Abstract
Change is a learning process modeling the attitudes and values of the involved staff to adapt and show the change in daily work life. Leading the change in medical schools or in the health care system is considered one of the assignments of successful leadership that can achieve an effective organizational change under complex conditions. This review aims to show an implementation view about how to manage the change in medical institutions and how to overcome obstacles, and how to face the challenges. The resistance to change represents a major obstacle to the change process in any medical school or health care system. Thus, it should address this resistance by creating a suitable climate for carrying out the change based on a flexible strategy that may be translated into practical steps during the implementation. Moreover, the change should be institutionalized wherein new behaviors are persisting and generalizing in the medical school or the health care system as a result of the change application. In addition, the successful management of change in any medical school or system requires a well-functioning and efficient management system for achieving the intended results. Therefore, many benefits may be gained as a result of the success of a change process in any organization wherein it improves the effectiveness and efficiency of organizational and staff performance besides creating an opportunity for getting the best practices.
Highlights
Any innovation in medical education or change in the applied traditional learning methods in medical schools usually faces resistance from the involved staff members whatever because of the old tough beliefs or to get used to the old and the familiar rejecting all that is new just because it is new only
This study indicated that communicating short and long-term wins to different stakeholders was one of the major factors that contribute to the success of the medical educational change [21]
Leading change is a process for making significant improvements in medical institutions
Summary
Any innovation in medical education or change in the applied traditional learning methods in medical schools usually faces resistance from the involved staff members whatever because of the old tough beliefs or to get used to the old and the familiar rejecting all that is new just because it is new only. The leader and the involved stakeholders should recognize some key change beliefs that motivate and support the change efforts to achieve successful sustainable organizational change. It should there is an urgent necessity need for the change because of the discrepancy between the current state of medical school or health care system and what it should be. This review will present an implementation view about change management in medical institutions and how to overcome obstacles, and how to face the challenges
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