Final answer:
In the second phase of change, the LPN manager should spend time teaching staff, remain willing to go beyond the usual efforts, be flexible, pay attention to signs of stress, stay aligned with the organization's mission, respond professionally to feedback, actively seek ways to contribute, and be resourceful by reaching out to team members for support.
Step-by-step explanation:
The LPN manager must support the staff as they make the second phase of change, which is moving. To ensure this stage is effective, the manager should prioritize the following actions:
- Spend time teaching the staff to ensure they understand new processes and systems.
- Remain willing to go above and beyond when possible to facilitate the change.
- Be flexible in the face of changing priorities and assignments, which is crucial during a transition.
- Pay attention to any signs of hyperenergy, which might indicate stress or potential burnout among staff members.
- Convey your interest in the organization's mission and how the change aligns with it.
- Respond professionally to feedback, including constructively addressing any mistakes made during the transition.
- Seek out ways to contribute to areas that are a priority for your manager and the organization during the change.
- Be resourceful: reach out to team members for support or feedback.
Implementing change prior to unfreezing is not advisable as it goes against the established models of change management. Criticizing mistakes without offering solutions and support can hinder progress and demoralize staff. A manager's role is to facilitate growth and resolve problems with a clear understanding of the pressures the staff faces, such as tight schedules and workloads.