Introduction
St. Louis Medical Center (SLMC) is a leading medical facility that applies emerging evidence and ideas to transform the medical experiences of different patients. The move to introduce a shared governance strategy in this institution can transform the experiences and activities of all employees. The use of an effective change implementation plan will support the process and take SLMC to the next level. This paper focuses on this proposed project and the relevant steps to guarantee positive performance. Specifically, it will describe the key components of the shared governance model, provide evidence from peer-reviewed sources, and offer examples of how the initiative will promote care delivery.
Shared Governance Model Components
The shared governance framework provides a model for guiding nurses to organize themselves and engage in participatory decision-making. They collaborate to decide the most appropriate clinical guidelines, identify new ways of improving quality, and implement superior strategies for promoting professional development (Lott, 2016). The experts can go further to partner and engage in research work. This exercise helps present additional insights for improving care delivery and addressing existing gaps in nursing practice.
Four components define the nature and effectiveness of this model. First, equality means that all collaborators focus on the nature of the available services and engage staff members to offer effective and safe care. Second, empowerment emerges as a form of autonomy and authority whereby all nursing is able to support the intended decision-making process. Third, accountability is a component that empowers partners to remain responsible and involved (Kon, 2016). They will monitor the existing ethical issues and make shared decisions to ensure that positive results are recorded. Fourth, partnership emerges as an effective concept through which nurses collaborate and work as a team to improve care delivery. The involvement of parents and other family members revolves around this component.
At SLMC, the consideration of these elements will create a positive environment whereby all clinicians engage in shared governance. They will examine the main sources of errors ad sentinel events and solve them efficiently. A new nursing model will emerge that resonates with the demands of all patients (Lott, 2016). These gains will ensure that SLMC achieves its goals and become a reputable medical facility in Ironridge and Chamberlain.
Evidence
Past scholars have succeeded in identifying and formulating powerful models that can help medical professionals realize their goals much faster. For example, Kon (2016) identifies the Cleveland Clinic Nursing Institute as a facility that has been on the frontline to present models that can help medical institutions achieve their goals. The shared governance framework is capable of empowering nurses and clinicians in a wide range of medical settings to collaborate and provide timely care to different patients. When these practitioners receive the relevant tools, models, and guidelines, chances are high that they will direct and dictate the nature of patient care. They will be involved in continuous decision-making and consultations in an effort to meet patients’ needs.
Some problems might emerge when nurses are working together to meet their patients’ demands. With a shared governance model, such professionals will cooperate, experiment with new ideas, and mitigate existing gaps. They will seek advice from the right people and engage in continuous improvement (Lott, 2016). Such an initiative will promote a sense of excellence in the selected facility. Most of the medical facilities embracing this model find it easier to achieve their goals and transform nursing practice.
Examples
The proposed shared governance model is a powerful tool for improving ursine practice. All professionals will acquire new insights for collaborating and using the right resources to maximize patients’ experiences. They will rely on the recorded data and informatics to make informed decisions. They will use their past experiences to improve care delivery continuously (Lott, 2016). These attributes will result in improved excellence and ensure that all patients achieve their medical goals.
To support the delivery of measurable and timely results, a powerful change model will be essential for this institution. Kurt Lewin’s theory of change will help support the introduction of the shared governance strategy in different units. The approach will reduce the level of resistance and encourage the employees to focus on the above for components. A proper leadership initiative will make it possible for the nurses to ask questions and consider the best ways to improve performance (Kon, 2016). Members of the staff will partner and form teams to make decisions much faster. The leader will offer the relevant resources and tools to support every clinical guideline or process. The involvement of family members and consideration of cultural attributes will support the delivery of the anticipated goals.
Conclusion
The above discussion has identified the four key components of the shared governance model and how they can transform nursing practice. The leaders at SLMC need to embrace the idea and introduce new decisions that resonate with the changing demands of the targeted patients. The outlined examples support the model and explain how different stakeholders stand a chance to gain from the intended project. These achievements will make the selected medical facility a leading provider of personalized and high-quality medical services.
References
Bieber, P., & Joachim, H. (2016). Shared governance: A success story. Nurse Leader, 14(1), 62-66. Web.
Kon, J. (2016). Shared governance in today’s modern world. Journal of Emergency Nursing, 42(6), 470.
Lott, T. (2016). Preparing clinical nurses for shared governance leadership roles. Nurse Leader, 14(6), 403-408. Web.