Which approach should a nurse leader take when dealing with an LPN resistant to change?

Dealing with resistance to change, especially in a healthcare setting, requires a thoughtful and supportive approach. Encouraging the LPN to confront their resistance and verbalize their feelings is effective because it fosters open communication. This allows the nurse leader to understand the root causes of the resistance, whether they stem from fear, misunderstanding, or previous experiences. Engaging the LPN in dialogue can facilitate a sense of inclusion in the change process, making them feel valued and heard.

This approach not only allows for the expression of concerns but also creates an opportunity for education and support. By addressing the feelings directly, the leader can help the LPN see the benefits of the change, clarify misconceptions, and potentially gain valuable insights into how the change can be implemented more effectively. A supportive environment where team members feel safe to express their concerns promotes teamwork and ultimately leads to a smoother transition when implementing changes.

In contrast, ignoring the LPN's concerns or providing mandated training may leave the underlying issues unaddressed, which can exacerbate resistance. Reassigning the LPN to another task might also discourage collaboration and could be seen as punitive, rather than supportive.