DQ 2 : Name two potential barriers that may prevent your EBP change proposal from continuing to obtain the same desired results 6 months to a year from now, and your strategies for overcoming these barriers.

Read the horizon before you pick your barriers. The prompt asks what would stop the change producing the same results six months to a year from now, which is a question about decay rather than about adoption. Resistance, training gaps and competing priorities are go-live barriers and they will have resolved one way or another long before month nine. The decay mechanisms are different and more interesting. Staff turnover replaces the people who were trained with people who were not, and on a unit with twenty per cent annual turnover a quarter of your trained staff are gone within a year. Attention moves: the next initiative arrives, audits stop, and nobody notices the drift because nobody is looking. The champion leaves or is promoted, and a change held together by one enthusiastic person has no structure underneath it. The prompt's own framing points at this when it says practice change must become part of the organisation's culture.

Match each barrier with a strategy that addresses that mechanism, because a mismatch is what makes most answers here weak. Turnover is beaten by embedding the change into orientation and competency checklists, so new staff inherit it rather than being trained into it by someone who remembers. Attention decay is beaten by a standing measure on an existing dashboard with an owner and a review date, not by a promise to monitor. Champion dependence is beaten by writing the change into policy, into the order set, or into the flowsheet, so the default behaviour changes and doing it the old way requires effort. Notice the pattern: every durable strategy converts a behaviour into a structure. Say that pattern out loud, give the two barriers you consider most likely on your own unit, and name who owns the structure once you have finished the course and gone.