PLEASE RESPOND TO GENESIS’ POST BELOW. POST MUST BE SUBSTANTIVE AND ADD TO THE DISCUSSION IN A MEANINGFUL WAY.
GENESIS’ POST: The challenging change process I recently experience, just last week, was the sudden death of a colleague who was the person responsible for the wound program. This was an unexpected event. Besides the obvious emotional challenges we had to face as a team and the shock of losing this team member so suddenly to COVID-19, we also faced the challenge of not having a successor in place, there was no handoff of the wound care program and nobody was inclined to make a decision regarding who was taking over the program. In truth, this colleague was the only person in the team that was deeply familiar with the process. We had a profound lack of understanding and unaware of what was the scope of the work that needed to be done. We are also very short staffed since I will be going on maternity leave soon, so there is nobody at the moment that can take over and replace her. Once I got around to look into it, I was faced with a completely disorganized and unorthodox tracking system that was difficult to understand and update. This is concerning to me because wounds are a high focus area for department of health regulators and this can lead to a citation.
The people involved in this process are the nursing leadership, floor staff, and medical staff. The attitude they displayed was despondent secondary to the work stressors and grief. Some of the lessons we learned from this process were many; we should have multiple individuals who understand and be certified in the particular area, we should always have multiple individuals proficient in any processes pertaining the daily operations of the facility. Besides the before mentioned lessons learned, I also learned that there should always be a succession plan in place for any leadership role. Mentorship is very important in nursing leadership, since it provides the mentee the opportunity to learn the role under the supervision of an experienced leader instead of learning by trial and error. It allows them the opportunity to identify their strengths and weaknesses and address them accordingly. Succession planning is also beneficial for the organization as a whole because it facilitates the transition of roles in a more smooth way.
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