This article describes the application of a systematic approach to training needs analysis prior to a major change in practice. The authors suggest that such a systematic approach is a central component in the successful management of change

Investing time and resources to include people in the process of change is a central feature of change management. Providing those who will be affected by change with the opportunity to voice their opinions and enabling them to develop a sense of ownership (Bumes Bolton et al 1992), can help to secure the success of new initiatives (Parsley and Corrigan 1994). Unplanned and unstructured attempts at introducing change into practice can result in failure. For example, the introduction of the nursing process during the 1970s generated significant resistance from nurses at that time. According to Andrews (1993), the lack of an implementation strategy was one of the significant factors that influenced the profession's reaction to this major initiative.