I would like to discuss the digital HIS transformation plan in our organization. I think I can use the ADKAR model for the system change.
When I thought about the need for system change, I focused on convincing only the senior management team and our HSS members, not the other staff.
However, I realized that the success of digital HIS system depends on the efforts and active participation of regional and field staff. So, their awareness and desire are also important. Now, we are planning to provide training for HIS staff and health post staff, including hand-on training.
Since the ADKAR should proceed sequentially, I will convince them of why we need to change the system and motivate them.
Awareness – I will explain them of the necessity of digital HIS transformation. (to reduce reporting delays due to logistical constraints, to make real-time data-driven decisions and resource allocation like current malaria incidence, to monitor the adherence of clinical guideline and training needs, etc..)
Desire – When they understand the benefits and necessity of the system, we would motivate them by showing how the system will reduce their workload, smoothen the workflow, enhance the visibility and impact of their work and how they will be part of the data-driven decision-making process.
Knowledge – We are planning to give hand-on training of the software usage
Ability – After the training, pilot testing will be done for 3 months, so that they have confidence to fully deploy the system.
Reinforcement – We will support them with continuous coaching and reward mechanisms, gather feedback from the user and modify the system accordingly.
In summary, we overlooked the awareness and desire among staff and the change was not planned according to ADKAR. But now, by considering and inclusion of all ADKAR stages sequentially, our digital HIS transformation has a greater chance of success.
