About the author: Kira Duglass is a master in Literature at Ohio University. She is currently working as one of the best writers at custom argumentative essay writing service She also studies male psychology.

A nurse leader is a driver of change in the healthcare environment. For example, Holm and Severinsson (2014) explain that for one to be considered a nurse leader, he or she must demonstrate the ability to acquire and apply nursing knowledge in the healthcare environment appropriately. Therefore, a nurse leader committed to obtaining more information about changes stands a better chance of being knowledgeable about the importance of such transformations. Consequently, the role of such a nurse is to educate other employees on the relevance of change and convince them to embrace it to improve nursing care delivery.

The charge nurse has been used to the style of reporting shifts, and she is unaware of effects of reporting. For example, from the case, she says that there is no need to adjust what is unbroken. Furthermore, the nurse states that she has been working in the unit long enough to understand that the change is unnecessary. These assertions indicate that she has not taken enough time with staff nurses to understand negative effects of the hand-over style. The lack of awareness is the root of her resistance.

The most appropriate step to take to lower resistance is to use formal communication to inform the charge nurse about complaints of nurses about the end of shift reporting. Wallis (2012) argues that the possession of enough knowledge is one of the effective ways of facilitating behavior change. Thus, this approach will inform her of the significance of the change and help her embrace it.

Two questions are necessary before implementing the change. The first one is about the benefit that it will bring to nurses. The second question is about the advantage of the change to patients. The satisfaction of nurses and patients will improve the working environment and further enhance healthcare delivery.

Derek should circulate memos on the importance of evidence-based practice to facilitate the participation of nurses in the web-based journal club. Notably, he had told about it them earlier, but the style of communication did not influence nurses to attend the club meeting. According to Wallis (2012), if nurses understand the usefulness of change, they are likely to participate in it. Therefore, formal communication can contribute immensely to involving them in the web-based journal club.

Derek is persistent in implementing the change because, according to the case study, he cares a lot about the community. Additionally, he thinks exchanging ideas about research evidence can facilitate its utilization in the healthcare environment. Evidently, translating evidence into practice has contributed immensely to the increased quality of healthcare delivery (Wallis, 2012). Accordingly, the value that Derek places on the community that prompts him to advocate for the improved quality of healthcare is the reason for his persistence in this type of change.

Derek used appropriate communication methods to inform nurses about the importance of utilizing evidence-based practice, which facilitated their participation. Additionally, educating them on ways of navigating the website could have increased the response rate. Holm and Severinsson (2014) contend that advanced knowledge increases the willingness of nurses to participate in change. Therefore, besides knowing the usefulness of evidence-based practice, they understood technicalities of using the website, which increased their response rate.

As a nurse leader, I would communicate to nurses formally using a memo to attend a meeting that can improve their practice. Then, during attendance, I would talk about agendas for the meeting and the journal club and would ask nurses to participate by contributing their ideas. This approach would be worth my time and effort because the increased knowledge of nurses translates to the improved quality of care (Wallis, 2012). The most significant obstacle would be resistance to change on the part of nurses who are comfortable with providing care without updating their skills. However, encouraging many members of the staff to share ideas can solve the problem because many of them will develop willingness to participate in the process.