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Good work DF 1
The poster looked good but was somewhat hard to read, even when opened in a new window. The content was satisfactory. Taking a composite approach was well managed. The main weakness here was in being repetitive in regard to ‘Strategy’ and very ‘light’ on ethical implications. For example, the word ‘ethical’ included in the final sentence about leadership building honesty and trust would have covered this.
The breakdown of your mark is:
Poster appearance 10/20
Poster Content 40/60
In regard to marks for peer review, those who scored higher on peer review did so because their peer review comments made a scholarly contribution to the poster content and was relevant to leadership issues within a health care environment. Students with higher marks on peer review tended to write comments that were designed to support the improvement of the other group’s work (scholarly contribution) rather than provide general commentary on what they liked about the poster.  Commentary that was brief without strong evidence of constructive feedback did not attract high marks.
Katya and Sue 031017

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i really enjoyed going through your poster. it was really informative. A good leadership can handle change and influence its members for the betterment of organisation and self.The language and presentation is really good.

regards,
Biby John
2/10/2017

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Congratulations on a very well presented poster. The information was clear and concise which was a significant achievement as you covered a range of issues related to change management processes. I think you covered the area of communication particularly well in your use of quotes and some examples of strategies  and, following a great visual highlighting what contributes to  resistance to change, you were able to reinforce why effective communication is fundamental to addressing this resistance.

Well done.

Carly Shannon
2/10/17

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Firstly, well done on your poster. I believe it captures the true focus of being an effective leader in implementing change in a workplace. It is often difficult to implement change and educate staff to be on board, but your poster represented the challenges and the strategies that can be utilized to optimize an effective leadership technique. I feel we are all in a similar position and always striving to be the best leaders imaginable. this poster truly assisted in understanding different aspects of leadership.
Thank you again.
Regards,
Elyse.

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It’s a great work! You have written about strategies of implementation which are of great use. I have leant alot  from your work. Presentation skills are commendable and language which is used is simple and content is easily interpreted.

Swena Nayyar
02/10/2017

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Well done! amazing poster. It looks like an ideal poster to be used in promoting good leadership in a workplace setting. Everything about this poster was very catching, particularly the quotation marks that reads "A supportive leadership team is linked with successful implementation to change". That is indeed correct, a planned change is quite often effective to implement if standardised protocols no longer are effective. Donaldson, Corrigan, & Kohn (2000) have stated that, systems or processes that might have worked in the past does not often mean it will work at present or future times.

Donaldson, M. S., Corrigan, J. M., & Kohn, L. T. (Eds.). (2000). To err is human: building a safer health system (Vol. 6). National Academies Press.

Vicky Kassiotes 1/10/2017

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Great poster; eye catching, professional presentation and useful information that would be easily translated into practice.

I particularly liked the focus on barriers, helping leaders to understand and problem solve potential resistance. The “fear of change” bubble made me think of a recently attended workshop where it was suggested that change may challenge a person’s sense of mastery; people concerned that they may not be as skilled at the new process as they are the present one.

Impressive poster.

Michelle Cooper
1/10/17

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Your poster has taught me many things about leadership, concise and effective writing and presentation of the poster. It is so perfect that I could not find any flaws. The resistance to change part is best described. everything including unsuccessful strategies for implementation of change is described to the point and very effectively.
Regards,
Swara Desai
1/10/17

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Well done on presenting a wonderful poster. I really liked the idea of communication as the key factor for the leadership and its effectiveness.
Regards,
Neelam Pandit

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Your presentation referred to unsuccessful change attempts. It’s important to recognise that change does not always happen successfully, and you have presented this as a learning and reflection potential. Your group had identified that implementation of change was unsuccessful when nursing staff were not represented in the decision making power structures. Barbery-Jones et. al. (2007 as cited in Barr & Dowding, 2016) noted that applied empowerment meant that power to participate and effect change required all stakeholders to be involved in the change process; and that information sharing resulted in better patient outcomes. Cheers Mick G

Reference

Barr, J., Dowding, L. (2016). Leadership in Health Care. Sage Publications: London.~

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Congratulations on the poster. It is really good. I thoroughly enjoyed reading the poster. The format,  the image at the backgroud, the poster as a whole is a good representation of the topic. Indeed communication is the key to an effective leadership and is a crucial aspect in healthcare setting (Kourkouta and Papathanasiou, 2014).

Your work greatly summarizes that besides effective communication, meticulous planning, barrier identification is essential for a planned change.

Great Work.
Shakiba Das.
(S00217109).
1/10/2017

Reference
Kourkouta, L., and Papathanasiou, L. V. (February, 2014). Communication in Nursing Practice. Retrieved 1 October 2017, from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC3990376/

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I enjoyed reading your poster with regards to the importance of supportive leadership and communication to facilitate change. I did find the text a little difficult to read in the larger version, though that is probably from the computer I am using to access this rather than your presentation.
Al-Sawai (2013) corroborates your poster's information that supportive leadership promotes a positive relationship within the team and it motivates the group members to contribute to the change.
I agree that communication is vital at all levels of leadership and healthcare. The leader-group relationship and and leader directed communication about the change are important influences on the nurse's perception and willingness to make a change (Portoghese et al., 2012).
I personally believe that the positive influence of leaders and their communication with the team is essential to facilitate change and have seen this in my own practice.
Great job,
Shannon 30/09/2017

Al-Sawai, A. (2013). Leadership of healthcare professionals: where do we stand? Oman Medical Journal, 28(4), doi:10.5001/omj.2013.79

Portoghese, I., Galletta, M., Battistelli, A., Saiani, L., Penna, M. & Allegrini, E. (2012). Change-related expectations and commitment to change of nurses: the role of leadership and communication. Journal of Nursing Management, 20(5). doi: 10.1111/j.1365-2834.2011.01322.x.

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Well done - I really enjoyed your poster - particularly as it was one of the only ones that used a composite of ideas from all your refections. I was wondering how this could be tackled - and now I've seen how it works I'm really impressed.It sums up nicely everyone's experiences of change which I found really useful, the poster was clear and well set out with the diagrams relating well to the topic.  Great work
Regards
Toni Schmid 30/9/2017

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As communication  is the core of any planned change it is said that there is no such  thing as too much communication. As changes are implemented, there is always resistance  by staff due to the fear of unknown, not being consulted, low trust and staff connected to  the old ways that is why i am impressed with the strategies you mentioned of implementing change which include communication, encouraging and engaging staff in active participatipation and establishing a supporttive team to foster change.
Well done,
Crispen Mupedzi
30/09/2017

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Good work DF1. Effective communication is the core of any planned change. For a theorectical basis, you could look at Lewin's three stage model. While well and truly dated, it is a seminal work and remains relevant today. Galloway and Gopee's RAPSIES Model (Northouse, 2016 p. 264) - or access the original source, is also a useful model, particularly in preparing for change - where effective communication is essential. I always think a long 'lead in' time prior to change is a very good strategy as it helps in gaining acceptance (Havelock, 1973). For your final individual papers, you might like to start thinking about ethical implications. For examle, does the change reflect a benefit to all/the targeted population group? If so, the ethical principle of beneficence could eb discussed. The change to ABF should result in more efficient use of resources (funding) leaving additional funds available for other health expenditures. What are the ethical implications of the eating disorder program. Is it fair in relation to who will be able to enter into the program? Good work, DF1.

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Good work DF1. Effective communication is the core of any planned change. For a theorectical basis, you could look at Lewin's three stage model. While well and truly dated, it is a seminal work and remains relevant today. Galloway and Gopee's RAPSIES Model (Northouse, 2016 p. 264) - or access the original source, is also a useful model, particularly in preparing for change - where effective communication is essential. I always think a long 'lead in' time prior to change is a very good strategy as it helps in gaining acceptance (Havelock, 1973). For your final individual papers, you might like to start thinking about ethical implications. For examle, does the change reflect a benefit to all/the targeted population group? If so, the ethical principle of beneficence could eb discussed. The change to ABF should result in more efficient use of resources (funding) leaving additional funds available for other health expenditures. What are the ethical implications of the eating disorder program. Is it fair in relation to who will be able to enter into the program? Good work, DF1.

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Sue G 290917

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Hi group 1. This is a great poster. It is great how you have clearly outlined the strategies and barriers. This would make for a great public poster. Thanks for sharing. Alan

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Enjoyed reading your poster, easy to read and very clear. I liked the resistance to change diagram you guys made. Clearly points out all the many difference reasons there are resistance. Communication seems to be a key point from your poster. I agree communication is so important in making changes.

Denika Rogers
29/9/17

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Congratulations on a great poster! It is well laid out, easy to read and contains relevant content addressing the implementation of change.  The background images of a team, reflects the topic well, as Agarwal (2009) stipulates, communication is the dialogue that occurs between two or more people.

You have identified that successful implementation of change requires careful planning, identification of real and potential barriers, intentional strategizing and the importance of effective communication.
Endsley (2010) indicates that effective communication, using a variety of expressive means, is essential for the successful transference of information, influencing your target group and gaining team ownership of the proposed change.

Well done,
Juanita Webb
26/09/2017

References

Agarwal, O. (2009). Effective communication. Retrieved from https://ebookcentral-proquest-com

Endsley, S. (2010). Innovation in action: Healthcare team. Retrieved from https://ebookcentral-proquest-com

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Sue 260917

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Your poster looks professional and includes interesting information. Good work DF1!

I agree with your strategies for implementing change particularly in “communicating strategic direction and vision is essential for promoting culture of change”. Rokstad, Vatne, Engedal & Selbæk (2015,p.22) pointed out that leaders have a major influence of the staff’s engagement, motivation and commitment by being able to communicate openly and act consistently.

Regards,
Autchara Sittichokchaitawee

25/09/2017

Reference

Rokstad, A., Vatne, S., Engedal, K. & Selbæk, G. (2015), The role of leadership in the

implementation of person-centred care using Dementia Care Mapping: a study in

three nursing homes. Journal of Nursing Management, 23, 15–26. DOI:

10.1111/jonm.12072

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Hello Sue and fellow group members.
I have read and understood the netiquette expectations regarding this group assessment.
regards Kelly Campbell