Advanced Physiologic Wearable Sensors in Military

Introduction

The use of advanced physiologic wearable sensors has the potential to revolutionize the military’s approach to soldier health and performance monitoring. This proposed change involves the implementation of new technology that would enable real-time tracking of a soldier’s physiological data, including heart rate, hydration levels, and core body temperature, among other factors (Beckner et al., 2022). This information could be used to optimize training, improve individual and team performance, and enhance overall readiness (Friedl, 2018). To successfully implement this change within the organization, it is essential to follow a structured approach that ensures the necessary buy-in from all stakeholders and addresses any potential resistance to the change (Holmberg & Alvinius, 2019). The 17-step process provides a comprehensive framework for change management, from initial communication to ongoing monitoring and adjustment. By following this process, the change leader and agents can build support for the change, create early adopters, and ultimately achieve enterprise-wide transformation (Leadership in a Joint Environment: Change Management, n.d.). This work will discuss the potential benefits of this technology, the implementation process, and the critical steps involved in ensuring success. Additionally, the paper will analyze the plan’s potential risks and weak points and offer recommendations for mitigating these risks.

Implementation of the 17 Steps at The Organization

I would integrate the sophisticated physiologic wearable sensors in the military utilizing the 17-step procedure as the project lead and change manager. This procedure offers a framework for carrying out organizational change, and it would aid in making sure the switch to the new technology is as seamless and efficient as feasible.

Warning Order

By explaining the necessity of the new technology and its advantages, I would start preparing the company for the impending transition at this stage. I would convey this information to the organization’s top leadership, the Change Leader, and the larger organization via internal communication channels. Building knowledge of the need for change and gaining early support for the initiative are the goals of this stage.

Communicate the Details

At this phase, I would explain the project’s specifics, such as the timetable and anticipated results. Furthermore, I would stress the urgency with which the business must move to incorporate the new technology. Along with the Change Leader, I would ensure that this knowledge is conveyed to the rest of the company in a clear, concise, and understandable manner.

Address Initial Concerns

In this phase, I would listen to the concerns of organizational stakeholders and resolve any early opposition to the change. I would collaborate closely with Change Agents to identify possible issues and find solutions. I would also convey the advantages of the new technology and dispel any misconceptions or false information that may be spreading inside the firm.

Identify Change Project lead/Change Manager

As the project leader and change manager, I would be responsible for directing and coordinating the team’s work. I would collaborate closely with the Change Leader to ensure the project is consistent with the organization’s overarching strategy and goals.

Identify Change Agents

At this phase, I would find change agents in the company who could help spread the word about the new technology and persuade others to use it. These change agents may be people or groups passionate about the project and may assist in building momentum and support inside the company.

Create Early Adopters

As the Project Lead/Change Manager, we should create Early Adopters to test the Advanced Physiologic Wearable Sensors and provide feedback. I will ensure that Early Adopters receive proper training and support to ensure they are comfortable with the new technology. Additionally, I will work with the team to identify short-term wins demonstrating the new technology’s benefits.

Communicate the Vision and Short-Term Success

In this step, I would communicate the vision for the project and the short-term successes we have achieved. I would work with the Change Leader to develop a communication strategy that highlights the benefits of the new technology and the progress that we have made toward achieving our goals.

Unfreeze/Break

I will work with change agents to initiate the change process. This will create a sense of urgency, encourage participation, and build momentum. I will also identify any obstacles or resistance to change and address them accordingly. The broad-based action will involve developing a plan to implement the change, identifying the resources required, and creating a timeline for the change process.

Anticipate Setbacks

As the Project Lead/Change Manager, I will work closely with the Change Agents to predict setbacks and make a backup plan to deal with them. I know that the Early Adopters will be very important in giving feedback and pointing out problems that might come up during the change project’s implementation. So, I’ll work with the Early Adopters to come up with solutions and plans to deal with any problems that may come up.

Address Concerns

I will address any concerns that stakeholders bring up and offer ways to deal with the problems. I will work with the agents of change to figure out what the real problem is and come up with a good solution. I will tell the people who need to know about the solution and ensure they are happy with it.

Change

I will work with the change agents to make the change happen across the company. This will require making the change in stages and ensuring everyone involved is on board. I will also ensure that the change fits in with the goals and vision of our organization. I will let everyone involved know how important the change is, give them training, and help ensure it goes well. I will monitor how the change is going and make any changes to the plan needed to ensure the transition goes smoothly.

Tweak the Process

Here I will work with the change agents to monitor the change process and make necessary adjustments to ensure the project’s success. Similarly, I will review feedback from stakeholders, evaluate the change project’s progress, and make any necessary adjustments to ensure the change project’s success.

Refreeze

Once the change has been successfully implemented, I will work with the change agents to solidify it and ensure it becomes part of the organization’s culture.

Probationary Period

I will monitor the change project’s progress during probation and ensure the change remains successful. Additionally, I will work with the change agents to train stakeholders and ensure they have the necessary resources to maintain the change’s success.

Make Change Permanent Policy

I will work with management to turn the modification into a long-term rule. I will keep track of the progress of the transformation initiative and give the leadership team a thorough report. I will also convey its success to ensure that all stakeholders know the change project’s beneficial effects.

Communicate the Policy

I will communicate the new policy to all organizational stakeholders in this step. This will involve developing a communication plan that highlights the benefits of the new policy and how it aligns with the organization’s vision and objectives. The project lead will also train stakeholders to understand the new policy.

Monitor and Adjust as Necessary

The project lead will monitor the new policy and make necessary adjustments to ensure its continued success. This will involve reviewing feedback from stakeholders, evaluating the policy’s effectiveness, and making necessary changes to ensure the policy’s success.

As the Project Lead/Change Manager, I will work closely with the Change Leader, Change Agents, and Early Adopters to evaluate the effectiveness of the new capability proposal. This evaluation will involve regular stakeholder feedback to ensure the change has been successfully implemented and achieves its intended results. I will also regularly review the implementation process to ensure it runs smoothly and identify any areas needing adjustment. I will work with the Change Leader to establish a system for continually monitoring and evaluating the new capability proposal’s success. We will identify key performance indicators (KPIs) to measure the effectiveness of the new process, such as the number of successful pilot tests, the adoption rate among soldiers, and improvements in performance and safety metrics. These KPIs will enable us to monitor the change and make any necessary adjustments to ensure its success.

Analysis of the Success of the Change

Implementing Advanced Physiologic Wearable Sensors in the military organization presents several risks and weak points in the plan. One major concern is the likelihood of opposition from some parties, such as the military, who may be reluctant to embrace the new system (Kotter, 2009). Another risk is the potential for technological difficulties, including compatibility problems or data breaches, during the installation phase (Friedl, 2018). Furthermore, the expense of acquiring and maintaining the new wearable sensors might place a heavy financial load on the company.

The Project Lead/Change Manager should collaborate closely with the Change Leader, Change Agents, and Early Adopters to reduce change management failures. To create a thorough communication and education strategy to ensure that all relevant parties know the new system’s advantages (Kotter, 2009). The instruction plan should also include measures to alleviate worries and assist soldiers reluctant to use the new equipment. Another crucial step is working with the organization’s IT division to ensure the new system is compatible with the current infrastructure and security regulations. Setting up a system for continuing maintenance and support is essential to guarantee that the wearable sensors are operating properly and that data is safe.

Conclusion

The implementation of advanced physiologic wearable sensors in the military has the potential to revolutionize the way soldiers’ health and performance are monitored. This change will require a structured approach that involves communication, collaboration, and leadership at all levels of the organization. By following the 17-step process, the change leader and agents can build support for the change, create early adopters, and ultimately achieve enterprise-wide transformation. However, implementing new technology in an established organization has potential risks and challenges. The organization can successfully implement the use of advanced physiologic wearable sensors and reap a number of benefits, including improved performance, increased readiness, and decreased risk of injury or illness, by carefully following the 17-step process and remaining alert to potential obstacles.

References

Beckner, M. E., Main, L., Tait, J. L., Martin, B. J., Conkright, W. R., & Nindl, B. C. (2022). Circulating biomarkers associated with performance and resilience during military operational stress. European Journal of Sport Science, 22(1), 72-86. Web.

Friedl, K. E. (2018). Military applications of soldier physiological monitoring. Journal of science and medicine in sport, 21(11), 1147-1153. Web.

Holmberg, A., & Alvinius, A. (2019). How pressure for change challenges military organizational characteristics. Defence Studies, 19(2), 130-148. Web.

Kotter, J. P. (2009). Leading change: Why transformation efforts fail. The Principles and Practice of Change, 113-123. Web.

Leadership in a Joint Environment: Change Management. (n.d.). Lecture.