Please respond to the following post with one reference cited within the last five years:

For the most part, I feel that my proposed implementation for my project will be welcomed by most nurses within my unit. My staff wants to be able to help ensure that the patients preferences towards the end are honored and as a leader, I need to help them achieve this. Staff often struggle on how to properly communicate end of life and advance care planning conversations. With proper education and training, my goal is to make these conversations less burdensome with more of a “next step in goals of care” type of attitude. Dealing with cancer patients is emotionally draining at times, but it can also give staff a sense of reward as they help patients navigate their disease and guide them towards decision making.

After a thorough assessment on the readiness of my staff and my facility, one strategy that I think will sustain a level of readiness is to prove that the implementation will be useful. With the assessment, I will be able to identify what areas need more focus training (Smith, 2021). Formulating change and initiating something new in an organized fashion will make the process a smooth transition. To prove this to staff, I will ensure that the most current evidence based practice is mentioned when education and training are initiated.

Smith, C. (2021). A 5-Step Guide to Improving Organizational Change Readiness. Change Management. https://change.walkme.com/organizational-change-readiness/