What Does Your Training Say About You?

1. What Does Your Training Say About You? Sharon Thomas, BSN, RN Sinclair School of Nursing University of Missouri-Columbia QIPMO

2. Little Lessons – BIG Impact • You only have one opportunity to make a first impression. • A picture is worth a thousand words. • Presentation, presentation, presentation. • Framing is everything. • If you build it, they will come. • Life is like a box of chocolates.

3. Where Are You With Training? Reactive vs Proactive

4. REACTIVE • Following Survey • The “monthly” list • We have to get on top of this…. • Management decided we are going to change… • The “State” says…

5. PROACTIVE Grow Your People, Grow Your Organization Section V. Using Training Strategically Staff Stability Toolkit

6. Training: the Key to Retention Initial orientation and annual re-enforcement training may lead to technical competence BUT “Nursing assistants often leave when they feel they do not have the skills and resources to handle the interpersonal aspects of resident care.” Solving the Frontline Crisis in Long-term Care

7. Training: the Key to Retention “We place nursing assistants in situations where unusually sophisticated interpersonal skills are needed, but we do not give them the resources to handle them.” Solving the Frontline Crisis in Long-term Care

8. Nursing Process and Training • Assess • What are we doing today? • Plan • What is the goal of our training program? • Implement • Remember the elephant! • Evaluate • What did we do right, what needs some redesign?

9. Assessment of Current Training • How much are your spending on training today? • Are you spending wisely? • What are your training strengths? • What are your training needs? • Identify available resources.

10. Calculate the $$ Currently Spent on Training # Staff in Training X wage for time spent + cost of instructor prep and delivery time + extra staff for coverage +extra pay for attending during off hours = $$$$$$$ spent on training Staff Stability Toolkit Version 1.2

11. Planning for a Better Training Future • How can training meet the goals of the organization? • How can training meet the goals of the staff? • How can training meet the goals/needs of the residents and their extended support system?

12. Implementing An Organized Training Plan • Topics • Schedules • Location, location, location • Environment • Presenters • Participants vs PARTICIPATION

13. Participation AKA ENGAGEMENT • Utilize as many senses as possible Hear it See it Speak it Touch it Smell it REPEAT IT

14. Evaluate • How did it go? • What went well? • What needs to change? • According to whom?

15. Utilize Your Biggest Resource,Your Staff • Engage staff in planning training • Solicit their opinions and ideas • Reward their participation • Make training worth their time!

16. What Does Your Training Say About You? We value your contribution! We celebrate your growth! WE NEED YOU! We want to keep you!

17. Discussion/Sharing Time

18. Resources • Pillemer, Karl. (1996) Solving the Frontline Crisis in Long-term Care. Massachusetts: Frontline Publishing. • Yeats, Dale M., Cready Cynthia M., and Noelker, Linda S. (2008) Empowered Work Teams In Long-Term Care. Baltimore: Health Professions Press. • http://www.nhqualitycampaign.org • Staff Stability Toolkit Version 1.2

19. Thank you, I appreciate your time.