How do you want to run the group say every 3 months to start a new group?

TOPIC: Change Management: A support group for cannabis user in a forensic ward (To stop them using)

A 12000 words dissertation meeting the Learning Outcomes 1-6 below

Critically explore, analyse and evaluate the nature and organisation of their field of professional practice
Be self directed and be able to act autonomously in designing; developing and planning their dissertation
Demonstrate skill in evaluating the rigour and validity of research applicable to their dissertation
Extrapolate from existing research and scholarship to identify new or revised approaches to practice
Be innovative in formulating research problems/ practice development areas, locating and managing data and information, synthesising findings and drawing conclusions from the work.
Analyse change or research methodologies and develop a strategy/framework to support the future implementation of their proposal

This written assessment must be word-processed using Microsoft Word and presented in Arial Font size 11pt. Double-line spacing or 1.5 line spacing must be applied throughout the main text of this piece of work, with at least 3.5 cm margin to the left to allow for binding. Pages should be numbered, and each page of the assignment should have your university ID number in the header of each page. Each chapter must start on a new page. The main text of the assignment must be aligned to the left of the page. An accurate and consistent referencing approach must be undertaken in accordance with the guidelines outlined in the current referencing guide (using APA referencing style). The use of direct quotes should be avoided unless considered as being vital and integral to the discussion. Where undertaken, direct quotes must be presented appropriately, and page numbers must be cited with the reference.

NOTE THE ESSAY IS ABOUT CHANGE MANAGEMENT NOT Research Methodology. HOWEVER use the template below

Further Explanation

Talk about:

Change Theory

Planning for Change

Models of Change

Applying Change to Practice: considerations

So why do we need to change?

So what drives change / improvement? for example: national & local policy, resources available, research / evidence, good practice examples, staff and patient, attitudes & experiences, finances, organisation systems, structure etc…

key roles in the process for successful & sustained change:

Sponsor- having the authority to make the change happen, with control over resources; clear vision; identifying goals & outcomes

Implementer – implements the change and usually directly reports to the sponsor / manager, providing feedback on progress; important to listen, enquire & clarify at the start

Change Agent – a facilitator of change, who helps the sponsor & implementer to stay aligned, keeps the sponsor on board, gathers data, educates, advises, coaches etc…

Advocate – has an idea, is able to make the idea appealing, though needs a sponsor to make it happen; highly motivated

consider the impact of change on people; Remember

change has an emotional impact upon people

unresolved emotions if left unaddressed

period of grief towards loss of previous way of working

people may need an outlet to explore their feelings about a proposed change

group supervision may offer a solution during a transitional period

support staff to come to terms with the new way.

Focus on clinical effectiveness & clinical governance

Make use of Planning tools I.e SWOT, Lewin’s Force Field Analysis (A useful appendix, can be used to support the planning stage of any change. Allows practitioners to visualise the barriers and drivers to support change and put strategies in place to support these factors)

Make use of Models to explain your rationale

You need to include

Policies

Recent Research

Planning tool

Which model are you using I.e SWOT, Lewin’s 3 Stage Model

Hierarchy of evidence

Aims of findings

Relevance and meaning of the intervention agent

Theory behind the change

Who will act as change agent?

Who are the sponsor?