Just a few more ways to make your organization
stronger and your life easier…
Here Are My Favorite Go-To
Resources for Long Term
Care Information, Support
and Brilliant Ideas
Why pull your hair out trying to figure everything out on your own? Especially when there’s so much good stuff out there to tap into.
ALFA
The Assisted Living Federation of America (ALFA) is the largest national association exclusively dedicated to professionally operated assisted living communities for seniors.
ALFA's member-driven programs promote business and operational excellence through national conferences, research, publications, and executive networks. ALFA works to influence public policy by advocating for informed choice, quality care, and accessibility for all Americans.
WALA
Of which I am a proud member
Wisconsin Health Care Association
The Wisconsin Health Care Association (WHCA)-of which I am a proud member- is a non-profit organization dedicated to representing, protecting and advancing the interests of over 190 Wisconsin nursing facilities, their 28,000 employees and the 27,000 residents they serve. WHCA takes pride in its role as the state’s largest and most representative nursing home association. Unlike others, WHCA does not restrict membership to any particular segment of the industry. Indeed, WHCA’s strength, effectiveness, and integrity are significantly enhanced by the diversity of its membership which includes proprietary, non-profit, and government-operated facilities.
Wisconsin Center for Assisted Living
WiCAL (of which I am a proud member)
Mission Statement
The WiCAL mission is that Wisconsin’s assisted living providers be national leaders in providing the highest quality assisted living services through provider-led efforts, rather than prescriptive regulatory dictates. Our mission is therefore to advocate for and assist members in ethically, effectively and efficiently providing the highest quality of services to the elderly and disabled citizens of Wisconsin.
WiCAL Vision
The WiCAL vision is to have Wisconsin’s assisted living community to maintain a national leadership position in the provision of services to elders and disabled communities through provider-led ethical and quality efforts, financially strong and sustainable operations, and a robust and trained workforce.
American Senior Housing Association
The American Seniors Housing Association provides leadership for the seniors housing industry on legislative and regulatory matters, advances research, education and the exchange of strategic business information, and promotes the merits of seniors housing.
National Investment Center for the Seniors Housing & Care Industry
Since its creation, NIC has served as a valuable resource to lenders, investors, developers/operators, and others interested in meeting the housing and healthcare needs of America's seniors.
Society of Human Resource Management (SHRM)
The Society for Human Resource Management (SHRM) –of which I am a proud member- is the world’s largest professional association devoted to human resource management. Our mission is to serve the needs of HR professionals by providing the most current and comprehensive resources, and to advance the profession by promoting HR’s essential, strategic role. Founded in 1948, SHRM represents more than 225,000 individual members in over 125 countries, and has a network of more than 575 affiliated chapters in the United States, as well as offices in China and India.
American Society for Healthcare Human Resources Administration (ASHHRA)
The American Society for Healthcare Human Resources Administration (ASHHRA) of the American Hospital Association (AHA) – of which I am a proud member -is the nation’s only membership organization exclusively dedicated to meeting the professional needs of human resources leaders in healthcare.
Founded in 1964, ASHHRA represents more than 3,100 human resources professionals across the nation. ASHHRA is committed to enhancing the profession and moving forward toward one common goal – excellence in healthcare human resources.
Association for Training and Development (ASTD)
ASTD (American Society for Training & Development)- of which I am a proud member- is the world’s largest association dedicated to workplace learning and performance professionals. ASTD’s members come from more than 100 countries and connect locally in 134 U.S. chapters, 26 Global Networks, and 12 Global Partners. Members work in thousands of organizations of all sizes, in government, as independent consultants, and suppliers.
ASTD started in 1943. In recent years, ASTD has widened the profession’s focus to link learning and performance to individual and organizational results, and is a sought-after voice on critical public policy issues.
Kronos
Workforce selection tools to consistently improve the quality of your hires
Qualification and pre-employment screening - utilizes client-specific success criteria based on industry, company, and job requirements so you'll consistently screen out people who don't meet minimum requirements
Behavioral assessments developed specifically for the hourly workforce - tools that help you predict a candidate's likelihood of success in a given industry and position, focusing on retention, safety, dependability, sales performance, and customer service
Behavioral interview tools - easy-to-use application summary and interview tools to enable location managers to make fast, consistent, and informed hiring decisions
Ask Sonya: I have implemented and administrated this solution for years! I can help you get started. It’s a solution I highly recommend for screening and selecting applicants!
Recommended Reading:
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Marcus Buckingham and Curt Coffman expose the fallacies of standard management thinking in First, Break All the Rules: What the World's Greatest Managers Do Differently. In seven chapters, the two consultants for the Gallup Organization debunk some dearly held notions about management, such as "treat people as you like to be treated"; "people are capable of almost anything"; and "a manager's role is diminishing in today's economy." "Great managers are revolutionaries," the authors write. "This book will take you inside the minds of these managers to explain why they have toppled conventional wisdom and reveal the new truths they have forged in its place."
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Effectively managing personnel--as well as one's own behavior--is an extraordinarily complex task that, not surprisingly, has been the subject of countless books touting what each claims is the true path to success. That said, Marcus Buckingham and Donald O. Clifton's Now, Discover Your Strengths does indeed propose a unique approach: focusing on enhancing people's strengths rather than eliminating their weaknesses. Following up on the coauthors' popular previous book, First, Break All the Rules, it fully describes 34 positive personality themes the two have formulated (such as Achiever, Developer, Learner, and Maximizer) and explains how to build a "strengths based organization" by capitalizing on the fact that such traits are already present among those within it.
Most original and potentially most revealing, however, is a Web-based interactive component that allows readers to complete a questionnaire developed by the Gallup Organization and instantly discover their own top-five inborn talents. This device provides a personalized window into the authors' management philosophy which, coupled with subsequent advice, places their suggestions into the kind of practical context that's missing from most similar tomes. "You can't lead a strengths revolution if you don't know how to find, name and develop your own," write Buckingham and Clifton.
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Stephen R. Covey's book, The 7 Habits of Highly Effective People, has been a top-seller for the simple reason that it ignores trends and pop psychology for proven principles of fairness, integrity, honesty, and human dignity. Celebrating its fifteenth year of helping people solve personal and professional problems, this special anniversary edition includes a new foreword and afterword written by Covey exploring the question of whether the 7 Habits are still relevant and answering some of the most common questions he has received over the past 15 years.
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Trust is so integral to our relationships that we often take it for granted, yet in an era marked by business scandals and a desire for accountability this book by leadership expert Covey is a welcome guide to nurturing trust in our professional and personal lives. Drawing on anecdotes and business cases from his years as CEO of the Covey Leadership Center (which was worth $160 million when he orchestrated its 1997 merger with Franklin Quest to form Franklin Covey), the author effectively reminds us that there's plenty of room for improvement on this virtue. Following a touching foreword by father Stephen R. Covey (author of The 7 Habits of Highly Effective People and related books), the junior Covey outlines 13 behaviors of trust-inspiring leaders, such as demonstrating respect, creating transparency, righting wrongs, delivering results and practicing accountability. Covey's down-to-earth approach and disarming personal stories go a long way to establish rapport with his reader, though the book's length and occasional lack of focus sometimes obscure its good advice. (Oct.) Copyright © Reed Business Information, a division of Reed Elsevier Inc. All rights reserved.
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From Publishers Weekly
Almost everyone appreciates the importance of customer satisfaction in business, but this book takes that idea to two extremes. First, it claims that customer satisfaction is more important than any business criterion except profits. Second, it argues that customer satisfaction is best measured by one simple question, "Would you recommend this business to a friend?" Pressure for financial performance tempts executives to seek "bad profits," that is, profits obtained at the expense of frustrating or disappointing customers. Such profits inflate short-term financial results, Reichheld writes, but kill longer-term growth. Only relentless focus on customer satisfaction can generate "good profits." One unambiguous question, with answers delivered promptly, can force organizational change, he claims. Reichheld makes a strong rhetorical case for his ideas, but is weaker on supporting evidence. The negative examples he gives are either well-known failures or generic entities like "monopolies," "cell phone service providers" and "cable companies." When presenting statistics on poor performers, the names are omitted "for obvious reasons." On the other hand, the positive examples are named, but described in unrealistically perfect terms. Believable comparisons of companies with both virtues and flaws would have been more instructive.
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Myers-Briggs Type Indicator (MBTI)
The best reason to choose the MBTI instrument to discover your personality type is that hundreds of studies over the past 40 years have proven the instrument to be both valid and reliable. In other words, it measures what it says it does (validity) and produces the same results when given more than once (reliability). When you want an accurate profile of your personality type, ask if the instrument you plan to use has been validated. The theory of psychological type was introduced in the 1920s by Carl G. Jung. The MBTI tool was developed in the 1940s by Isabel Briggs Myers and the original research was done in the 1940s and '50s. This research is ongoing, providing users with updated and new information about psychological type and its applications. Today, more than two million people worldwide take the Indicator each year.
Favorite world: Do you prefer to focus on the outer world or on your own inner world? This is called Extraversion (E) or Introversion (I).
Information: Do you prefer to focus on the basic information you take in or do you prefer to interpret and add meaning? This is called Sensing (S) or Intuition (N).
Decisions: When making decisions, do you prefer to first look at logic and consistency or first look at the people and special circumstances? This is called Thinking (T) or Feeling (F).
Structure: In dealing with the outside world, do you prefer to get things decided or do you prefer to stay open to new information and options? This is called Judging (J) or Perceiving (P).
Your Personality Type: When you decide on your preference in each category, you have your own personality type, which can be expressed as a code with four letters.
Ask Sonya: I am a Qualified Practitioner of the MBTI and would love to share with you how to use this in your organization.
Sonya Sullins
Human Capital Management Institute LLC
9106 Aspen Grove Lane, Madison, WI 53717
p (608) 831-4400 f (608) 827-0848
Toll free (877) HUMAN10 ~ 877-486-2610
Website: www.humancapitalmanagementinstitute.com
Email: sonya@humancapitalmanagementinstitute.com
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