Practice Change helps you and your team take action on your goal to practice in a more person-centered way using the Ida tools. Use Practice Change to select what you want to focus on, create a concrete action plan, and monitor progress.
Everything you need to run Practice Change including the process, monitoring your progress, and evaluating your long-term success.
Watch the five steps of the Practice Change process
Choose an Ida tool to help you implement person-centered care in your practice. Ask all participants to try it out with two appointments. Share how it went. Note what helped you use the tool and what hindered you. These experiences from the clinic will become the basis for your action plan.
Review the list of “what helps” and “what hinders” and arrive at ideas of what could help you overcome hindrances. This prevents the process from getting bogged down in negativity and problems, and instead helps the team remain positive and see what is possible.
Select five to eight points from the “what helps” list by voting. These will become the team’s focus points for integrating the Ida counseling tools for PCC into your clinic. This bottom-up approach engages participant’s investment in the process and outcome.
Decide what concrete action steps your team will take to better implement the Ida tools for PCC. It is key for the team to agree on the things you want to focus on. Involving people in decisions about their roles and responsibilities helps motivate them to make change happen.
Visualize how the agreed upon action steps will make your clinic more person-centered. Creating shared ideas of what the future will be like creates enthusiasm for the process and keeps the team focused on the goal.
Monitor and evaluate your progress
Two to three weeks after creating your action plan, assess the short-term progress made. It is best-practice to regularly monitor and adapt your process to ensure it as effective as possible.
Six months after enacting your action plan, check that action steps are creating the change your group wants. Evaluation is important to ensure you remain on track.
Get the most out of your Change Guide process by taking an appreciative approach throughout the process
Gather the anonymous opinions of each team member to identify quick wins to make your vision a reality and later, evaluate long-term progress