DQ 1 :How have you seen or experienced organizational change within an organization? Did it go well or not?

Choose a change you were close enough to describe in detail and far enough from to judge. An electronic health record migration, a unit merger, a shift to a new staffing matrix, an ownership change from non-profit to for-profit — any of these gives you the material the third question needs. Then say plainly whether it went well, and define what you mean, because well is doing a lot of work in this prompt. Adoption, turnover, patient outcomes and staff sentiment can move in opposite directions during the same change, and a post that says the rollout went badly because staff hated it, without noting that documentation time fell, has reported one variable and called it the result. Pick two indicators and let them disagree if that is what happened. Choose the change first and the indicators second, because indicators picked to flatter the story are the failure this prompt exists to expose.

The last sentence is the graded one. Name a change model and hold your story against it. Lewin gives you unfreeze, change, refreeze and immediately exposes the commonest failure, which is a change never refrozen because the next initiative arrived first. Kotter's eight steps are useful if the failure was upstream, in urgency or coalition. The ADKAR model is the one to reach for if individuals rather than the organisation were the sticking point. On stakeholders, the question is whether the people who would have to live with the change were consulted before the decision or informed after it, and what that predicted. A frontline nurse on the selection committee is a different organisation from one where the first anyone heard was a go-live date. Say which yours was, and the correlation the prompt asks for writes itself. Apply the model to the events rather than summarising it, since a summary of Lewin is available to every other post on the board.