That's culture management. Communication, shared common perspective of future goals and new practices reproduced recursively can shape a performance based culture.

Be open and transparent about the “why” that is driving the need for change. And then get all stakeholders involved in developing the solution. Also acknowledge that all change whether large or small is disruptive and that there will be a period of uncertainty and discomfort as the team implements the new process. Then keep focused on the end goal or objectives which is better access and experience for the patient and the care providers and a sustainable economic model for the enterprise.

To overcome resistance, acknowledge staff members' concerns by listening actively and showing empathy. Share the benefits of the streamlined process, emphasizing how it will make their work more efficient and less stressful. Transparency. Encourage their input and reassure them that their feedback is valuable, helping create a solution that works for everyone. Focus on collaboration, not just change.

To create a common goal you need to compromise: people in your team need to feel they contributed to the "goal definition", not just the "goal achievement". They have to feel some kind of ownership, so they need to be at the origin spot. Having done that, then you need to set a reference term for the team: you are the reference but that needs to be set in a clear way and your team trust is the success measure. Training, support, validation and optimization can only be effective in a trusting environment.

Open communication with staff. Support and help where they need. Ask them ideas what they are thinking and how they can be more productive and respect their ideas.