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Anderson In your peer responses, offer suggestions and other thoughts for your colleagues to consider. 1, Responds to this post in half a page use different reference to response please Projects fail for many reasons. The goal of this project is to improve your population’s health outcomes. Describe the threat to your project at your selected site that you are most concerned about. What are some possible ways to prevent this threat at your site? Who, from your project team, can help you manage this threat? Please cite your texts in your response. The greatest threat that I have assessed to the success of this project is the readiness of the frontline leaders to receive development (Saxena et al., 2018). There are several reasons why this threat exists including, a long-lived practice of promoting clinical experts into leadership positions without formal development plans. This practice typically creates “crisis” managers who don’t understand the value of leading over managing (McGarity et al., 2020). In assessing the need for this project, certain behaviors have become evident. Two of the ICU managers have adopted “protect and defend” behaviors. These behaviors can be the result of a transactional culture that drives performance by reward and punishment tactics to gain results (Kalsoom et al., 2018). A pre-assessment of leader competencies should reveal some of the behaviors and skill gaps for all frontline leaders participating in this project. The results of this assessment will assist in identifying focus points for the formal leadership development plan (Keating et al., 2014). Nursing Practice Development (NPD) leaders will be assisting in the assessment and development of the implementation plan. While it is understood that not all of the details of your project plan have been determined, please consider the general ideas that you have and information about your site. For instance, if your project plan includes staff nurses, and you know that your site has a high rate of nurse turnover, that is a potential threat to your project at your site. References Kalsoom, Z., Ali Khan, M., & Zubair, S. S. (2018). Impact of transactional leadership and transformational leadership on employee performance: A case of FMCG industry of pakistan. Industrial Engineering, 8(3), 23–30. Keating, K., Rosch, D., & Burgoon, L. (2014). Developmental readiness for leadership: The differential effects of leadership courses on creating “ready, willing, and able” leaders. Journal of Leadership Education, 13(3), 1–16. McGarity, T., Reed, C., Monahan, L., & Zhao, M. (2020). Innovative frontline nurse leader professional development program. Journal for Nurses in Professional Development, 36(5), 277–282. Saxena, A., Desanghere, L., & Suryavanshi, P. (2018). Developmental readiness and leadership development in medicine. BMJ Leader, 2(2), 71–75. In your peer responses, offer suggestions and other thoughts for your colleagues to consider. 2 , Responds to this post in half a page use different reference to response please ANITA Describe the threat to your project at your selected site that you are most concerned about. What are some possible ways to prevent this threat at your site? Who, from your project team, can help you manage this threat? Please cite your texts in your response. A potential threat to my project is resistance to change. This can emanate from perceived possible threats. As DuBose et al. (2020) insinuate, people prefer stability and comfort over the change in their personal and professional lives. Although it is easier to live in the comfort zone, change happens and is always something that needs to be handled. Resistance to change may be preceded by mistrust, poor communication, fear, and poor timing (DuBose et al., 2020; Harris et al., 2020). My project idea is concerned with improving depression screening practices at a primary care facility. Staff at the facility hardly screen patients for depression, thus missing opportunities for timely identification and management of depression cases. There is a possibility that some staff may not welcome the change in practice citing challenges such as lack of time for screening or lack of knowledge regarding resources for treatment referrals. In addition, others may feel that the change is not quite important considering that the facility is a primary care facility and not a mental health institution. While assessing the need for the project, it emerged that there is a lot of focus on physical health, with little attention being paid to the mental and emotional wellbeing of the clients seeking care at the facility. The potential threat will be prevented using effective leadership. According to DuBose et al. (2020), nurses adequately prepared with knowledge in resistance, including the antecedents and attributes can reduce the potential adverse effects of resistance to change and have a powerful impact on change adoption. A participatory leadership style where the project leader will involve the stakeholders in the decision-making process will be employed. Project stakeholders, including nurses, psychiatrists, physicians, social care workers, and other providers working at the hospital will be involved in the consultative meetings regarding project implementation. Involving them is critical in gaining acceptance from key stakeholders at the facility. The nurses and physicians will be using the proposed protocol for depression screening. A compelling message regarding why the current ways of doing things cannot continue will be developed (Harris et al., 2020). The problem of low depression screening rates and impact on care provision will be explained. The stakeholders will be encouraged to ask questions and express any concerns they may have regarding the project to be effectively addressed to increase the likelihood of successful implementation. References DuBose, B. M., & Mayo, A. M. (2020). Resistance to change: A concept analysis. In Nursing Forum, 55(4), 631-636. Harris, J. L., Roussel, Dearman, C., & Thomas, P. L. (2020). Project planning and management: A guide for nurses and interprofessional teams (3rd ed.). Jones and Bartlett.