HIM 685 Module 10 Reflection Example

Reviewed by Delia Ravenscroft, MSN, RN

This HIM 685 Module 10 Reflection sample looks at how an advanced course on exchange, standards and change changed one health information leader. It was written for SNHU HIM 685 (HIM-685), where the last module has MS Health Information Management candidates look back on how they lead. The composite writer leads health information at a 180-bed hospital in Hattiesburg, Mississippi, and confesses to having started the course thinking the statewide exchange was an interface project for IT. The entry describes three changes, asking where data live before judging any model, hearing resistance as a report on the plan rather than a flaw in people and promising staff only what the hospital can keep, and it ends with a commitment that gives the release-of-information team a real say over when the old workflow ends.

CourseHIM 685 Advanced Topics in HIM II
ModuleModule 10
Paper typegraduate reflection on learning to lead technical and organizational change
LengthAbout 340 words, 3 pages
FormatAPA 7 student paper
SchoolSouthern New Hampshire University
ProgramMS Health Information Management
UpdatedOctober 2026

Free sample paper for HIM 685 Module 10

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Module Ten Reflection

It Was Never an Interface Project

When the board approved the exchange, I filed it mentally under IT. My department would send some data, and the interface team would do the rest. By the end of this course I had written a data dictionary, a change plan and a promise to seven people about their jobs, and the interfaces were the easiest part.

What this page is doingA mistaken first assumption frames the entry.
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The first thing I learned is to ask where data live before I judge anything. Comparing centralized, federated and hybrid models forced me to see that our real exposure lay in our own patient identifiers and our own server, not in the exchange. Vest and Gamm (2010) wrote that exchange efforts keep stalling on barriers beyond technology, and I found that most of ours were inside our own walls.

The second is to hear resistance as a report. When our longest-serving specialist told me the project felt like being pushed out slowly, my instinct was to repeat my reassurance. Ford et al. (2008) argue that resistance often tells leaders something about their own plans and past behavior. What it told me was that nobody had shown her the new work, and that our hospital had broken a similar promise to coders two years ago.

The third is to promise only what we can keep. Kotter (1995) listed early celebration and thin communication among the classic ways transformations stall. I would add a third: promising more than a leader controls. I promised no job cuts only after the chief executive agreed to say it publicly and in writing. A promise that leadership later breaks costs more trust than no promise at all.

What this page is doingThree lessons are each anchored in a moment from the term.
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My commitment is that the mail and fax workflow will not end on my schedule. It will end when the release team, not only the measures, tells me they are ready. The skill I still need is patience with a pace I do not control, and I have asked our chief nursing officer, who led a long unit merger, to be my sounding board this year.

What this page is doingA commitment that shares control ends the entry.
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References

Ford, J. D., Ford, L. W., & D'Amelio, A. (2008). Resistance to change: The rest of the story. Academy of Management Review, 33(2), 362-377. https://doi.org/10.5465/amr.2008.31193235

Kotter, J. P. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 73(2), 59-67.

Vest, J. R., & Gamm, L. D. (2010). Health information exchange: Persistent challenges and new strategies. Journal of the American Medical Informatics Association, 17(3), 288-294. https://doi.org/10.1136/jamia.2010.003673

What the HIM 685 Module 10 instructions ask for

End HIM 685 with a brief look at how the term reshaped the way you lead technical and organizational change. A page usually suffices; cite in APA 7 only the readings that genuinely moved you. Instead of retracing the modules, choose two or three lessons and pin each to a specific moment, perhaps a model comparison, a dictionary entry or a conversation with a worried colleague. Name an assumption you started with that proved wrong. Close with a commitment that hands others real influence over the change, plus a leadership skill you still lack and who or what will help you build it.

How this HIM 685 Module 10 reflection example is built

Longleaf Regional Medical Center's director begins by admitting the exchange was filed under IT. Three lessons follow. Asking where data live, after comparing exchange models, showed that the real exposure was the hospital's own identifiers and server, consistent with Vest and Gamm. Hearing resistance as a report came from a veteran specialist's remark, read through Ford and colleagues, which revealed that no one had shown her the new work and that an older promise had been broken. Promising only what can be kept extends Kotter's warnings. The HIM 685 reflection commits to ending mail and fax only when the team says it is ready and names a chief nursing officer as sounding board.

Where the HIM 685 Module 10 rubric puts the points

Closing reflections in HIM 685 are commonly graded on concrete lessons tied to course work, candor about a starting assumption, readings that explain a change in practice, insight into the human side of technical change and a commitment that fits the writer's role and shares some control with others. Entries that score highest show the writer now connects technical choices to the people who carry them out. A named source of continued learning, such as a mentor, strengthens the forward-looking part. Clear organization, a personal yet professional voice and correct APA 7 citations complete the stronger entries. Entries that summarize content without showing changed behavior earn less.

HIM 685 Module 10 help: the mistakes that cost points

Final HIM 685 reflections fall short when they recap the syllabus, describe leadership in general terms, cite theory that changed nothing or end with a plan to keep growing as a leader. Leaving out any early misjudgment also weakens the entry. If your prompt asks about program competencies, your readiness for the capstone or a career goal in HIM leadership, share it together with a paragraph on what your plan proposed and where you work, and the reflection will be built from your own milestones. A single conversation that changed your plan is worth more than a list of lessons. Our HIM 685 reflections start with a real misjudgment and end with a commitment others can hold you to.

Get HIM 685 Module 10 written to your instructions

Pass along the HIM 685 Module 10 prompt, a paragraph on what your final plan proposed and the job you hold. The reflection will tie a few lessons to moments from your term, admit an early misjudgment and end with a commitment that shares control and a skill you still need, returned within 24 to 48 hours and free for a first order. The paper above is an original model document written by our desk, not a submitted student paper and not an official Southern New Hampshire University document.

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HIM 685 Module 10 questions, answered

Where can I find a free HIM 685 Module 10 Reflection sample?

This page has the full HIM 685 Module 10 reflection, in which an HIM director learns that an exchange is a people project as much as a technical one.

What should a leadership reflection for HIM 685 include?

Specific lessons tied to moments from the course, an assumption you revised and a commitment that fits your role and gives others real influence.

Why does sharing control matter in a change commitment?

Because staff are more likely to support a change when they influence its pace, and a commitment that shares control is more credible than one the leader controls alone.

Can the reflection mention a difficult conversation?

Yes. A conversation that changed your plan often shows growth more clearly than any summary, as long as details are de-identified.

How many sources should the HIM 685 reflection cite?

Usually one to three in APA 7, chosen because they explain a change in how you lead.