title: A field guide to real-time culture change: just "rolling out" a training program won't cut it.
abstract: Presented as a representative case of how to handle the disruptive behaviors of professionals in healthcare, this article describes the strategies of a systems approach with a five-phase model for culture change. The "large-scale, real-time" culture change process, based on our own evidence-based research on toxic behaviors and the research of others, has been demonstrated to be more effective than one-on-one feedback to change these behaviors. The real-time approach has been applied to other organizational situations--strategy formulation, change management, or service improvement--with more sustainable effects than simply training alone. This article will help your organization with four outcomes: understanding the rationale for a five-phase model for cultural change, describing the advantages of a real-time versus nonreal-time approach to change, identifying the how-to's for application within a systems approach, and articulating a clear evaluation process to sustain successful organizational culture change.
authors.forename: Mitchell
authors.initials: M
authors.lastname: Kusy
authors.forename: Elizabeth L
authors.initials: EL
authors.lastname: Holloway
mesh_terms: D000465:Algorithms; D019958:Attention Deficit and Disruptive Behavior Disorders / Q000517:prevention & control* / Q000523:psychology; D003299:Cooperative Behavior; D003657:Decision Making; D055317:Evidence-Based Practice; D006801:Humans; D007318:Inservice Training / Q000458:organization & administration*; D033183:Interdisciplinary Communication; D007400:Interprofessional Relations; D007857:Leadership; D015279:Organizational Culture; D010559:Personnel Management / Q000379:methods*; D010815:Physician Impairment / Q000523:psychology; D011216:Practice Management, Medical / Q000458:organization & administration*; D011340:Problem Solving; D012985:Software Design