I belong to this Starbucks employee group. I am mostly a lurker, but once in a while, something stands out for its application to life and senior living. 

The problem with too much affirmation and positiveness is that it reduces accountability and the ability to learn from mistakes.

I don’t care how good this person is, how much they suck up to you. They are hurting your company. You need to go fire them today, right now.

Creating ownership is one of the biggest opportunities! They would be invested in the success of their team, which means success in the community.

What it would be like if a senior living community went to their line staff and gave them time to explore new ways of making their jobs better?

In the very best organizations, they see failure as an opportunity to grow and learn. Failures are seen in the context of experiments.

How would you feel if 80%, 90%, or 100% of your executive directors were like your best one?

They staff very differently than many organizations, and I love this so much. They staff to the care needs of the individual … learn more in this article!

Why do they stick with what they say is the “budget” for the position? Makes no sense. They keep getting what they have been getting. Nothing.

They keep saying this thing that is perhaps true, but only because so many leaders say it and believe it. I bet you have said it.

This machine is all about being the best senior living organization to work for in the country. Actually to be the best company to work for in the country.

My bottom line was — and remains — that the industry should support staffing minimums done right and reasonably. This means a bunch of things.

It is worth talking to your teams about how to be a yes culture, one that figures out how to make things work for the person making the request.

There is a belief that there are not enough caregivers for the senior living sector today. I think this is a hasty response that is not well thought out.

The sandwich method, at its core, is about taking time to think about and appreciate your team member’s efforts.

Hire for skill, not for age — or you’re cutting yourself short, and you’re discounting some people who are at the top of their game.

Your team members will get better instantaneously if you begin to see them as amazing, exceptional employees who you are lucky to have.

It is time for the industry to step up to the table, demand change and propose a new way of doing things that is fair and reasonable to everyone. 

The industry should be concerned because it appears the number of comments supporting mandates is much higher than those opposing mandates.