ABSTRACT: There are many reasons why a change in practice may need to be initiated. While the need for change may be explicit and essential, implementing new ways of working within an established team can be challenging and if mishandled may lead to high levels of stress among staff members. There are robust tools available to support the implementation of change in the workplace. This article does not seek to recommend any particular model to use, but aims to act as an introduction to elements of change management theory to encourage Veterinary Nurses to seek out information to support their practice.


Helen Ballantyne PG Dip BSc (Hons) RN RVN

After graduating with a degree in Pharmacology in 2002, Helen qualified as a Registered Veterinary Nurse in 2005. She began a nine-year stint as a locum nurse working nationally and internationally, developing experience in referral medicine and surgery, charity practice, emergency nursing and exotics. During this time she spent five years on the BVNA council in a variety of roles, culminating in her being awarded honorary membership in 2016.

In 2013 she qualified as a human- centred nurse; after two years working on intensive care, she moved to the transplant team supporting patients pre- and post-transplant. Currently she works at Addenbrookes Hospital, Cambridge on the Transplant High Dependency Unit.

Helen remains a Registered Veterinary Nurse and has developed a strong interest in the principles of One Health and chairs the Veterinary Nursing Futures One Health Committee. She regularly lectures and writes about concepts and ways of working that may be shared between the professions to support clinical and professional practice. Her first textbook, on Veterinary Nursing Care Plans, was published earlier this year: She is currently working on an MSc in Healthcare Management. Email: helen_ballantyne@yahoo.com

Keywords: Change management; change implementation; nursing process

To cite this article: Veterinary Nursing Journal • VOL 33 (11) • November 2018 pp305-308

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