Education Session Descriptions
Monday, April 15: Pre-Education Event (Separate Ticketed Event)
Leadership in Long Term Care
This full day seminar is a pre-education event and will focus on multiple aspects including the theories and styles of leadership, leadership development and quality, hiring for talent, the importance of communication, and best practices. This leadership workshop will be led by Mary Tellis-Nayak, an accomplished national speaker and trainer in long term care. Mary has her MSN in gerontological nursing and her Master’s in Public Health.
Tuesday, April 16: Conference
General Session: Leadership Excellence Starts With You (Scott Carbonara)
Clinical excellence requires a team that is highly engaged. How do you build a highly engaged team? It starts when each individual (that’s you!) leading with his or her best each day. Whether your goal is to increase your personal engagement, maximize the engagement of your team, navigate change, or improve the culture with which you face your patients, families, and coworkers—this humorous, uplifting, practical, research-and-story-based session inspires audiences to reignite by using Scott’s W.H.I.P. philosophy (What you Have In your Possession). Scott challenges the standard definitions of success and happiness, and shares 5 concrete tools rooted in positive psychology to help create sustainable positivity and performance—while spreading it to others. Learn to master the energy you and your team bring to the workplace and life—for increased results. As a result of this session, participants will be able to:
- Understand the connection between discretionary effort, engagement, and clinical excellence
- Gain resilience in the face of adversity and challenges
- Make engagement go viral using 5 simple tools
General Session: Building Drama Free Teams: Less Dysfunction & Better Outcomes (Dennis McIntee)
Imagine teams that are more self-directed, requiring far less supervision, while providing superior service with less stress and achieving better outcomes. This session provides three scripts that stop excuse making, interrupt victim minded blaming and enable team members to think for themselves to come up with solutions. This presentation is based on the best practices from 1135 healthcare organizations, and Dennis lifework in research and his helping leaders apply practical proven real-world solutions. Discover two trust building skills to create more team buy-in. Learn proven coaching questions for greater ownership and one question you must never ask! Participants will be able to:
- Identify the exact scripts to use with your team members to end excuse making, blaming and failing to take accountability
- Evaluate the trust building skills proven to increase buy-in and increase the likelihood of change initiatives.
- Design your own step-wise approach to help yourself and team members emotionally detach from issues to quickly facilitate change.
- List and explain the best proven coaching questions to create greater ownership and the one question you must never ask!
- Identify the limiting belief or negative belief that drives a team members' behavior using the QTFAR framework for more productive and effective performance and better business outcomes.
- Identify and explain the proven best practices for providing feedback which do not prompt defensiveness and more effectively engage team members in their own problem solving and owning their problems and challenges.
Wednesday, April 17: Conference
Breakout A: Get Psst! Igniting Employee Engagement for Clinical Excellence (Scott Carbonara)
Today’s healthcare leaders are desperate to do more with less in an industry filled with change and uncertainty. These same leaders know that an engaged culture translates into patients and families who are loyal to your organization—a crucial piece in today’s complex marketplace puzzle. If you can’t reduce your workload or increase your staffing budget, your most assured tool for maximizing performance and productivity and achieving clinical excellence is through tapping into your employees’ discretionary efforts. Once you have applied Scott’s WHIP principle (What you Have In your Possession), it’s time to Get PSST… That is, it’s time to get Personal, Strengths-based, Social, and Targeted with each employee to maximize engagement and performance! Learn how to inspire your team to want to give their best, through the practical and often fun principles in Scott’s book A Manager’s Guide to Employee Engagement.
- Learn ways to tap into employees’ personal strengths
- Discover how to position people into their areas of strength for maximum clinical performance
- Become equipped with tools for getting targeted with employees’ passions and interests
Breakout B: Update on Diabetes (Lorinda Babb, Karen Ogden)
Diabetes is one of the most common disease states encountered in long term care. The American Diabetes Association (ADA) updated their standards of Medical Diabetes Care in 2018, focusing on the importance of a resident-focused approach for the long term care resident. In addition, several new drugs and drug categories have come to market over the past few years. This session will review the disease state, the updated guidelines from the ADA (including identification and treatment of hypoglycemia), and help providers determine the best drug therapy for our frail and elderly residents. Participants will be able to:
- Recognize the signs and symptoms of diabetes
- Identify appropriate and individualized goals for treatment
- Distinguish between appropriate and potentially unnecessary antidiabetic medications
- Develop strategies to improve insulin use
Breakout A: If You Can See It, You Can Change It (Dennis McIntee)
There are outstanding opportunities for organizations to grow with their current teams yet many leaders still face hurdles. This keynote prepares leaders to thrive in today’s increasingly competitive environment. Because our workforce is changing, the approach to effective leadership needs to evolve. Traditional carrot and stick type leadership no longer works. High-trust, high-performance environments demand a more collaborative approach to managing performance. As the author of several groundbreaking books on leadership, personal development, and success, Dennis offers a keynote on navigating workplace culture. Participants will be able to:
- Learn to master the art of effective feedback that eliminates the drama.
- Discover how to emotionally detach from issues to increase the speed of change.
- Explore how leaders can embrace and navigate change.
Breakout B: Ensuring MDS Accuracy for PDPM Success (Eleisha Wilkes)
There are over 75 MDS items that are used to determine reimbursement under the new Patient Driven Payment Model (PDPM) that will replace RUG-IV on October 1st, 2019. This 1.5-hour session will focus on reviewing MDS items including new items in Section I and J, understanding how certain items are used to determine each case mix group under PDPM, and ensuring documentation supports MDS coding decisions for PDPM success. Learning objectives include:
- Become familiar with new and existing MDS items used for PDPM reimbursement, including determination of the resident’s Clinical Category
- Understand how certain MDS items are used to determine the PT, OT, SLP, Nursing, and NTA case mix groups
- Review processes for supporting documentation for MDS coding decisions.
Breakout A: Owning the Outcomes: Understanding the Intersection of Quality, Financial and Operational Performance, and Survey Results (Deb Freeland)
Metrics impacting skilled nursing providers are continually evolving. As facilities adapt, understanding the impact that the alphabet soup of programs (PBJ, VBP, QRP, PDPM, Five-Star) have on financial performance is of paramount importance. Providers need to be aware of the operational changes that might be necessary to support the new quality metric requirements. This session will analyze the correlation between quality outcomes, survey results, and the financial and operational performance by utilizing Medicare cost report data and quality metrics available on Nursing Home Compare, commercial websites (such as TSI), and LTC Trend Tracker. Based upon this information, we will offer suggestions for analyzing the quality metrics at your facility and the financial and operational changes that can be made to impact the quality outcomes.
Learning objectives includes:
- Demonstrate the correlation between quality metrics and financial and operational performance at a facility.
- Conduct a facility review to determine potential cost savings without negatively impacting Five Star rating.
- Using prospective five-star data to create actionable items to improve performance.
Breakout B: Supporting Resiliencies for Senior Adults Experiencing Dependence/Addiction to Prescribed Medications during Gradual Dosage Reduction in Long Term Care Communities (Cynthia Baker)
The Presenter provides research-based information about Prevalence and the Challenges for Identification of Addiction and Substance Abuse for Senior adults over 65. Attendees will take away helpful assessment tools and useful non-pharmacological interventions for senior adults impacted by Substance Use Disorders (SUD) during Gradual Dosage Reductions. In addition, attendees will learn important summary knowledge about CMS Guidelines that may initiate Gradual Dosage Reductions of prescribed medication, which our patient may have developed dependence of chemical addiction. From the presenter, attendees will hear real patient situations and engage in interactive discussion about this disease and person-centered strategies to improve GDR success.
- Attendees will obtain applicable information regarding prevalence and identification of Addiction for Senior Adults.
- Attendees will learn foundational information about Gradual Dosage Reduction (GDR) as written in the Centers for Medicare and Medicaid Services (CMS) Guidelines.
- Attendees will learn potential GDR challenges when a Senior Adult has Substance Use Disorder (SUD).
- Attendees will gain helpful strategies for supporting Senior Adults during gradual dosage reduction that includes team approach to patient care and identifying risks and resiliencies.
- Attendees will gain supportive strategies for caring and empathy when a Senior Adult may be suffering or challenged with Relapse.
General Session & Luncheon: Retention 911: Hiring, Inspiring, Engaging, Retaining! (Chris Ridenhour)
No more “churn and burn!” No more wishing, hoping, or finger-crossing to keep folks from rushing to the exits! Are you ready to make this the "Year of Retention?" First question: Where did things go south? The relationship between the applicant and organization starts off so promising! The courtship begins with the interview and moves to hiring! Each side enters the union bright-eyed and optimistic about a long and satisfying relationship. Every day following is another opportunity to choose the level of physical, mental, and emotional commitment. Organizations that fail to fully appreciate, coach, and inspire their staff, lose the battle to retain them in an industry notorious for burnout and under-appreciation. Great news ahead. Haphazard, nonspecific retention strategies result in the following negative outcomes: increased hospital readmission rates, loss of productivity, poor staff and resident morale, debilitating workplace stress, high accident rates, no-call-no-shows, pervasive overtime costs, resident and family strife. The sheer impact of replacement costs threatens our ability to provide best-in-class care. Great news ahead. This session promises to transform the energy traditionally reserved for handwringing, complaining, and worrying about the workforce crisis into strategies that create inclusive, positive, and cooperative work environments.
Breakout A: TBD
Breakout B: A New Diet for Our Nurses: Quality Without Cannibalism (Chris Ridenhour)
Finally, a session for those seeking solutions to “cross-shift conflicts”, and “floor wars”! It’s time to find a new diet for our nurses. What If we all got along across shifts, years of service, and walks of life? Increasing regulations, growing stressors and higher expectations from residents and families makes pressure cookers of our buildings. How many of the following behaviors have you observed: bickering, complaining, sarcasm, eye rolling, sabotaging behaviors, infighting, disinterest, shunning, and the appearance of disinterest? Today, let’s declare the end to uncooperative, unengaged, and uncommunicative behaviors. Our buildings deserve the peace that comes from departments defined by passion and purpose, cooperation and courtesy. Here is the solution!
Breakout A: Unemployment Is Low, but Leaders Can Maintain Excellence: Tips from a Labor and Employment Lawyer (Ryan Funk, Angela Johnson)
You’ve noticed that it’s hard to hire. That’s largely because unemployment is at its lowest point in fifty years. But low unemployment affects your current workforce just as much as your recruits. All of this threatens to reduce the quality of service you provide. But there’s hope. Employers who recognize these threats and nimbly adapt to them can rise above others who are competing for talent. Participants in this session will:
- Explore how low unemployment impacts their current workforces;
- Identify tools to combat the threats caused by low unemployment; and
- Learn strategies to use the current labor market climate to position themselves to maintain the highest service excellence for years to come.
Breakout B: Restorative Nursing: How Does Your Program Measure Up? (Wendy Underwood)
A systematic approach to Restorative Programming can improve staff efficiency, resident quality of life, resident, staff and family satisfaction and impact your Quality Measures (QM), star rating and decrease risk of re-hospitalization. Restorative nursing can decrease falls, weight loss, ADL assistance, bowel and bladder issues and measures related to mobility. Whether you are a case mix state or not, providing residents with an effective Restorative program can improve your revenue. It’s not about adding staff, it’s about training the right staff and putting proven procedures into place. Learning Objectives include:
- Understand the rationale behind Restorative Nursing’s purpose in the SNF setting
- Identify procedures proven to improve quality of life and quality measures
- Demonstrate the use of your therapy team to improve qualifying program recommendations
- Understand the importance of effective training and periodic competencies for Nursing and Aides to improve your existing program or begin a new program in your community
- Conduct a needs assessment to identify where you excel and where you can improve your unique Restorative Program