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.
The Savvy Resident’s Guide: Everything You Wanted to Know About Your Nursing Home Stay But Were Afraid to Ask
In The Savvy Resident’s Guide, psychologist Dr. Eleanor Feldman Barbera explains how nursing homes work and offers practical tools to assist residents and their families in partnering with the care team. Its calm, pragmatic approach will reassure readers and help them set reasonable expectations for their long-term care stay.
Join DRIVE consultant,
“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.”
Drive team member Eleanor Feldman Barbera, PhD writes about the myriad ways in which psychology affects long-term care in her biweekly column in McKnight’s Long-Term Care News, “The World According to Dr. El.” Find out how to use psychological insights to improve care quality, increase staff retention, reduce costs and more.
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.