Kurt Lewin’s change theory is a three-step model. It used driving forces to facilitate change by pushing employees in a desired direction to replace and reject prior practice (Current Nursing, 2020). The first step is unfreezing or disruption of the equilibrium state. The second step would be to help employees understand the need and benefits from the change and encourage them to make this change happen. The final step is establishing the change as the new equilibrium and then freezing it to remain the new norm. For this change theory to be successful is uses a driving force.
Roger’s five state change theory; knowledge, persuasion, decision, implementation, and confirmation is based on five personality traits. The five personality traits he looked at were innovators, early adopters, early majority, late majority, and laggards (Agency for Clinical Innovation, 2015). This change theory was successful when employees who ignored the proposed change earlier adopt it because they see other employees, the innovators, adopt it well.
After consulting with Rebekah, my preceptor, she informed me that she has not implemented either of these change theories in the hospital setting, but that she would like to use Kurt Lewin’s change theory. If labor and delivery nurse are required to take a breastfeeding class and use the learned knowledge, they can be better prepared to help their patients when they face breastfeeding challenges. If prenatal care offices are required to provide information regarding the Healthy Beginings Clinic, which offers breastfeeding classes, CPR classes, well baby checkups, prenatal classes, the patients can be more aware of the different types of resources available to new mothers and babies. This can also help them feel more supported when it comes to breastfeeding challenges.
Compare and contrast two change theories, and determine which theory makes the most sense for implementing your specific EBP intervention. Why? Has your preceptor used either theory, and to what result?