Picking the right change strategy. Slow and steady wins the race.

Abstract

In summary, the slow, participative change process worked well. The power of the staff's involvement overcame the hospital's mistakes. The Steering Team "finessed" the problem of resistance to multi-skilling by creating a system that encouraged the desired behaviors without demanding them. By setting more realistic boundaries and acting more decisively, the Steering Team could have made the process even smoother.