Tackling a new electronic documentation system along with a nursing language can be a daunting task for any agency.
Having the knowledge that, in the long run, an electronic documentation system will be beneficial for your agency is just not enough.
Is switching documentation systems insurmountable? Absolutely not!
Successful implementations require thought, planning and foresight by an agency.
By carefully planning out your EHR implementation you can exponentially increase the likelihood that your users will be successful.
Stay tuned over the next couple of weeks as I divulge some secrets and lessons learned for a successful implementation of your new documentation system.
Secret #1: Create a Dynamic Implementation Team
Don’t overestimate the power of the right team!
One person cannot expect to organize, plan and teach an agency through a new documentation system. That’s asking for failure.
Instead divide and conquer and use your agencies various assets to get those assignments accomplished.
You will need to look at your agency and make those decisions on who would best serve your team.
Here are some traits to look for:
- Those who embrace change
- Those familiar and comfortable with computers
- An Omaha System guru is always a good addition
- The newest and oldest staff members
- A wide variety of skills:
- Administrative Assistants
- IT Staff
- Potential resistors
Now, you might be thinking that all of these make sense except for the last one.
Do we really want to bring on a resistor?
Resistors are a great asset.
What better source could you have to reveal what you’re up against than someone who does not want a new documentation system?
As a team, you can work together towards finding solutions to concerns, right off the bat.
Imagine the benefits to changing the mind of the resistor: you can bet that resistor has friends, and they are far more likely to listen to the resistor than to you.
He can go back and spread the good news of how this system truly is going to work for everyone.
Secret #2: Identify Your Weakest Link.
It is essential that you indentify those people in your agency that might be your weakest links.
I know it might sound harsh, but you must identify those people that may need more one-on-one attention for your implementation to keep up a steady forward pace.
This doesn’t mean that we are only looking for “problem children.”
Some staff might have difficulty with computer competency skills.
Others include those staff that have always charted a certain way and “since I am close to retiring why learn something new?”
I can see you all nodding your heads as you pin point just those people.
Warning: Resistors can be supervisors as well.
The last thing you want is for those who are struggling to create additional resistors. Resistors can poison implementations.
Identifying the problem and finding a solution early on, can help make your transition smooth.
Once you have identified certain staff members needing additional assistance, make a plan
Mentors could be your most powerful tool. Along with weakest links, you have certain staff who you might call your “all stars”.
Pair your all stars with your weakest links.
That way instruction and guidance is on a peer-to-peer level and will be better received.
Check back later this week to read about more Secrets to Successful Implementation