A Guide to Implementing Best Practices in Person ... - cancerview.ca

Navigation: A Guide to Implementing Person-Centred Care September 2012Appendix F: Readiness for Change ChecklistError! Bookmarknot defined.(London Borough of Lambeth, 2007)This document can be reproduced freely without permission.This tool can be used as an individual self-reflection tool, but it will be more useful ifused with groups of staff. If used with groups of staff:• Have each participant complete the tool individually (allow 10 minutes for completion).• If you, as manager, think that the team/section/service has a long way to go formore change, pool the results anonymously by collecting them beforehand (inblank envelopes) or invite the group to record their responses on a master copy usinga flipchart, so that people do not feel obliged to defend their own perception.−Put the emphasis on moving forward not on ascribing blame.• If you, as manager, feel that the group will be comfortable sharing their perceptionsopenly, work through each row in turn, checking out different perceptions.−−−If you all opt for a particular column, how can you get to the next column to theleft?If you differ in your views, why is this?What ideas do any group members have for moving toward the left (as representedon this tool!)?Please Circle the appropriate statement — one of the four columns in each row below.1. In the past, new policies orsystems introduced bymanagement have been:Seen as meetingemployeeneedsNot wellunderstoodGreeted withsomeresistanceVigorouslyresisted2. Employees may be bestdescribed as:InnovativeIndependentUncommittedso farConservative orresistant tochange3. The implementation ofNavigation and relatedchanges in theorganization is viewed as:A successModeratelysuccessfulHaving onlyperipheralimpactNot successful4. Expectations of what thischange will lead to are:Consistentthroughout theorganizationConsistentamong seniormanagementbut less sootherwiseNot consistentUnclear71