A guest post from Mary Lynn Panen, RN, BSN, CCM; President & Owner Sound Options, Inc.
We are at a pivotal moment as an aging society. According to Pew Research Center, 10,000 baby boomers will turn 65 every day for the next 19 years. Currently a quarter of adult children, mainly baby boomers, are providing personal and financial care to a parent. It is clear that this generation is changing the way we think about aging and how we address the coming tsunami of eldercare.
Money is tighter at the same time care needs are more complicated. And, many families are seeking a holistic and personalized approach to healthcare. While the needs are growing, as a business owner seeking to merge private duty home care and a geriatric care management, there is much to consider.
Continue reading “Merging Geriatric Care Management and Private Duty Home Care: The Dos and Don’ts” »
Guest Writer, Terri Wallin, Wallin Enterprises CEO and Consultant, shares ways to be a leader in embracing and leading your staff through inevitable changes in the healthcare industry.
Change seems to be the only constant in the world and certainly in health care. Today’s leaders constantly have to adjust to the world swirling around them. In order for healthcare organizations to thrive, leaders do best if they embrace and master the art of transformation. To help staff through a constant changing marketplace, the leader must be proficient at self-adaptation to the outside changes as well as leading others through organizational change.
Continue reading “Change is Inevitable – Have You Embraced it?” »
Over the years, we have had the privilege of assisting more than 80 home care agencies to start, grow, and develop their business. In addition, we have provided organizational assessments to about half as many home care agencies. Needless to say, we have the unique opportunity to experience multiple organizations and their functions first hand. One of the most significant observations we have made is those organizations that establish their internal operating systems with intent are those that are the most effective and profitable.
Continue reading “Improve Your Home Care’s Efficiency & Profitability with Internal Processes” »
When an agency loses a key employee like the Administrator or the CEO, it is prudent to bring in an interim manager to steer the home care organization while the search for a new replacement can be accomplished. This presents an exciting opportunity for your home care agency to take the occasion to discover new things about your home care agency and use the expertise and time to improve your home care agency.
Continue reading “Reenergize Your Home Care Agency with Interim Management” »
With more and more private duty home care agencies starting up, new and existing agencies are decrying the lack of qualified home care aides in the field to support their client caseloads. Turnover is generally high (40% – 50% or more) thus making continual recruiting a must if your home care agency is to grow. In addition to the lack of qualified aides, the aging of American is growing rapidly. By 2030, the number of Americans age 85 or older—the group most likely to need the assistance of direct-care staff—is expected to double, reaching 8.9 million. Over the same period, the number of women in their 20s through 50s—the group most likely to make up the ranks of direct care workers—is expected to rise less than 10%. (Linda Hiddemen Barondess)
Continue reading “Home Care Recruitment: The Never Ending Process” »
Last week we talked about screening and hiring of home care staff, specifically about home care aides. Given that the schools that train aides are designed for acute arena, we in home care frequently find that we have to “jury rig” our aide’s skills and knowledge to meet the special needs of our clients.
There are some states that have recognized the differences between home care and the acute arena and have added curriculum requirements into the course work that partially address the needs of home care. However, we have found that overall, the skills needed by the home care aides in the home are not adequately addressed.
Continue reading “Creating and Building an Excellent Home Care Workforce” »
There’s no end to the information available today on leadership. Typically it is about how important it is. If it is written about so much and seems to be the secret for success, why isn’t great leadership present everywhere? Many people in management may manage processes and systems well, but they may not be great leaders or even leaders at all. So what does today’s healthcare market need in terms of leadership?
Continue reading “Leading Healthcare Into the Future – Any Takers?” »
Many home care agencies strive for and claim they have excellent services, but rarely do we ever hear a home care agency talk about a culture of excellence - one that sets them apart from other home care agencies. This discussion is essential for home health leadership. To better understand how to create a culture of excellence, we must first understand the two elements: culture and excellence.
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Nothing is more unsettling to a home care organization than the loss, or impending loss, of an essential leader. Home care agencies that fail to plan for this event experience major disruptions in their business; initiatives lose momentum or are completely lost, uncertainty increases staff resignations, and business drops off causing a decline to the bottom line. To avoid this problem, a home health, or hospice organization must have both an emergency succession plan, as well as an established succession plan.
Continue reading “Succession Planning and Interim Home Care Management” »
Over the years, we have provided numerous interim home care managers for home care executive level positions. On a few occasions we have been told that the cost of using a senior home care executive is more than they can afford. This has always intrigued me, because when a cost of service comparison is conducted, we frequently find that by the time all the benefits and overhead burden are calculated, the interim home care executive costs about the same and in a couple of situations less than what their actual cost of a permanent replacement.
Continue reading “The Cost Benefit of Interim Home Care Management” »