CULTURE CHANGE – CALDER WOODS RETIREMENT COMMUNITY

1. CULTURE CHANGE – CALDER WOODS RETIREMENT COMMUNITY Wanda Beasley, RN

2. COMMON • Resident centered environments and culture change in LTC. • Is change needed?

3. Current Medical Model • Based on medical hospital model. • Physician and nurses key players. • Care and treatment plan focus on problems. • Decisions regarding resident care driven by regulations. • Limited Choices • Nursing management • Institutional environment

4. What is desired culture of LTC • Resident model based on relationships • Resident is focus • Resident and staff partner in decision making • Services provided meet resident identified needs • Services, care and environment increase resident well being

5. Leaders Role in LTC • What is the leaders role in Changing culture in LTC? • Create an environment for change and growth. • Provide education for staff to establish new roles. • Involve residents and staff in creating new culture

6. Physical Setting • Calder Woods approach to culture change • Household/Neighborhood SNF • Three (10 resident) Neighborhoods • Removal of large “nurses station” • Staff counter 1 per hall • Medical charts out of view • Revised call system***

7. Setting (Contd.) • Remodeling of dining room, activity room • Aroma Therapy • Replacement of institutional dining tables with family style dining tables • Kitchenette revised to include commercial type countertop oven

8. DESIRED RESULTS • Higher resident functioning • Reduced behavioral and depression in residents • Higher staff satisfaction and lower stress

9. Benefits of Neighborhood Concept • Clear staff accountability for defined group of residents and physical area. • Greater probability of family involvement due to comfortable, attractive setting and activity options. • Greater staff productivity due to efficiency of work environment. • Increased resident choices.

10. ACTIVITIES • Continue with structured activities • Initiate resident requested activities “On Demand.” • Initiate “unscheduled” activities • Increase staff/family involvement with activities • Encourage staff initiation of activity

11. Overall Improvement in residents health and well being. Overall Improvement in residents psychological and spiritual well being. Improvement with staff overall well being Improvement with staff turnover Increase employee longevity with organization Promote long lasting relationships between residents and staff Desired Goals of Culture Change

12. TRUST = SPEED COST

13. When Culture Change/Trust Goes Up, Speed will also go up and costs will go down • Trust = Speed Cost