width=283><FONT color=#ffffff size=2
face=verdana><B> VOLUME 8, NO. 1</B></FONT></TD>
<TD bgColor=#339933 height=30 width=234 align=middle><B><A
href="http://www.nursing-informatics.com"><FONT color=#ffffff size=1
face=verdana>http://nursing-informatics.com</B></FONT></A></TD>
<TD bgColor=#339933 height=30 width=233 colSpan=2>
<P align=right><FONT color=#ffffff size=2 face=verdana><B>June 2011
</B></FONT></P></TD></TR>
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<P align=center><FONT color=#800000 size=5 face=Georgia><EM>Nursing
Informatics News</EM></FONT></P>
<P align=center><FONT size=2 face=Arial><STRONG><I>Infusing Nurses
with Power for the 21st Century</STRONG></I></FONT></P></TD></TR>
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<P align=center><FONT color=#ffffff size=3
face=Arial><STRONG>INFORMATICS
HIGHLIGHT</STRONG></P></FONT></TD></TR></TBODY></TABLE></DIV></TD>
<TD height=20 width=200 align=middle><FONT size=2 face=arial>Pages<A
href="http://www.nursing-informatics.com/ninewsv8n1.html"> 1</A> |
<A href="http://www.nursing-informatics.com/ninewsv8n1b.html">2
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<P align=center><FONT color=#000000 size=2
face=Arial><B>From the Editor </B></FONT></P>
<P align=left><FONT size=2 face=arial>This is the
current 2011 issue of <I>NI News</I> - the free
ezine from the site Nursing Informatics.com.
</FONT></P>
<P align=left><FONT size=2 face=arial>This
publication offers articles, news, product and
systems analyses, tech resources and dialogue on
current nursing informatics issues, discoveries
and theory. We provide a bird's eye, comprehensive
view of informatics in practice, education,
research and leadership. </FONT></P>
<P align=left><FONT size=2 face=arial>If you would
like to receive a regular copy by email, please <A
href="http://www.nursing-informatics.com/news.html "><B>GO
HERE</B></A> to subscribe. <BR><BR>
<DIV align=right>June Kaminski
</DIV></FONT>
<P></P>
<HR>
<BR>
<CENTER><FONT size=2 face=arial>Read the OJNI -
<BR>The <I>Online Journal of<BR>Nursing
Informatics</I><BR><BR><A href="http://ojni.org"
target=_blank><B>Go to the
OJNI</B></A></FONT></CENTER><BR>
<CENTER><FONT size=2 face=arial>As Chief Senior
Editor, I invite you to submit papers related to
informatics for OJNI publication. <BR><BR>
<HR>
<BR>
<CENTER><IMG border=0 alt=* src="/list_h1.gif"
width=15 height=15
v:shapes="_x0000_i1028"><B>Canadian?</B>
<BR><BR><A href="http://cnia.ca"><B>Go to the
CNIA!</B></A> <BR><BR>As Past President, I also
invite you to join the Canadian Nursing
Informatics Association at <A
href="http://cnia.ca">cnia.ca</A><BR><BR>As Editor
in Chief, I invite papers related to informatics
for the <I>Canadian Journal of Nursing
Informatics</I> publication. <BR><BR><A
href="http://cjni.net/journal/"
target=_blank><B>Go to the CJNI</B></A>
<HR>
<BR>
<CENTER>Earn Nursing Informatics CEs!<BR>Board
Approved CE Courses<BR><BR><A
href="http://www.nursing-informatics.com/courses.html"><IMG
border=0
src="http://www.nursing-informatics.com/NICL_120x90_2.png"></A>
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<P align=center><EM><STRONG><FONT size=4
face=arial>Key Principles of 21st Century Change
Management </FONT></STRONG></EM></P></TD></TR>
<TR>
<TD vAlign=top width="50%"><FONT size=2
face=arial><FONT size=5
face=georgia><B>T</B></FONT>he 21st century is an
age of perpetual or continuous change, a fact that
can daunt the most progressive leader. To meet the
challenge of on-going change successfully, insight
and strategies that support change management
initiatives at all organizational levels are
needed. A myriad of change management models,
theories, tactics, and processes exist to help
leaders plan and implement change. After working
with many of these within healthcare practice,
education and research, I have narrowed effective
change down to six distinct principles –
principles that all leaders should keep in mind as
they manage change within their organizations.
<BR><BR>These key principles are: transparency,
agency, readiness, adaptation, voice and
sustenance. The application of these change
principles can guide huge time-intensive changes
such as implementing electronic health records as
well as less intense yet continuous changes such
as adapting to new versions of tried and true
software. <BR><BR>
<H3>Transparency</H3>One of the most powerful ways
of initiating any change is to be totally
transparent with all who are involved in the
process. Openness, being informative and involving
teams and individuals in the process right from
the start are critical for raising the energy and
know-how needed to move a change through to
completion. Changes that are planned behind closed
doors, and then announced as a fete de complete
often meet with resistance and lukewarm reception
from those expected to implement the change. It is
far wiser to find ways to involve everyone
affected by the change to prepare them for action.
<BR><BR>
<H3>Agency</H3>A skilled leader knows how to tap
the strengths of those they work with, to ignite a
sense of agency, which naturally leads to the
desire to act. Setting people at ease, welcoming
their ideas and input, and creating an atmosphere
that sparks cooperative and collegial action are
important ways to develop agency for change within
an organization.<BR><BR></FONT></TD>
<TD vAlign=top width="50%"><FONT size=2
face=arial>
<H3>Readiness</H3>Before people can adapt to a
change, whether grand, small or continuous, they
need to feel ready. Readiness implies the people
involved with the change are prepared to take
action, to adapt, and to implement the change
fully and completely. It is a fine art to lead an
organization through the process to a state of
readiness, but once it is accomplished, a strong
momentum develops. Once readiness is present,
people are open to learn, to experiment and to
begin the real work involved to successfully
cooperate with the change process. <BR><BR>
<H3>Adaptation</H3>All change requires flexibility
and adaptation from those involved in it. Each
person in an organization has a unique capacity
for adaptation, and this uniqueness should be kept
in mind. However, there are ways that leaders can
support them to move to a higher level of
adaptation. First and foremost, provide enough
time and resources to support the change. These
are critical to the adaptive process. Education,
support personnel, allowing room for
experimentation and trial and error are all
significant and empowering ways to promote
adaptation in a cohesive and meaningful way.
<BR><BR>
<P><A
href="http://www.himss.org/ASP/ContentRedirector.asp?ContentId=76977&type=HIMSSNewsItem&src=cii20110411"><FONT
color=blue><B>CONTINUE READING AT HIMSS
>>></B></A></FONT> </P>
<P><B>CITATION: </B>Kaminski, J. (April, 2011).
Key Principles of 21st Century Change
Management<I>HIMSS News: Clinical Informatics
Insights </I>. <A
href="http://www.himss.org/ASP/ContentRedirector.asp?ContentId=76977&type=HIMSSNewsItem&src=cii20110411"><FONT
color=blue><B>READ FULL >></B></A></FONT>
</P><BR><BR></FONT>
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Informatics.com</A><BR><A
href="http://www.nursing-informatics.com/contact.html">© June Kaminski, RN
MSN PhD(c)</A> 2000 - 2011<BR>Subscribe at <A
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