For this section, look to the literature and describe one or more change theories that would help to develop an interdisciplinary solution to the identified issue. Also, you should briefly note the relevance and credibility of the sources that you cite.

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Interview and Interdisciplinary Issue Identification

Interview Summary

Summarize your interview in this section. Be sure to relate concise information about:

· the health care organization that was discussed in the interview.

· the interviewee’s role and duties.

· the relevant issues at the organization.

· any relevant comments on the actions taken by the organization or leadership previously and their effectiveness.

· the organizational culture related to collaboration.

· any relevant collaboration or interdisciplinary team experience you interviewee has had.

The goal of this section is to convey what was discussed at the interview and identify an issue to pursue throughout the rest of this assessment (and future assessments in this course), as well as have enough information to relate theories, strategies, and approaches to the situation at the organization.

Issue Identification

Identify the issue from the interview for which you consider an evidence-based interdisciplinary approach appropriate. Provide one or more specific reasons why an interdisciplinary approach would be appropriate for the issue.

Change Theories That Could Lead to an Interdisciplinary Solution

For this section, look to the literature and describe one or more change theories that would help to develop an interdisciplinary solution to the identified issue. Also, you should briefly note the relevance and credibility of the sources that you cite.

Another way to think through this section is:

· What is the change theory?

· How could it help create an interdisciplinary solution?

· How relevant is the theory to the specific identified issue?

· How credible is the source?

Leadership Strategies That Could Lead to an Interdisciplinary Solution

This section is similar to the previous one, except you will be looking to the literature to help you describe one or more leadership strategy that would help you develop an interdisciplinary solution to the identified issue. Also, you should briefly note the relevance and credibility of the sources that you cite.

Another way to think through this section is:

· What is the leadership strategy?

· How could it help create an interdisciplinary solution?

· How relevant is the strategy to the specific identified issue?

· How credible is the source?

Collaboration Approaches for Interdisciplinary Teams

Again, this section will be similar to the previous once, except that the focus will be on collaboration approaches. Depending on whether or not your interviewee’s organization uses interdisciplinary teams frequently, your focus in this section may be on how to establish interdisciplinary teams and a collaborative foundation or how to improve the collaboration within an already established teams. You should also briefly note the relevance and credibility of the sources that you cite.

Another way to think through this section is:

· What is the leadership approach?

· How could it help establish or improve collaboration?

· How relevant is the approach to the specific identified issue?

· How credible is the source?

 

References

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One prominent change theory often used in various fields is Lewin’s Change Model. This model, developed by Kurt Lewin in the 1940s, is widely recognized for its simplicity and effectiveness in guiding organizational and interdisciplinary change processes.

Lewin’s Change Model:

Description:

Lewin’s Change Model consists of three main stages: unfreezing, changing, and refreezing. These stages are relevant in addressing a wide range of issues and have been applied in interdisciplinary contexts successfully.

  1. Unfreezing: In this stage, the existing state of affairs is disrupted to create awareness and readiness for change. This involves breaking down the current mindset, beliefs, and practices that are contributing to the identified issue. Interdisciplinary teams can use this stage to establish a shared understanding of the problem, the need for change, and the potential benefits.
  2. Changing: Once the existing state is unfrozen, interdisciplinary teams can introduce and implement new practices, processes, or interventions aimed at addressing the identified issue. This stage involves collaboration and innovation from multiple disciplines to develop and test solutions. Interdisciplinary collaboration is particularly valuable in this stage as it brings diverse perspectives and expertise to the change effort.
  3. Refreezing: After the changes have been implemented successfully, the focus shifts to stabilizing and reinforcing the new state. Interdisciplinary teams need to ensure that the changes become ingrained in the organization’s culture or the interdisciplinary approach’s framework. This stage involves continuous monitoring, feedback, and adjustments to sustain the interdisciplinary solution.

Relevance and Credibility of Sources:

Lewin’s Change Model is a well-established and widely used framework for managing change in various settings, including interdisciplinary contexts. The model’s credibility is bolstered by its historical significance and continued application in diverse fields such as psychology, business, healthcare, and education. It is supported by numerous scholarly articles, books, and case studies that demonstrate its effectiveness in facilitating change.

When citing sources related to Lewin’s Change Model, it is advisable to refer to reputable academic journals, books authored by organizational change experts, and empirical studies that have applied the model to interdisciplinary problem-solving efforts. Additionally, sources that provide practical guidance on applying the model in interdisciplinary settings can be highly valuable for those seeking to develop interdisciplinary solutions to complex issues.

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