After repeated cycles of PDSA tests, you will have a well-tested solution to an organizational issue that you would like to roll out to people who were not originally involved with your PDSA improvement activities. This section of the PDSA toolkit is concerned with spreading change.
Change is a process; individuals may have different reactions to your change idea. You will want to plan strategies that provide both emotional and behavioral supports to implementing change. The first section below will walk you through an organizational change model developed by a Harvard Business professor, John Kotter, to help you identify emotional and behavioral support strategies for those you are asking to implement your change idea. The second section will explain how to create a communication plan, a necessary component for spreading change.
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Strategies for Spreading Change
It is important to remember that any new individuals you ask to spread a successful PDSA test have not been a part of the process from the beginning. Your PDSA teammates naturally experienced buy-in for change by getting to choose the test ideas, adjust strategies, and see initial results. That is, your PDSA teammates already have knowledge of the ins and outs of making the desired change. Whenever you ask new individuals to join in spreading a change, you need to be thoughtful about employing strategies that build engagement and provide the knowledge new implementers need to be successful. Use the handout and reflection questions contained within to create a plan for spreading change.
Spreading Change Guide
Create a Communication Plan
Communication is foundational for success and should not be an afterthought. Everyone on the PDSA team should be able to succinctly tell others what the proposed change is and why it matters. The document below will walk your team through creating a communication plan. During a PDSA team meeting, take the time to create a communication plan before you want to spread change. Revise the plan often as you spread change to new workers or entities.
Communication planning tips:
- Everyone on the PDSA team should deliver the same key message (i.e., what the change is, why it matters, and how others can get involved, who to ask if others have questions)
- Be transparent in your communication plan about how the change may impact their work, any emotional impact on the workplace climate, and express what is a completed decision and what is still open to discussion.
- Employ multiple communication strategies (personal communication, staff meetings, presentations, emails, storyboards, posters, data, charts, etc.).
- Expect communication to be ongoing. It may take several methods and multiple attempts for recipients to understand your message.
- Appeal to the head (e.g., data, successes found) and the heart (e.g., personal or client stories, why it matters – mission/vision).
- Monitor your communication plan, revise, and adjust as you spread change.
The PDSA Toolkit is brought to you through partnership between the Wisconsin Department of Children and Families and the Wisconsin Child Welfare Professional Development System