In this post, we’ll dive into some remarkable alternatives to traditional pet therapy for seniors, highlighting the diverse range of creatures that can bring smiles and comfort. Continue reading below. 

As we age, maintaining our emotional well-being becomes increasingly important. It’s not uncommon for older adults to experience feelings of loneliness and isolation. This is especially true for senior citizens who reside in nursing homes or assisted living facilities. For these seniors, the sense of companionship and joy that animals bring can profoundly impact their overall quality of life. While traditional therapy animals like dogs and cats have proven benefits, a world of unique and unconventional animals can offer equally enriching experiences.

1. Feathered Friends: Parrots and Canaries

Birds have long been celebrated for their captivating beauty and melodic songs. Parrots can forge meaningful connections with seniors with their vibrant plumage and ability to mimic speech. The charming chittering of canaries can provide a soothing backdrop to everyday life, and their low-maintenance care requirements make them ideal companions for care facilities. The rhythmic cadence of their songs can have a calming effect, reducing stress and anxiety among residents.

2. Aquatic Companions: Fish and Aquatic Creatures

Watching fish glide through water can mesmerize, promoting relaxation and tranquility. An aquarium filled with colorful fish or even aquatic plants can create a serene atmosphere, providing seniors with a soothing visual experience. More exotic options, like turtles or small amphibians, can also offer tactile engagement. Studies have shown that simply observing fish can lower blood pressure and improve mood, making them an ideal addition to senior care facilities.

3. Furry and Unique: Guinea Pigs and Rabbits

Smaller than dogs and cats, guinea pigs and rabbits are gentle creatures that can easily fit into the lives of seniors. Their soft fur and friendly dispositions make them wonderful companions for cuddling and interacting. Seniors can enjoy feeding, grooming, and spending time with these adorable creatures. Caring for guinea pigs and rabbits can provide a sense of purpose and routine, boosting the emotional well-being of seniors.

4. Tranquil Delights: Therapy Chickens

Believe it or not, chickens are emerging as unexpected therapy animals. Their gentle clucking and rhythmic pecking can be soothing, and caring for them imparts a sense of responsibility and routine. Some facilities have introduced therapy chicken coops, allowing seniors to experience the joy of nurturing and connecting with these feathered friends. The tactile engagement in collecting eggs and tending to the chickens can provide a unique and rewarding experience.

5. Miniature Wonders: Therapy Mini Horses

While dogs are known for their loyalty, miniature horses are gaining popularity as emotional support animals. These pint-sized equines can be a heartwarming presence in care facilities. Their friendly nature and manageable size make them well-suited for seniors, and interactions with them can promote physical activity through grooming and light walking. The tactile and emotional bond that forms between seniors and miniature horses can have a significant positive impact on mental health.

6. Cuddly Charm: Therapy Bunnies

Bunnies are soft, gentle, and undeniably cute. Their quiet demeanor and the opportunity to stroke their velvety fur can provide immense comfort to seniors. Additionally, bunnies can be trained to perform simple tricks, adding an element of engagement and fun. The soft texture of bunny fur and the rhythmic sound of their breathing can provide a sensory experience that calms and uplifts seniors.

7. Reptile Companions: Geckos and Snakes

Geckos and snakes can offer a unique and educational experience for seniors fascinated with exotic animals. These animals, when handled safely, can challenge stereotypes, and ignite conversations. Their low-maintenance care can be appealing to seniors who want a pet with less demanding needs. The opportunity to learn about these creatures’ habitats, behaviors, and unique qualities can create a sense of wonder and intellectual stimulation.

Conclusion 

Incorporating unique forms of pet therapy into nursing homes or assisted living facilities can revolutionize how seniors experience companionship and emotional support. The bond between humans and animals transcends traditional boundaries, allowing for connections that are both heartwarming and mutually beneficial. As we continue to explore alternative forms of pet therapy, it’s clear that the animal kingdom has much to offer, providing new avenues for seniors to find joy, purpose, and a renewed sense of connection to the world around them. Whether it’s the soothing songs of birds, the gentle presence of miniature horses, or the captivating beauty of fish, these unconventional therapy animals have the power to brighten the lives of seniors in the most delightful ways.

To read about music therapy, another unique offering for senior citizens, click here.

Workplace design can positively affect employee morale throughout an organization. Read on to find out how nursing homes and assisted living facilities can benefit by making changes to the way their employee-only areas are designed. 

Nursing Home Staffing Shortage

It’s no secret that the Senior Living Industry is facing a staffing shortage. A new survey released by the American Health Care Association and the National Center for Assisted Living (AHCA/NCAL) shows that nursing homes in the U.S. continue to struggle with staffing shortages and higher operating costs. Most facilities are requiring staff to take on more responsibilities and work longer hours. Several factors have contributed to the shortage of workers including workload, low wages, environment, reduced occupancy rates and Covid-19 vaccine requirements. The staffing crisis has facilities scrambling to adjust their culture and benefits to help better recruit and retain employees.

Easing Workplace Burdens on Employees

Nursing home administrators are thinking outside of the box and looking for ways to ease the burden on their employees. Some facilities have started offering a wider range of benefits including more flexible work schedules, counseling or support groups for their employees, subsidized housing, childcare, and even free meal and grocery services. Support positions are being created in some nursing homes to help ease the burden on CNAs, allowing someone else to do the nonclinical duties like making beds, delivering trays, and answering phones.

Facilities are looking at the physicality of the work that their employees are doing and taking steps to lighten the workload by installing ceiling lifts to help prevent staff injuries and streamlining processes to help free up time. Other senior living facilities are looking into ways to make the workplace environment more enjoyable for staff.  The focus has previously been centered on the comfort and wellness of the residents, but steps now are being taken to ensure that facilities offer a positive environment for both residents and staff.

Workplace Design & Employee Satisfaction

The Guide to Improving Nursing Home Employee Satisfaction created by the Centers for Medicare & Medicaid Services (CMS) makes several recommendations in regard to designing a positive work environment.  These suggestions include things like “create a home-like environment that is relaxing and pleasant to work in,” and “consider creating a hospitality committee or decor committee composed of staff of all levels and residents.”  The report suggests upgrading the employee-only areas and creating “an area of peace and quiet to help reduce staff stress levels.”

To understand more about how workplace design can positively influence employees we spoke with Design Manager, Alex Brewer from LOTH in Cincinnati, Ohio. She said, “the staff needs to feel supported to do their work, feel like they have a comfortable space to take a break, and want to come to work each day. This could look like a well-designed break room, an outdoor area where they can eat lunch or take a break, or even something fun like a massage chair since they are on their feet all day.”

Good Design – More Than Aesthetics 

Supporting the front-line means creating a healthy work environment – mentally and physically.  Team members need a space to recharge when they have a break and the design of employee workspaces in a senior living facility can make an impact on employee happiness. Alex explained how good workplace design in nursing homes is about more than aesthetics, it can impact employee morale, productivity and it shows the employees that the company is willing to invest in them which can be huge for employee retention and attracting Gen Z workers.

When it comes to promoting well-being for both residents and staff, Alex suggested adding biophilic design elements like access to natural sunlight and living things (greenery/plants) going on to say how biophilia “has been proven to help people heal, improve mood, and live longer.”

Studies have shown that people working in a space with biophilic design elements have a reduced level of stress and are more productive as well. Incorporating biophilic design elements into your facility can not only benefit staff and residents but can create environmentally friendly spaces that conserve water and energy and can help reduce the impact of our carbon footprint.

Conclusion – Workplace Environments are Important

The senior living facility staffing shortage has administrators re-evaluating their culture and benefits to help better recruit and retain employees.  Nursing homes can better attract and keep employees by focusing on creating a functional and desirable work environment and by looking for ways to support the comfort and wellness of both the residents and the staff. Good workplace design in nursing homes is about more than aesthetics, it can impact employee morale, productivity and it shows the employees and potential employees that the company is willing to invest in them.

LOTH has been inspiring spaces for over 130 years. They have grown to become the trusted partner for integrating creative spaces for corporate, education, and healthcare markets in the Cincinnati and Columbus regions. If you are interested in more information on workplace design or want to speak to a Design Professional at LOTH, please email info@lothinc.com. 

Nina Weierman is a 20-year veteran of the hospitality industry, freelance writer and mother. She also writes about running, parenting and travel. Read the other blog posts she has written for us here. 

Biophilic Design: Designing Senior Living to Promote Well-Being

You can bring the healing effects of nature inside your senior living community with biophilic design. Adding these elements can create positive effects that residents may otherwise be missing out on. Read below to find out why bringing natural elements indoor will benefit the seniors living in your facility. 

When was the last time you took a walk in the woods? The sound of your footsteps on the path, the sunlight peeking through the trees, a deep breath in the fresh oxygen-rich air can calm our anxieties and help us to relax.  Being connected to nature has been shown to reduce the physiological effects of stress. Just take the Japanese ‘art’ of Shinrin Yoku, or Forest Bathing for example.  Essentially, Forest Bathing is a simple walk within nature without screens or a camera and without an exercise goal.  It is connecting with nature through the five senses. Breathing in the fresh air, touching the bark of a tree and even laying down on the ground. Studies have shown that connecting to nature in this way has benefits such as improved mental coordination, reduction in stress and lower blood pressure.

Nursing home residents spend the vast majority of their time indoors where they can be exposed to indoor air pollutants for long periods of time. Given that many nursing home residents, especially those of advanced age, are more susceptible to the effects of air pollutants, even at low concentrations, this prolonged exposure may adversely affect their health and well-being. Not to mention, without having the ability to take a walk in the woods they may be missing out on some of the positive effects that being among nature can provide. So how can we bring the healing effects of nature indoors? That is where biophilic design comes in.

What is Biophilic Design?

In 1984, American naturalist Dr. Edward O. Wilson wrote the book Biophilia. In it, Wilson argued that natural environments were crucial to the health and well-being of all human beings. Biophilic design brings natural elements to indoor spaces and is defined as the practice of using nature, mimicking nature, and integrating biomorphic forms and patterns to enhance the experience indoors.  Some examples of biophilic design are indoor fountains or ponds, living walls like the ones here, skylights that allow natural light to come in, and plant filled spaces like the ones found here. Many healthcare facilities are incorporating biophilic design aspects.  Studies have shown that access to natural light throughout the day can help to regulate your circadian rhythm, possibly even helping you to feel more rested and less stressed out. Feeling less stress may even help to lower your blood pressure.

Why is Biophilic Design Important in Senior Living Facilities?

Globally, the number of older persons is growing faster than the number of people in all younger age groups. The demand for senior living facilities will soon be greater than it ever has been, and the design of senior living facilities is becoming more important. Below are some key reasons to focus on biophilic design within senior living communities.

• Residents Will be More Social

  Along with the physiological benefits, rooms that incorporate biophilic design elements may become the residents’ favorite place to hang out.  Having a general living space that makes your residents feel less stressed may encourage them to be more social as well.

• Improved Sense of Well-Being

  We have already discussed how Biophilic Design can reduce stress, improve mental coordination, and even lower blood pressure. Biophilic elements can also help to combat indoor pollutants to which older people can be more susceptible. While a single house plant may not make a huge dent in pollution, a green wall would almost certainly help.

• Comfort of the Residents

  When making a senior living facility feel like home, comfort is key.  Adding biophilic design elements such as natural light, plants or indoor fountains can make senior living facilities feel less sterile and more like home.

• Benefits for the Staff

  Studies have shown that people working in a space with biophilic design elements have a reduced level of stress and are more productive as well. Incorporating biophilic design elements into your facility can not only benefit staff and residents but can create environmentally friendly spaces that conserve water and energy and can help reduce the impact of our carbon footprint. Being more environmentally friendly can also help attract Gen Z employees who want the companies that they work for to demonstrate their commitment to a broader set of societal challenges such as sustainability, climate change, and hunger.

How Can You Incorporate Biophilic Design Elements into Your Senior Living Community?

There are several ways to begin to incorporate more biophilic design elements into the design of your senior living facility.  Here is a list of some of those ways.

• Increase Natural Light

  Open the shades or curtains during the day to allow for more natural light to flow into the space.

• Open the Windows

  As weather allows, let fresh air come in from outside.

• Add Plants

  Adding greenery is a great way to help residents feel more connected to nature.

• Just Add Water

  The sound of water can bring a sense of tranquility to an interior space. Install a small fountain on a countertop or outside near an open window to bask in the peaceful sound of water throughout the day.

• Living Wall

  Consider reaching out to someone who can create a living wall for your space or maybe even try to DIY it by following a how-to guide. Living walls are panels of plants that hang on structures that are either freestanding or attached to walls.

Conclusion

Connecting to nature indoors can improve the quality of life for residents in senior living facilities. Adding biophilic design elements can create positive effects that residents may otherwise be missing out on. Along with the physiological benefits, rooms that incorporate biophilic design aspects may become the residents’ favorite space. Adding design elements such as natural light, plants or indoor fountains can make senior living facilities feel less sterile and more like home adding to their overall experience and comfort.

Nina Weierman is a 20-year veteran of the hospitality industry, freelance writer and mother. She also writes about running, parenting and travel. Read the other blog posts she has written for us here. 

Service Culture Matters Even More in a Downturn

How does an organization create a successful service culture? Read on to find out what the combination of hiring the right people and then training, empowering & supporting them can do for a business. 

“The Great Resignation” and Its Impact on Customer Service

Everywhere you go these days there are signs of “The Great Resignation.” I have seen actual physical signs that read something like this: “We are short staffed. Please be patient with the staff that did show up.” And then there are the less obvious signs like absurdly long waits, poor problem resolution and just generally bad customer service.

Just last week, my husband and I stopped into a local restaurant on a date night.  In the entryway, there stood a crowd of people waiting to put their name in.  We watched as server after server passed by us, looked at the crowd, and just kept on walking.  Eventually, someone came to take names, but she only took information from the first group of people waiting and then left again. We ended up walking out to find a different place to eat. This experience is not unique.  Places everywhere seem to be struggling.

Organizations Need to Re-Evaluate Their Culture

When I recently purchased my son’s birthday balloons at a party store, the order was lost. Luckily, I had come back into the store to get something else and stopped at the desk to reconfirm the details, or I may never have known until the day of the party. While there, I went so far as to write everything down for them and told the person helping me that it was important the order wasn’t lost again.  Lo and behold, on the day of the party, the balloons didn’t arrive.

I called the store for help and was placed on hold for a long time.  I hung up and called back twice with no answer.  Finally, when I did get a person on the line, she almost implied the issue was my fault. Experiencing poor service like this makes me think how organizations might miss out on a huge opportunity right now to re-evaluate their culture and push for a focus on service.

Personal Experience Fuels the Drive for a Service Culture

Let me share a story. In August of 2008, I was hired as the new Front Office Manager at the Sheraton Louisville Riverside Hotel, a former Ramada Inn located just across the Ohio River from Louisville, Kentucky in Jeffersonville, Indiana. Soon after I started, in the fall of 2008, the housing bubble burst, and the stock market crashed. With the financial crisis, hotel occupancy rates fell dramatically, and corporate travel managers sought to renegotiate their contracts to include more concessions for their travelers (things like breakfast included, complimentary late checkout or business center services, etc.). It wasn’t long until our hotel was forced to lay people off.  Managers worked shifts in every department, and we faced the bare minimum in staffing levels. Things looked bleak, and I was thankful to have a job. Still, I was excited to have my own department to lead, and I was determined to be the best manager I could possibly be.

In 2008, Jeffersonville, Indiana was known to as “the sunny side of Louisville”— not even its own little spot, but more an extension of its big brother city across the river.  Our Sheraton didn’t offer valet parking or in-room dining options like some of the fancier hotels across the bridge, and we still charged for breakfast and Wi-Fi! It was ok, but it was the people inside that made our hotel special. Our GM Shawn and HR Director Tanya were like the mom and dad of our team. Tanya was committed to providing consistent brand training, and Shawn managed with an “ask for forgiveness” style, giving the Front Office the empowerment needed to solve problems as they arose. He didn’t take things too seriously and kept a light atmosphere at work, which was balanced with Tanya’s ensuring that everyone was “on brand.” Early in my tenure, Shawn reminded me that the employees in my department didn’t work for me; in reality, I worked for them. He said, “as long as they’re happy, they’ll keep the guests happy—and you’re doing your job.” That stayed with me to this day.  He basically gave me the blueprint for being a great manager. Support your team, and success will follow.  With Shawn’s blessing and Tanya’s hiring guidance, I went to work to give the best possible experience to each of our employees and every guest that walked through the doors.

In 2009, just one year later, we received recognition from Starwood Hotels & Resorts for having the highest overall guest satisfaction scores of any Sheraton in North America.  The scores came directly from guests who completed online surveys after their stay about their experience at our hotel. We beat out much more upscale properties with much nicer amenities. I was beyond proud of what our team had accomplished in the face of a recession, with the lowest possible staffing levels; not only did it give us bragging rights, but it became a great selling point as well. Our service became something that the Sales team could leverage and that was key to our future success.

How to Achieve Service Culture Success, Even in Difficult Times

So, how did we do it? It was a combination of hiring the right people and training, empowering, and supporting them. Here are a few ways that we did those things:

It Starts at the Top:

• Every leader in the hotel talked the talk and walked the walk. They led by example, supporting each other and the crew. With Managers working shifts, we were in the trenches with our team and that helped to build camaraderie.

Hire the Right People:

• We hired positive attitudes over experience and worked to train those who needed a little more guidance.

Training:

• Not only did HR provide consistent brand training, but we utilized unique training methods (i.e., role playing scenarios) to make sure everyone was comfortable and knew how to handle things.

Empowerment:

• We felt empowered to resolve issues and were given the tools to do so.

Communication:

• Shift exchange meetings and problem documentation were key to making sure nothing got lost in translation.

Work Hard/Play Hard:

• We celebrated our successes and found ways to create more perks. For example, we built relationships with local restaurants who hosted us for dinner so we would be more knowledgeable and able to recommend them.

Rewarding Our Team:

• We created a rewards program to encourage staff to go above and beyond.

Supporting Internal Customers:

• We supported cross-training as well as team members’ goals outside the hotel.

Fun During Our Shift:

• We kept things professional, but we didn’t forget to have fun on shift.

Service Culture:

• Every employee understood how they could create the best experience for guests, and they did so consistently. Our team bought in and wanted to give the best because they felt supported. They personalized the guest experience and made each guest feel at home.

The Sheraton will always have a special place in my heart because of the people I worked with and their commitment to service. It isn’t the building—it’s the people inside it that can make the difference.  It’s never too late to create a better culture in your organization, and there are so many benefits to be reaped from doing so, especially when strong customer service is being overlooked all around. For more on Service Culture, consider taking our new course, Creating a Service Culture: Developing a Service-Oriented Organization. The course outlines how to clearly define what great customer service means for your organization and will give you the tools to ensure that it is performed consistently.

Nina Weierman is a 20-year veteran of the hospitality industry, freelance writer and mother. She also writes about running, parenting and travel. Read the other blog posts she has written for us here. 

Creating a Multigenerational Team: Boomers, Gen X, Millennials and Gen Z

Multigenerational Teams

It isn’t uncommon these days to find someone in their 20’s and someone in their 70’s working together within the same organization. Whereas in the past, there may only have been two generations working at the same time, we now have some four different generations in the workforce. Contributing factors to this phenomenon include longer lifespans, older people continuing to work post-retirement for enjoyment, and accelerated learning options allowing young people to join the workforce earlier in life.  While having a multigenerational team can create challenges, according to a 2018 Randstad Workmonitor study, 86 percent of global workers prefer working on a multigenerational team. A study published in AARP in January of 2019 found that “Seven in ten workers say they like working with generations other than their own, and the majority agree that both younger and older workers bring a set of positive benefits that enhance the workplace environment.”

Attracting a Multigenerational Team

A study published in the Journal of Nursing Management concluded that “Understanding the different generational groups may allow nursing leaders and managers to consider what drives, motivates or hinders nurses from different generations.” In other words, recruiting people of different generations starts with knowing who they are and what they bring to the workplace and then building on these strengths.

Lindsay Pollak, leading workplace expert and author of “The Remix: How to Lead and Succeed in the Multigenerational Workplace,” explains in her book that “All generations have different experience, different energy and bring different talents and qualities into the mix.” Pollak found that companies that actively cultivated a multigenerational team had an advantage in being able to relate to clients and talent across generations as well as innovate and problem-solve.

Attributes of the Four Generations That Are in the Workforce Today:

1. Baby Boomers (born 1946-1964):

   • Our most experienced workers, Baby Boomers know what has worked and what hasn’t worked, and they can be great mentors and valuable leaders. Some Baby Boomers may be looking to retire while others are looking for a more flexible schedule. While they may not want to work a traditional 40-hour week, hiring Baby Boomers part-time is a great way to allow them to pass along all of the valuable knowledge that they have to future generations.

2. Gen X (born 1965-1980):

   • Baby Boomers may have invented the internet, but Gen X helped to make it part of daily life. They are typically loyal employees which is partially driven by their debt and family commitments. Gen X is part of the “Sandwich Generation” – workers who are facing pressures of both caring for their children and their parents. Flexible work arrangements, generous family leave policies, and creative time-off programs are important to workers from Gen X.

3. Gen Y/Millennials (born 1981-1996):

   • Gen Y/Millennials grew up with technology making them the most connected and informed generation.  They value work/life balance and have ambitions to quickly move through the organizational hierarchy. Personal development can be more important to them than financial rewards. A study by Deloitte states that Millennials “feel unable to exert any meaningful influence on some of society’s biggest challenges; but, in the workforce, they can feel a greater sense of control—an active participant rather than a bystander.” In other words, they crave empowerment from their employer.

4. Gen Z (born 1997- 2015):

   • Gen Z is starting to enter the workforce while they work the “gig” economy. They are quick to respond to fast moving conditions and are even more tech-savvy than millennials. A recent Deloitte article describes Gen Z as a “pragmatic, risk-averse, non-entrepreneurial group motivated by job security.” They go on to say that “To win the hearts of Generation Z, companies and employers will need to highlight their efforts to be good global citizens. And actions speak louder than words: Companies must demonstrate their commitment to a broader set of societal challenges such as sustainability, climate change, and hunger.”

When it Comes to Working with Diverse Generations, the Keyword is Flexibility

Different generations have different needs. It’s important to motivate your team with incentives that matter to them. Offering training and development programs to keep your ambitious Gen Y/Millennials engaged is just as important as work from home or flex-schedule options for your Gen Xers who are juggling eldercare and childcare. Pairing different generations together so the Baby Boomers can share their knowledge with the up-and-coming Gen Z employees as well as considering different employment schedules for Baby Boomers who are not interested in the typical 40-hour week anymore can both be effective ways of satisfying both generations.  Demonstrate a broader purpose for your organization and share the ways in which you are committed to working towards a better world to help recruit and keep Gen Z on board.  Utilizing each of the different strengths from each generation in the workforce today will only make your organization stronger.

Nina Weierman is a 20-year veteran of the hospitality industry, freelance writer and mother. She also writes about running, parenting and travel. Read the other blog posts she has written for us here. 

Senior Citizen Scams – Educating Your Residents

As a leader in a Senior Living Community, you may be wondering how to educate your residents about senior citizen scams that may be targeted towards them. This blog post will give you information to educate your communities on how they are being targeted, some of the most common scams, and how you can protect them from being conned.

Scammers’ Favorite Victim – The Senior Citizen

They show up online, over the phone, in email and sometimes even in person; but scammers have a favorite victim. Senior citizens are considered to be an easy target by scam artists. According to the Federal Trade Commission’s Consumer Sentinel Network Data Book 2020, younger people report losing money to scammers (44% of adults 20 to 29), but older adults are targeted more and have higher losses ($1300 each, on average) compared to their younger counterparts ($324 each). Seniors are often targeted because they are more trusting and often have accumulated wealth.  There may also be some cognitive impairment factors that make them more vulnerable to scammers. Concerns like confusion, memory loss, dementia, or Alzheimer’s could cloud their financial decision-making abilities and make them easy targets.

How Are Senior Citizens Being Targeted?

Scammers have many tactics, and they are coming up with new ones every day. They often try to befriend seniors in order to find out what they have an interest in or feel passionate about so that they can pretend also to have that same passion.  They use this tactic to build trust with their targeted senior citizen. Or, on the other hand, scam artists may try to threaten or create panic in a senior citizen by telling them that they have to “act now” or there will be a serious consequence.

The April 2022 AARP Bulletin cover story “The Bad Guys – Who they are and How to Stop Them” details some of the latest scams – everything from fake Amazon employees to IRS imposters. Below are five of the most common scams that fraudsters are using to con senior citizens.

Five Most Common Senior Citizen Scams

1. Imposter Scams: Phone scammers are often demanding and authoritative.  They may be impersonating someone from the IRS or posing as a representative from a government agency.  These scammers usually explain that there is a problem to resolve or an issue that has been identified, and it needs to be resolved right away.  They are usually attempting to create panic in the victim telling them that things need to happen right now or else.
2. Grandparent Scam: Another common phone scam is the “Grandparent Scam.” With this one, the caller may ring late at night and say something like: “Hi Grandma/Grandpa, do you know who this is?” and the victim answers with their grandchild’s name.  At that point the scammer then pretends to be their grandchild and be in some situation where they need money immediately. They offer just enough info about the emergency that happened to make things seem plausible. It could be anything from a car accident to wrongful arrest. The “grandchild” may ask for an immediate wire transfer and may also add the anxious plea “please don’t tell Mom and Dad.’
3. Spoof Robocalls: It’s called “Spoofing.” Scammers mask phone numbers that show up in the caller-id display so that an incoming call looks like a familiar number to the victim. Spoofers often use the area code for the person they are calling so that the call may appear that it is coming from a neighbor or local company. There may be a recording or a live operator following a scam script attempting to get information from their potential victim. They often try to pressure or bully their victim.
4. Sweepstakes Fraud: In this case, a fraudster will call their intended victim and claim that they have won the lottery, a contest, or other prize.  The catch is that a fee has to be paid in order to collect the winnings.
5. Romance Scams: In this case, the victim may “meet” someone online or over the phone; after developing a relationship, the scammer will ask for money.

How Can Senior Communities Work to Protect Their Residents?

• Get the Word Out: Prevention and education are key. The Consumer Financial Protection Bureau (CFPB) is a great resource. They offer free fraud prevention placemats, handouts, and activity sheets to help keep residents informed on different types of scams and how to avoid them.  The more residents know what to look for, the better they can protect themselves. Train all team members to look out for red flags.  Volunteers, housekeeping, and maintenance workers may be the first to notice warning signs.
• Screen Sales Presentations to Residents: Consider prohibiting sales events in your community or create a meticulous vetting process for these kinds of events.  While you want the community to feel welcome, some salespeople may pose a threat to residents.  Events described as “educational” or “workshop” should raise a red flag. The true goal may be to sell investment or financial products.
• Monitor Finances: One way to detect if a resident has fallen victim to financial abuse is by monitoring their account.  If they fall behind on payment to the assisted living community, this could be a result of financial abuse of the resident.  These warning signs must be investigated to protect the resident.
• Financial Caregivers: Residents in your facility may have someone who is handling their expenses for them.  It is important for you to have the proper documentation for this person on file. For example, request a copy of a power of attorney instrument, Social Security representative payee authorization, VA fiduciary appointment document, trust documents, or a guardianship court order. If someone tells you that they are a financial caregiver for a resident, ask for a copy of the documentation, or check your records to confirm that they have the legal authority to manage the resident’s money before you disclose any information to them.
• Elder Fraud Event: Consider hosting an event for residents and family members at your facility with a knowledgeable speaker from the local police department or Adult Protective Services office to explain elder fraud and scams that target seniors.

Staying Informed About the Newest Senior Citizen Scams

Scammers are always coming up with new schemes. Once a scam has become well-known, scammers may switch things up just a bit. For more information on scams that are used to target older adults, check out the Better Business Bureau article Top Tricks Used to Scam Older Adults or visit the Federal Trade Commission “scam alert” page to stay up to date on new scams.

If you enjoyed reading this post by Nina Weierman, read her other blog posts for us here.

Burnout in the Healthcare Industry – Recognizing It and Responding to It

Burnout: What Does It Look Like?

As soon as you wipe the sleep from your eyes on Monday morning, you feel it – the awful dread of the day ahead of you. Ugh.

You can barely find the energy to go through the motions of brushing your teeth and getting dressed.  Sipping on some coffee for motivation, you peek inside your work email, and there is already something that needs your immediate attention waiting in your inbox. When you do finally make it to your desk, you struggle to focus, and every co-worker seems to work your nerves more than anything else.

Does this sound familiar? You may very well be experiencing burnout.

You are most certainly not alone in this feeling. American culture has become obsessed with the hustle.  Your “drive” and level of busyness has become a measure of status. In a recent paper in the journal of Consumer Research Silvia Bellezza, a professor of marketing at Columbia Business School, Georgetown’s Neeru Paharia and Harvard’s Anat Keinan, wrote about the distinction of an unusual status symbol: seeming busy. They assert that this status is “driven by the perceptions that a busy person possesses desired human capital characteristics (competence, ambition) and is scarce and in demand on the job market.”  Basically, our need to tell people how busy we are—in person or on social media—comes from the desire to show how needed we are and, therefore, how important we are.

When the most successful people are those thought to be working constantly, doing a million things, and always connected to their work, it’s nearly impossible not to feel we need to do the same in order to compete.  But at what cost? A recent Deloitte study showed that millennials are the most burned-out generation, with 84% saying they have experienced burnout at their current job vs. 77% of all professionals—and that doesn’t even take into consideration the additional stressors that the Covid-19 Pandemic have brought on workers.

Effects of the Pandemic – Talking About Burnout in the Healthcare Industry

According to a January 2022 article on Burnout and Stress in the American Psychological Association’s Monitor, author Ashley Abramson notes that “Some occupations are more vulnerable than others to the effects of burnout.”  Burnout and stress are at all-time highs across professions, and among already strained health care workers, the Covid-19 pandemic has made burnout exponentially worse. Societal pressures to be always busy and constantly working were certainly prevalent before the Covid-19 pandemic; and for those working on the front lines in nursing homes and healthcare facilities, the additional strain that came with the pandemic made things worse—and that’s putting it lightly.

According to a recent survey by Mental Health America, 76% of healthcare workers feel burnt out, while 52% have dealt with compassion fatigue resulting from stress from someone else’s pain. Many nursing home RNs, LPNs, and CNAs have been stressed to the limit and have become overwhelmed by the grief of losing residents. A study published in the January 2022 issue of The Journal of Post-Acute and Long-Term Care “found that 16.6% of (nursing home) managers reported working overtime and approximately half reported moderate to high levels of emotional exhaustion and cynicism.”

Limited resources, longer shifts, disruptions to sleep and to work-life balance, and occupational hazards associated with exposure to COVID-19 have contributed to physical and mental fatigue, stress and anxiety, and of course burnout.

An NPR article published in February of 2022 notes that “the (nursing home) industry is suffering through a historic staffing shortage, further exacerbated by omicron. Workers have quit in record numbers since the pandemic started. And during the worst of omicron many frontline staff had to stay home because of breakthrough infections.”  It has been brutal, and it may be difficult for the industry to recover.

Where Do We go From Here?

Once you have recognized you are burned out, you have already taken a step in the right direction. Talk it out with a friend, or brainstorm on your own to try to figure out what needs to change.  Here are three ideas of things to try if you are feeling the effects of burnout:

• Disconnect

In a world of constant connectedness, it can be difficult to completely stop thinking about and doing work even after you may have left your physical office.  Do you find yourself stressing about work when you should be relaxing or enjoying your day off?  Consider turning off work email notifications or taking some time to list the things you will do tomorrow and remind yourself that you have done all you can do for today.

• Do Nothing

Practice just doing nothing.  It sounds silly, but with the importance our society puts on busyness these days, doing nothing can be almost difficult or uncomfortable.  Give yourself some dedicated quiet time where you can pause completely.

• Practice Self-Care

Consider trying a relaxing activity like yoga, meditation, or even something art-related like painting. Look for activities that promote mindfulness.  Physical activity reduces stress and takes your mind off of work. Anything that helps you clear your mind and regroup would be beneficial to try when you are dealing with being burned out.

How Can Healthcare Leaders Help Their Teams with Burnout?

Unchecked burnout can potentially harm your health, leading to things like type 2 diabetes or even heart disease. It’s important that employees and employers alike look at ways to combat burnout. Here are also a few ways employers can address burnout and fatigue in the workplace and try to protect their most precious asset—their people:

• Supervisor Behaviors

Mayo Clinic Proceedings published a study of over 40k healthcare employees in April of 2020. They found that when an employee’s immediate supervisor was a stronger leader, there was a decrease in the odds of that employee having burnout.  In other words, supervisor behaviors matter when it comes to burnout. Employers can help by ensuring departmental leaders have all the tools and training that they need to live up to their potential as supervisors.

• Discussing It

Sometimes when going through something difficult, sharing your personal experience with someone who has “been there” and understands can really help.  Just to get the weight off your chest by talking it out can really relieve some of the stress. Employers can help by having a safe space where employees can gather and talk—that could be a physical room or in an online platform like Slack.

• Recognition

Everyone wants to feel that what they are doing is important and appreciated.  Take recognition one step further and offer incentives that matter to your team.  Solicit feedback from your crew on what types of incentives they would appreciate. Try to think outside of the box and offer different and unique rewards.

• Mental Health Resources

Take a look at current programs or, if there isn’t one in place, propose a plan to develop an Employee Assistance Program or (EAP).  Train managers to recognize the signs of emotional distress in employees and use communication to reduce stigma and increase access to mental health resources.

• Life Outside of Work

Leaders can look for ways to support employees with their life outside of work.  Many employees balance work, family, another job, school, or all of the above. While other responsibilities should never interfere with what they are paid to do, leaders being mindful of the load that someone has to carry and showing consideration can help reduce feelings of weariness for that employee. Leaders should encourage work/life balance by setting a good example and making it a priority for their team.

Nina Weierman is a 20-year veteran of the hospitality industry, freelance writer and mother. She also writes about running, parenting and travel. Read the other blogs she has written for Ohio CEUs here. 

Customer Service & Hospitality – How it Extends to Nursing Homes

We all know that we can gain powerful lessons from leaders in our own industry. But we sometimes forget to mine the knowledge of those in other fields. I had the pleasure of interviewing Nina Weierman, a 20-year veteran of the hospitality industry, on her experience and some of the customer service practices that can set a standard for comfort, welcoming, and building loyalty and how it relates to the nursing home industry. 

An interview with Nina Weierman

Question 1: Tell our readers about your background in the customer service and hospitality industry.

I began working in the hotel industry as a Front Desk Agent and quickly learned that it was not only something that I loved but something that I could be really good at.  I have always been passionate about helping people and I absolutely loved the exciting and fast-paced work environment in hotels.

In my career, I have worked for one star, three star and luxury boutique properties.  I have provided guest satisfaction consulting services, opened new properties and helped several of the companies with whom I was employed earn accolades and guest service awards.  Some of these include being named to the Conde Nast Traveler Gold List – World’s Best Hotels, Conde Nast Traveler – #1 hotel in the United States, Employee Survey Best in Class and #1 in the brand in North America.  While I am proud of my accomplishments, I realize that I could not have achieved any of this without all of the amazing people that worked with me.

Question 2: What are some hospitality fundamentals, and how might they transcend into healthcare?

The principles of customer service can be applied to just about any industry that deals with people but healthcare especially so.  Think about the idea of “bedside manner.” This is hospitality applied in a healthcare environment. You may have heard the quote: “they won’t remember what you said, but they will never forget how you made them feel.”  This is the essence of hospitality. 

Question 3: What elements create a welcoming atmosphere and seem to be standard in high quality hotels and those that draw repeat business (i.e., complimentary cookies, concierge services, tourism brochures, fruit basket, infused aromas, etc.) and how can they be used in a nursing home community? 

Never underestimate the power of your sense of smell.  A whiff of coconut might make you feel the immediate relaxation of a beach vacation, or maybe every time you smell hydrangeas you think about your grandmother’s garden.  Scents are powerfully tied to our emotions and long-term memories.  Smells help to create our experiences and help us to remember them. Branded hotels have specific scents that they pump throughout the property.  You might not notice that every Westin you visit smells the same but it’s likely true that they do. This helps make guests feel comfortable.  That smell is familiar.  The hotel smells like what you think a Westin should smell like.  Even Disney has started selling candles that smell like your favorite Disney hotel lobby – like the Contemporary or the Grand Floridian.  Now you can burn these candles in your living room and relive the memories you made there. 

Complimentary hot coffee and other refreshments in the lobby or upon arrival certainly make guests feel at home, and who doesn’t enjoy a free warm chocolate chip cookie (Doubletree) or local treat at check-in. These are all ways to help the guest enjoy and remember their stay through their senses. These perks are also little ways to help your guests feel important.

Consider this idea in your community. As out-of-town family members come to visit, they are greeted at the reception desk by a familiar smell and perhaps a local bakery item, giving them a warm supportive welcome from the start.

Question 4: Share some of the most innovative ideas you’ve seen, created, or implemented in your tenure in the hospitality industry. How could you see any of those customer service aspects applying to a nursing home community?

The hospitality industry is always looking for new ways to make the guest experience more personalized and seamless, and oftentimes that is done with technology in the room. Smart TVs are becoming a standard room amenity in hotels.  Guests can log in to their favorite streaming service and continue watching their favorite shows just as they did in the comfort of their own home.  You may not think that technology and senior living go together but adding voice assistants like Google Home or Amazon Alexa to nursing homes could help make residents feel empowered, offer security features, and even alleviate some feelings of loneliness. 

Question 5: In nursing homes, often both the residents and their family members are stressed and scared of the experience. In contrast, hotels offer a more uplifting feel as the reason for visiting relates more commonly to leisure rather than illness. How do you think nursing homes might borrow some elements from the more joyful experience of staying in a hotel to the nervous encounter with the nursing home?

It’s important to remember that people come to hotels for a variety of reasons. Each guest is unique.  What a businessperson may need is not the same as what a family traveling for a kid’s basketball tournament may need. Training your team to meet each individual guest or customer’s needs is really key.  Applying consistently excellent customer service through training and the utilization of Standard Operating Procedures will build trust and comfort.  Personalizing the experience furthermore makes people feel at home.  

What’s Next – New Customer Service Course Coming Soon

We appreciate Nina’s wisdom and thoughtful answers to help share some insights and ideas from an unexpected source.  Watch for a customer service course created by Nina that will be launching on Ohio CEUs in early spring.

We would love to know what other industries you would like to hear about. Please leave a comment below and tell us. 

Read our other blog posts here!

How to Be a Great Leader – Lessons from Children’s Books

What makes a great leader? A quick web search will yield lists upon lists of “how to be a great leader” articles from Forbes to Harvard Business Review and beyond. Sometimes the answer we are looking for can be found in the most unexpected place: Children’s books.

As we grow into adulthood and settle into our daily work lives, we become hardened by our experiences. Sometimes it takes the simplest of stories to help remind us of what matters and get back to the all-important basics.

Here are 10 children’s books with simple lessons on leadership:

• Alexander and the Terrible, Horrible, No Good, Very Bad Day by Judith Viorst

Poor Alexander is having a terrible, horrible, no good, very bad day. From the time he wakes to having gum in his hair, to not being able to sit in the seat he wanted in the carpool, to no dessert at lunch, a bad visit at the dentist and so on.  Everything went wrong down to lima beans for supper. Alexander is ready to move to Australia. At bedtime, Alexander’s Mom offers some sage advice and says that “some days are like that, even in Australia”.

Lesson: Bad days happen, and they are survivable.

Being a leader is knowing how to react appropriately.  Keeping your cool when it seems like the walls are coming down around you can be tough.  Alexander reminds us that bad days happen to everyone, and we can get through them.

• The Missing Piece by Shel Silverstein

This story is about a circle who is missing a piece.  The pacman-like circle bumps along, singing and enjoying its surroundings while looking for the perfect piece to become complete. After the circle finally finds the perfect piece that fits, it realizes that when complete it rolls far too fast to enjoy things along the way – like the company of a beetle or the smell of a flower. So, it decides that it was happier searching for the missing piece than actually having it.

Lesson: Find value in the journey.

Leadership is not a race, but a slow and steady journey of self-discovery. Effective managers stop, listen and observe the things that are going on around them. They are adaptable like the circle was.  Sometimes it is better to switch gears, slow down and take everything in.

• The Little Engine that Could by Watty Piper

This timeless story is about a train that has broken down and needs help.  Several trains pass the broken-down train carrying dolls and toys with excuses to not help. When the little blue engine passes, she doesn’t have to be flagged down, but simply stops to offer help.  Even though she is unsure she can do it, she puts forth her best effort and tells herself “I think I can, I think I can, I think I can.”  This chant helps the little blue engine succeed.

Lesson: Get outside of your comfort zone.

Never underestimate the value of a good pep-talk. Having difficult conversations, hearing honest feedback and evaluating mistakes made can prove to be challenging even for the most seasoned executive director. “The Little Engine that Could” teaches us to do our best and believe in ourselves even if the task at hand is not in our everyday wheelhouse.

• If You Give a Mouse A Cookie by Laura Joffe Numeroff

As the title mentions, the boy in this book gives a mouse a cookie. This leads the mouse to then ask for a glass of milk and then a straw and so on and on until the mouse gets thirsty and asks for another glass of milk which leads him to ask for another cookie!

Lesson: Think through the consequences.    

Every cause has an effect. Sometimes we are so quick to change the way we do things because one little slip-up occurred.  Be mindful and think about the implications of “just one cookie”; think through how that one cookie will affect the entire organization.  If you don’t think things through, you could end up doing more work than you planned.

• Miss Nelson is Missing by Harry Allard

The students in room 207 are misbehaving again. They are the worst-behaved class in the school and don’t respect their teacher, Miss Nelson at all. One day Miss Nelson goes missing and is replaced by a strict substitute, Miss Viola Swamp. After a week with Miss Swamp, Miss Nelson returns to find a well-behaved and respectful class.  At the end of the book, it is revealed that Miss Viola Swamp was Miss Nelson in disguise.

Lesson: The grass isn’t always greener.

The students in room 207 quickly learn a lesson in remorse and regret when they realize that they actually didn’t have it too bad with sweet Miss Nelson. Have you ever left a job for a new opportunity only to find yourself longing for your previous role and responsibilities? Periods of discontentment happen but throwing in the towel isn’t always the answer.

• The Good Egg by Jory John

This is the story of a good egg, a very good egg who lives in a carton with 11 misbehaving eggs.  The good egg is the only one keeping all of the not so good eggs in line.  One day, he decides that he has finally had enough, and he sets off on an adventure of self-discovery where he grows a beard, gets outside, and learns to take time for himself.  After he has learned to prioritize his own well-being, he returns to the carton.

Lesson: Self-care is essential.

The good egg learns that he has to take time for himself to cope with the external stressors in his life. When you are steering the ship, there can be a lot of pressure to not let anyone down. It can be all too easy for those at the head of the team to put themselves last which can lead to burnout. Self-care isn’t selfish, it builds resilience and allows for administrators to better cope with challenges that they may face.

• Swimmy by Leo Lionni

Swimmy is a little black fish born into a school of red fish. One day, a large tuna fish comes along and eats all of Swimmy’s school except for him.  Swimmy is lonely at first, but then he discovers many amazing creatures in the ocean. He finds another school of redfish, but they remain very still because they do not want to be gulped up by the bigger fish. Swimmy teaches them to swim together in unison so that they can pretend to be a big fish and avoid being eaten. Swimmy is able to use his unique characteristic to his advantage when he acts as the eye of the larger fish, they all create together.

Lesson: Be adaptable.

Swimmy experiences great change when his school is eaten and he is left alone. He uses teamwork and ingenuity to find a viable solution for his new school of fish to survive.  If there is any constant in life, it’s change. An adaptable leader understands that there is no one solution for any given problem and is agile enough to not only respond to an issue but help their team thrive.

• Little Blue Truck by Alice Schertle

Little Blue Truck is driving along and greeting his animal friends with a friendly “beep” as he passes until a big rude dump truck comes flying by and gets stuck in the mud.  Despite the dump truck’s rudeness, little blue truck attempts to help the big dump truck out of the mud and he also gets stuck. All of the little blue truck’s friends come around to help them both get unstuck. In the end, the dump truck apologizes.

Lesson: Be a compassionate leader.

How does compassion relate to leadership? It’s seeing that each team member is not only an individual but an essential part of the team.  It’s giving your team what they need to excel, supporting them and enhancing their happiness and well-being. Little Blue Truck recognized each little animal on his way and it served him well when he exercised compassion and attempted to save the big dump truck.

• The Day the Crayons Quit by Drew Daywalt

Duncan goes to get his crayons to color and finds instead a pile of complaint letters from the crayons! Pink crayon thinks she is being underused. Blue is becoming short and stubby from overuse. Gray wants to color small things instead of big things, and orange and yellow are arguing because they both think they should be the color of the sun. Duncan tries to make his crayons happy by coloring a big picture in a different way than usual- trying to meet the needs of each crayon.

Lesson: Listen to feedback.

Sometimes feedback is hard to hear. It is important for those in charge to take into consideration the perspective of their employees and try to resolve issues that arise.  We can always learn from those around us. Being open to feedback makes you a better leader.

• The Giving Tree by Shel Silverstein

This is the story of a tree and a boy, who develop a relationship with one another. The tree is very “giving” and as the boy grows older he takes different things from the tree. When he’s a teenager he says he wants money, and the tree gives him apples to sell.  When he’s a man, the boy asks for a house and the tree gives him branches to build his house.  The boy wants to build a boat and the tree gives his trunk.  Eventually, the boy grows old and just wants a place to sit and the tree, having been reduced to nothing more than a stump, offers him a seat and the tree is happy.

Lesson: Serve your team.

In one of my very first leadership roles, my boss once asked me, “who do you work for?” And I responded with the usual answers: “you. . . the company.”

My boss quickly corrected me, “No, you work for your team. Support them and success will come.”

The lesson in the giving tree is similar. The tree is always there for the boy.  The trick is figuring out how to support your team as they grow.

A Simple Reminder About Being a Great Leader:

The magic found in the pages of children’s books helped to create the leader you are today, and those lessons can continue to help you do your best work. The next time you are attempting to rally the troops maybe remind them to swim like Swimmy. In times of adversity, reassure your community that you are there to back them like the giving tree. Never forget the strength that you possess by repeating the timeless motto “I think I can, I think I can.”

Nina Weierman is a 20-year veteran of the hospitality industry, freelance writer and mother. She also writes about running, parenting and travel.

Read our other blog posts here!

Getting Down to (Music) Business

As we evaluate the courses Ohio CEUs shares, we strive to include expertise from professionals who aren’t limited to traditional healthcare roles. This is because the background and perspectives from other disciplines, without question, can enhance all departments. This month we launched a new course that uniquely ties the practice of music therapy with the skills of leadership. Kendra Carson, the author of that course, is a music therapist with years of experience in numerous settings. This interview gives an in-depth look at Kendra and her distinctive skill set. Additionally, the interview helps readers understand the value of such a specialized treatment as music therapy as well as the vital differences between music therapy and music entertainment.

An Interview with Kendra Carson, Music Therapist

Question 1: Can you share your background with us?

Kendra:

Educational Background

I grew up in Tyngsboro, MA, and took piano lessons from a young age through HS.  I attended Plymouth State University in Plymouth, NH as a Psychology (Developmental Option) major and a minor in music. Very quickly I became immersed in the music department singing in the choir, joining an auditioned chamber singing choir, accompanying vocal majors, and teaching piano.  I added a BA Piano Performance degree while at Plymouth and finished with both degrees. While at Plymouth, I was encouraged to look beyond my time there and consider going on for a master’s degree.

Before my junior year, I hadn’t heard of music therapy.  When I discovered combining my love of helping people with my love of sharing music into music therapy, I knew I had to pursue this training.  I attended Lesley University’s 2-year 60 credit master’s program in Expressive Therapies with a certification in music therapy.  My training involved a year at a nursing home that met a wide variety of needs and levels of dementia.  I also completed a year of training at Perkins School for the Blind working with Deaf/Blind youth ages 12-22.

Work Experience

My work and life took me to numerous nursing homes where I developed a true love of music therapy and helping families and residents living with dementia.  The connecting music made for families and their loved ones as well as the resident’s memories was remarkable.  My most beloved work was working as a music therapist in conjunction with the hospice team, staff, and family.

Later, while wanting to begin working with children and music therapy again, I completed the training from Music Together to teach their caregiver/baby classes.  This training helped to bolster my repertoire and reconnected with children and parents through a shared music experience.  It was soon after that Carson Music Services was created, and I began my own private practice.  Since the creation of CMS, I have serviced the Dayton area with music therapy services and even expanded into teaching as adjunct for University of Dayton’s music therapy program.

Question 2: Talk about your interest in music and how you discovered music therapy.

Kendra:

I’ve always loved music and the feelings that music can create.  I experienced my most meaningful musical experiences while at Plymouth State University while singing in Chamber Singers.  This intimate 24 voice choir brought a music experience to me that is hard to duplicate; singing a range from Avo Part to Bach.  My music degree offered an opportunity to perform an hour long memorized piano program, which even in its success was a moment of revelation that sharing music with people was more rewarding for me than playing music to people.  My music therapy training offered a range of experiences with drum circles, bell choirs, arranging music to reach clients with a variety of disabilities and needs as well as developing a greater understanding of how music reaches people and influences therapeutic change for clients.

Question 3: What credentials are necessary to be a music therapist?

Kendra:

• Specific information and the pathways to become a music therapist can be found here.
• A music therapist with a completed degree from an approved program must complete the board certification exam and maintain those credentials every 5 years.  The program includes clinical application of skills by accredited supervisors at a variety of clinical settings.

Question 4: What are some of the settings you have served, and how are they different and similar?

Kendra:

Nursing homes hosted the majority of my early work.  These facilities ranged from residential facilities for independent seniors to facilities serving the needs of residents living with dementia in early to even late stage of the progression.  These facilities were in Virginia, Massachusetts, and Ohio.  In a nursing home, the music therapist role is a supportive function: supportive to the nursing, activities, social work and spiritual staff.  A similar need I found in all the settings is the families need to connect with their loved ones.

One group I am most proud of forming is my Family Music Making group. This group formed out organically out of the needs of numerous family members wanting to connect with their loved one but struggled with the barriers that late-stage dementia brings.  The family members brought their loved one into a group setting and there they shared important musical moments they recalled and how the music connected them to their family.  Families even offered their own music by playing the guitar and singing.  This unifying need to connect is not unique but universal.  Being a music therapist, I bear witness to these connections and act as the facilitator to their meaning and significance.

Question 5: What is the most important part of a music therapy session?

Kendra:

Personally, I find the greeting and parting moments to be so vital.  Having your client feel welcomed in the start of a session and then supported and validated and even thanked at the end is vital.

Question 6: In a nutshell, what is the difference between music therapy and music entertainment?

Kendra:  

Music therapy is a clinician bringing music into a clinical session to elicit a therapeutic change that focuses on a non-musical goal.  The client and the music therapist are engaged together in the receptive or recreative music.  Clinical decisions, direction, and choices are determined by the needs of the client in the moment of the session.

Music entertainment, on the other hand, is when a musician plays music to a person and where the performers own intentions drive the musical direction void of the listeners needs in the moment.

Question 7: How can a community or school incorporate some principles of music therapy into their daily life?

Kendra:

Music therapists often work with clients on goals related to social emotional wellness and interpersonal skills.  Communities and schools often promote social emotional learning (SEL) and social skills in their programs.  How students or clients respond to a group setting, such as a drum circle, song recreative experience, or group improvisation, is a wonderful stepping off point to address numerous social goals.  How clients respond to difficult music moments, or take on leadership, or quietly pull back, or support a peer are moments often seen in music therapy groups.

Question 8: What advice would you give to a new music therapist?

Kendra:

• Don’t feel like you need to know everything.
• Take care of yourself and provide the physical, emotional and spiritual support you need to fill your cup.
• Stand up for what you believe music therapy can be in your place of work.

Question 9: From your perspective and experience in a variety of communities, what opportunities do you see for staff members to utilize music and music therapy?

Kendra:

For nursing homes, I see staff members utilizing music in their everyday interactions with residents:

• During ADL’s playing a client’s preferred listening choices
• During ‘sundowning’ times, having a simple acoustic musical version of their client’s favorite songs
• Keeping a rhythm in their gait during transfers or gate endurance with their residents (a simple beat can help regulate a client’s gait).

For nursing homes, I see staff leaning on music therapists to enhance group cohesion and sense of community:

• Group music making
• Family music support
• Drum circles
• Modified bell choirs

For nursing homes, I see staff reaching out to a music therapist to offer support during hospice, times of restlessness and anxiety or during moments of pain or distress.

Tying it All Together

This is important (and interesting) insight into the experiences and recommendations from a seasoned music therapist. We extend our thanks to Kendra for sharing her time and resources with our community. Make sure to also check out our CEU course that Kendra created that goes along with this blog post, it ties the practice of music therapy together with the skills of leadership.

Kendra Carson – Music Therapist