AI as a Tool: Supporting Nurse Transition to Leadership Role

This report critically analyzes the efficacy of appreciative inquiry (AI) as a transition tool to guide new healthcare staff transitioning from a theatre nurse position in a public hospital to an operating room leader role in a private setting, specifically The Western Private Hospital. It emphasizes the complexities of professional transitions in medical settings and how AI, as a transformational change management technique, encourages engagement, organizational learning, and positive institutional change. The report details the AI model's principles, including positive principles, simultaneity, constructivist, anticipation, and the poetic domains, and presents the 4D cycle (Discovery, Dream, Design, Deliver) as a practical framework. An action plan is outlined, applying the 4D cycle to facilitate a nurse's transition at The Western Private Hospital over eight months. The report also discusses the efficacy of the AI model in fostering inter-professional collaborations, knowledge exchange, and positive organizational change. Finally, it highlights lessons learned from leading the change program, emphasizing the importance of collaboration, effective communication, and building an inclusive environment. Desklib provides students access to similar solved assignments and study resources.

Work Transition from Theatre Nurse in Public
Hospital to Operating Room Lead Role:
Application of Appreciative Inquiry as a Tool to
help New Staff at The Western Private Hospital In
the Change Process
Name
Institution

Introduction
Professional transition in medical settings reveals
multiple complexities and takes place as a non linear
process (Lewis, Passmore and Cantore, 2016).
As a consequence, the affected healthcare professionals
are faced with the obligation of adapting to the changes
put in place while availing their clients with high quality
and ethical services.
The current study undertakes a critical analysis of the
efficacy of appreciative inquiry (AI) as a transition tool
used to guide new healthcare staff transitioning from
theatre nurse position in public hospitals to the position
of operating room leader in private settings.

Appreciative Inquiry
AI is a transformational change management
technique aimed at facilitating professional transitions
by encouraging engagement, organizational learning
and positive institutional change.
According to Lewis et al. (2016), AI is an innovative
technique that embraces a social constructionist
perspective in fostering workplace transitions through
application of gratitude, positive dialogue and
affirmation.
AI seeks to establish crucial institutional aspects such
as the source of continuity to the living systems, while
appreciating the best in the workforce and the firm.

Appreciative Inquiry Ctd..
As the standards upheld by the
nursing profession undergo
transformations, caregivers dealing
with surgical patients continue to
seek for workplace environments
that avail effective ties and positive
rewards; an aspect that explains the
increasing levels of transition from
the public sector to the private

The AI Model
The AI model applies positive principles,
simultaneity, constructivist, anticipation and the
poetic domains as its underpinning principles (Lewis
et al., 2016).
The constructionist approach of the AI model
postulates that institutional destiny and human
knowledge are closely related.
◦Therefore, leaders need to gain a proper understanding of
their team members before initiating changes.
The simultaneity construct appreciates the fact that
inquiry and change take place in a concurrent
manner.
◦As a consequence, the transition process must be
accompanied with implicit questioning and dialogue
among the parties concerned.
◦Therefore, change starts immediately after the first
question is posed.

The AI Model Ctd…
The poetic perspective of the AI
model is based on the premise that
firms need to be open to continuous
interpretations since stories
undergo continuous evolution and
inventions.
◦Therefore, healthcare institutions are
faced with the obligation of using the
stories as sources of inspiration.
◦Positive dialogue forms an essential
part of the AI framework based on the
crucial role it plays in influencing
change (Branson, 2016).

The 4D Cycle
The appreciative inquiry model is
made up of four iterative stages
identified as;
 Discovery
 Dream
 Design
 Deliver

The 4D Cycle Ctd…
• Envisionin
g the
probable
results/
impacts
• Efforts to
empower, adjust,
and foster
learning
• Efforts
to
apprec
iate
the
best in
stakeh
olders
• Efforts to avail
the resources
aimed at
sustaining the
change process
Del
ive
r
Disco
very
Dre
am
Desi
gn
The 4D cycle of the appreciative inquiry
Appreciati
ve inquiry

Description of the
Situation
 The current study seeks to apply
the 4D cycle of the appreciative
inquiry model to a transition case at
the Western Private Hospital.
The Western Private Hospital is a
private health facility that adores
teamwork, ethics and operational
efficiency in offering its surgical
services among clients.
The AI model can be applied in
fostering work transition of a

Action Plan
The transitional action plan will be
implemented in 8 months based on the four
phases of the AI’s 4D cycle as described
below
Phase 1: Discovery Stage (first 2 months)
◦The discovery phase will be implemented within
the first two months.
◦In this stage, the management of the Western
Private Hospital will be faced with the obligation of
ensuring that the transitioning nurse's points of
preference are appreciated and valued.
◦The management could achieve this through
establishment of a positive working environment
and incorporation of effective communicational
strategies.

Action Plan Ctd…
Dream Phase (two months)
◦The dream stage will be implemented
in a period of two months.
◦The Western Private Hospital’s
administration will be faced with the
role eliciting insights into the transiting
practitioner’s endeavors by generating
affirmative stories and emphasizing on
previous achievements.
◦Such explorations will be adopted by
the transitioning nurse in envisioning
the desired work scenarios.

Action Plan
Design phase
◦The design phase will take place in a period of
1 month.
◦The major aim of this stage will be to foster
collaborative initiatives aimed at constructing
the desired ideal workplace environment.
◦In this phase, the practitioner will collaborate
with the institution in order to establish a
positive workplace.
Delivery phase
◦The delivery phase will be initiated in a period
of three months.
◦The collaborative teams set in the initial phases
will work at sustaining the desired future.