Download our free resource “Addressing the Staffing Crisis,” written by Denise Boudreau-Scott and published by ASHA.
Solving the complex staffing problem requires the involvement of stakeholders and providers like you!
Leaders, including direct supervisors, have a significant impact on retention and recruitment of the best talent.
Denise Boudreau-Scott shares the Bright Side of the Staffing Crisis with i Advance Senior Care. Read the full article by clicking here.
“The staffing crisis. Sounds scary, doesn’t it? The Bureau of Labor Statistics estimates our country will need an additional 1.3 million nursing, home health and personal care aides in the next ten years,
A big thank you to ASHA for inviting Denise Boudreau-Scott, President of Drive, to facilitate a round-table discussion with Greg Roderick, President of Frontier Management, at their annual meeting in January 2017.
The round table topic focused on how employee engagement impacts recruitment and retention. At the end of the discussion we asked attendees to share the most valuable idea they learned.
Drive has had great success working with organizations and associations across the state of NJ to apply for CMP funding to impact change. If you haven’t downloaded our FREE toolkit – a resource – that will help you on your culture change journey, please check it out and share it with others.
“Recently, I had the pleasure of learning from two completely different organizations. One is a large national therapy provider while the other is a multi-site life plan community in the Northeast. The therapy provider is a highly innovative privately-owned company that prides itself on standardization and being “best-in-class.” While the life plan community is a faith-based not-for-profit organization that seems to have relied on simply doing what “feels right” over the years.”
Lean for Long-Term Care and Aging Services shows how the Lean management system can successfully be adopted by providers of aging services to dramatically reduce waste, significantly improve quality, and supercharge employee engagement to build a highly reliable, highly adaptive organization positioned for the future of aging services.
“‘She’s a good nurse. She’s just not very good with people.’ I’m embarrassed to admit I spoke those words a decade ago when I was a nursing home administrator. Sarah was a nurse with questionable emotional intelligence and a dislike for communication. She’d bark orders at nursing assistants who had no choice but to work with her.