Reddin's theory of change is a seven-step technique that can be used by nurses to bring about change. The seven steps are diagnosis, mutual setting of goals, group emphasis, maximum information, discussion of implementation, use of ceremony and ritual and resistance interpretation. This theory has a participatory element to it.

Step 1

Observe the environment and diagnose the problem.

Step 2

Invite all nurses and anyone who will be affected by the change to a meeting. Discuss what the problem is and why there is a need for change. Solicit their ideas on the best way to initiate a change so that all parties who will be affected will be satisfied with the direction of the change project.

Step 3

Lay great emphasis on the fact that the change project will be implemented by all affected parties. When everyone is involved, there is less resistance to change and more momentum in moving it forward.

Step 4

Provide as much information as possible to the nurses being affected by the change project. This keeps them involved with and informed of what's going on. It reduces uncertainty and the development of resistance.

Step 5

Create a plan for the implementation of the planned change. Discuss this plan with the nurses and staff who will be affected by it. Let them know the stages involved, the expected milestones, how much it will cost and assistance that will be needed from them. Gather resources and put the plan into action.

Step 6

Study the culture of your environment. Apply any existing ceremonies in the environment to further keep the nurses and staff involved in the change process. For example, if giving awards for excellence is a tradition, then periodically give awards to those who show excellence in contributing to the change process.

Step 7

Check for resistance to change. After implementation of change, check to see if everyone is complying with the new processes. If a certain number of people still are resistant, work with them to help them gain acceptance of the instituted change.