Be In the Know!

It’s CNA Week and that’s a great time to think about how you can help your nursing assistants continue to learn on the job.  Here at In the Know, we’re all about lifelong learning.  And we know that the best learning experiences are often a bit “outside the box”.  So, here are some tips that might spur both critical thinking and learning among your direct care staff:

• Institute a “Learning Award” and present it to the nursing assistant who completes the most hours of continuing education in a specific time period (calendar quarter or year) or on a specific subject pertinent to your workplace (patient rights or workplace safety).

• Encourage and support skills that go beyond client care, such as money management, parenting, career planning, resume writing, etc.

• Have a different nursing assistant lead each inservice meeting with you.

• Consider developing a tuition reimbursement plan and/or a college scholarship program for the nursing assistants at your workplace.

• Ask a CNA or two to join you when a medical equipment representative comes in to demonstrate or promote a new product.  The CNAs may know best if the equipment in question will work at your facility.

• Encourage your nursing assistants to volunteer for committees at work–ethics, quality improvement, safety, etc.  Then, give them the time and support to attend the meetings.

• At home health or hospice client care meetings, ask your aides to present each of their clients.  Don’t let them sit there quietly when they probably have such valuable input to share.

• On your CNAs’ yearly performance evaluations, make sure that at least one of their goals has to do with learning.

• Build a library of books at your workplace on a variety of subjects:  health care, motivation, parenting, physical fitness, healthy eating, etc.  Allow your CNAs to “check out” the books.

• Encourage your CNAs to become computer literate (if they aren’t already).\

• Start each inservice or staff meeting by asking your CNAs to share one thing they have learned since the last meeting.

• Assess the learning needs of your nursing assistants quarterly…or at least annually.

• Teach your CNAs to speak up if they are assigned to a client with an unfamiliar diagnosis.

• Have your nursing assistants lead a book club for the residents in your facility or teach the residents one of their favorite hobbies.

Whew…as you can see, the possibilities are endless!  But the bottom line remains the same:  give your nursing assistants the opportunity to learn and grow and they will be happier, more productive employees.  And, you’ll have a team of top-notch CNAs!

There’s a book I’d like to recommend to nursing supervisors and educators everywhere.  It has nothing to do with health care or nursing specifically, but has everything to do with helping us inspire those around us.  The book, Start with Why, emphasizes the importance of uncovering what makes you “tick”.  Its author, Simon Sinek, encourages readers to reach past the “what” and “how” of their jobs and dig deeply for their “why”—the purpose, cause or belief that gets them out of bed every morning.

For example, here’s how I examined myself after reading the book:

WHAT I do:  I run a company that sells continuing education for nursing assistants.

HOW I do it:  Along with a team of writers, I create CNA inservices and sell them to health care organizations around the globe.

WHY I do what I do:  Here’s where it got challenging.  The process of mining my personality for my “why” took some time.  Basically, here’s how it evolved…

• I create inservices for nursing assistants because I’m a nurse. Well, yes, being a nurse is a requisite, but I could have taken my nursing career in many different directions.  So that’s not the answer.

• I create CNA inservices because I like to teach. Sure, that’s true.  But that’s not exactly what makes me eager to come to the office every day.  I had to start thinking beyond the obvious and look for my purpose, my true beliefs.

• So, I began looking around me, examining the company that I had created.  Then it struck me.  I had named my company In the Know.  The website address I established is made up of the words knowing and more.  My employees are all encouraged to continue learning…and even have library time during their workday when they can read up on any subject of interest to them.  Together, we create learning materials.  Everything pointed toward the same thing: knowledge.

• I believe that knowledge is power. Hmm…I felt like I was getting close!  But thinking of knowledge as power paints a static picture.  My “why” felt more dynamic than that.

• I believe that lifelong learning is essential to both personal and professional success. Ah ha!  That’s more like it!  Learning is an ongoing, fluid process.  Learning brings people together—and when two people share what they know, they both come away with more than they had before.  That’s my personal and professional “why” and is what inspires all of us at In the Know to do our very best!

As a nursing supervisor or educator, are you tapping into your “why” when it comes to inservicing your nursing assistants?  For example:

WHAT you do:  Present inservices to your CNAs.

HOW you do it:  By passing out and discussing handouts at monthly one hour meetings.

WHY you do it:  Because it’s required? That’s just the surface.  To share your knowledge with your nursing assistants? Maybe, but author Simon Sinek would have you dig deeper.  To join together with your aides to learn something new? That’s better.  Because you believe that the more your CNAs know, the more they can achieve? Maybe…but only you can figure out your “why” and use it to inspire not only yourself but everyone around you.

If you don’t have time to read Simon’s book, at least take a quick peek at his blog.  You’re sure to find inspiration in his words.  And, have fun pondering your own personal and professional “why”!

At In the Know, we believe that lifelong learning is the key to both professional and personal success.  But, this isn’t just a meaningless mission statement stuck in a frame and hung on the wall.  Instead, it’s a way of life at our company. As the founder of In the Know, I created an atmosphere that encourages learning for each employee.

For example:  we have an In the Know library, filled with books relating to a variety of subjects—especially (but not limited to) health care.  Every employee has two hours of “library time” each week.  While they are encouraged to select reading material from the company library, they are free to read whatever they like.  The only “rule” is:  If you come across a great idea or are inspired by something you read, please share it with your coworkers.

What’s the result?  My employees and I are always reading, reviewing and researching…on a constant quest to continue learning.   Every day around our offices, you are likely to see a couple of excited employees huddled over a headline or hear someone say, “Wow…listen to what I just found out!”  New ideas are valued and it makes for motivated employees who enjoy coming to work.

How are things at your workplace?  Do you think your CNAs are inspired by you to add to their knowledge base and/or expand their skills?  At inservice time, do they sense your excitement about the topic at hand?  Do your nursing assistants know they can come to you for more information about a specific client care issue?

If you would like to promote lifelong learning among your aides, try sharing a few of these tips:

Instead of a “to do” list, keep a “to learn” list. Encourage your CNAs to jot down any learning needs they have.  For example, do they want to know more about diabetes, pressure sores or time management?  Put them on the list.  Would they like to learn more about quality improvement, patient rights or ethical issues?  They get added to the list, too.

Keep your eyes open! Suggest that your CNAs observe a coworker whom they admire.  A lot can be learned by watching, especially when you observe people who are really good at what they do.  Some of their habits may rub off!

Practice what you learn. Knowledge by itself is great…but it takes on real value when it is applied.  Share with your CNAs how you put new knowledge to work for you on the job and suggest they try the same thing.

Show others how it’s done. A great way to learn is by teaching others!  Ask your aides to help train new employees.  Or, each time you hold an inservice meeting, ask a different CNA to help lead the meeting.

Learn in groups. If your nursing assistants complete their inservices as self-study modules, suggest that they work together in groups of two or three.  They can bounce ideas off each other and, as a result, learn more than they would “going solo.”

Think outside the box. If your CNAs stick to the exact same routine every day, they may go on “autopilot” and stop learning.  Encourage them to switch things up a bit—as long as it doesn’t interfere with a client’s needs or rights.

Make learning a priority. The motivation to keep on learning has to come from within. Show your CNAs that lifelong learning is a daily habit for you and they may decide to make it a priority in their lives, too.

Do you have tips that have helped you create an environment of learning?  Please share them with us…we’re always open to learning new things!

Take care,

Linda

Linda Leekley BS, RN

President, In the Know

Please take a few minutes to read about these top-notch nursing assistants who were selected by their supervisors and all of us at In the Know to be honored for their dedication to their jobs…and to lifelong learning:

Donna V., who demonstrates professionalism daily at Holland Hospital Home Health Services in Holland, Michigan.

Demetria P., an outstanding CNA at AseraCare Hospice in Atlanta, Georgia

Melinda W., a long time employee of Windsor Woods in Hudson, Florida

Kathy R., who loves her patients at Legend Oaks HealthCare & Rehab in Gladewater, Texas

David C., who goes above and beyond at Home Health Works in Clearwater, Florida

Supervisor, Jane A., told us that Donna has worked at their agency for almost ten years. Every patient loves her as she goes beyond their expectations of service every day! Donna is willing to work any time of day, drive any distance and work with any personality type. Her documentation is turned in on time and is perfectly done. She is anxious to increase her skills and takes advantage of additional education offerings. She has also served on many committees throughout her years with Holland Hospital Home Health Services. Donna is, without question, an outstanding aide!

At AseraCare Hospice, Margot M. reported that Demetria is very thorough and kind. Her supervisors know when Demetria has seen her patients because they look so great and are so content. Demetria is well-liked, very professional and performs her work with minimal supervision. It is obvious that she loves her job! She is a blessing to the patients and families and an asset to her workplace. Margot is very proud of Demetria and feels blessed to have her on her team. Demetria is a fast learner and is always eager to incorporate new ways into her regular routines.

Supervisor, Sharon T., told us that Melinda has been a CNA at Windsor Woods for many years. She takes excellent care of her residents and goes above and beyond to provide quality care to each of them. Melinda is well-acquainted with her residents and is able to cue new staff and nurses to better meet the residents’ needs. She provides care in a loving and respectful manner and is never cross or in a bad mood. Melinda goes out of her way to assist everyone and participates on several committees. She is the best person to serve as a preceptor to new staff members because she does not hesitate to teach, nurture and demonstrate how a top-notch CNA should perform. Without Melinda, the facility would not be the same!

Lori L. reported that Kathy is a CNA that any organization would be proud to have as part of their team. Kathy never calls in, spends her entire shift working her floor, loves her patients and is often requested by name by family members. She has worked at Legend Oaks for more than 13 years. Kathy works from 10pm to 6am while the patients sleep, but they sleep better just knowing she is there. She spends her entire 8 hours on the floor. Kathy fluffs and folds, pampers, lotions feet, offers water and provides comfort to those who can’t sleep. Kathy is truly a CNA who patients rise up and call blessed.

At Home Health Works, Carol G. told us that David lives up to their motto: “Caring for people like family”. David goes above and beyond, providing not only personal care and help with ADLs, but dealing with things that most aides don’t think they can do anything about. He’s very attentive to prescribed diets and always makes sure to prepare a fresh meal, even sharing fresh items from his garden! In addition, Dave is great at finding inexpensive or free items for his clients, such as walkers or exercise bicycles…all to enable their increased mobility and/or safety. Dave reports changes in his clients’ physical condition, mental status and living situation so that the agency can make the appropriate referrals. David is a star at his workplace!

All of you deserve a standing ovation! And, a big thank you…to Donna, Demetria, Melinda, Kathy, David and all the other dedicated, hardworking CNAs who make the choice every day to be outstanding!

CONGRATULATIONS from the Team at In the Know!

Have you ever gathered your nursing assistants for an inservice meeting and found yourself staring at a bunch of tired, dull-eyed and disinterested people? Wouldn’t you rather be greeted by excited, eager to learn employees? Try implementing these 7 tips to freshen up your CNA inservice training:

1. Keep It Relaxed
Adults tend to take their mistakes personally and often feel embarrassed if they make an error in front of their peers. During your inservice sessions, try to keep the atmosphere relaxed and non-threatening. Sit with the group rather than standing and looking down on them. And make sure they know that you welcome questions as an opportunity for everyone to learn—including yourself.

2. Mix Things Up!
Have you assessed how your employees like to learn? Most adults usually learn best in one of three main ways:
1. Visually…by watching someone else perform a task or by looking at diagrams or pictures.
2. Actively…by physically handling pieces of equipment or by practicing a transfer technique.
3. Orally…by listening to a speaker or being talked through a procedure.
So, as you plan your teaching strategy, mix things up by incorporating all three learning styles. For example, spruce up your handouts with photos or relevant clip art. Ask for volunteers to teach part of the inservice by reading it out loud. Encourage relevant activities such as role playing. And, bring in any client care equipment that relates to the inservice topic.

3. Forget Those Boring Pre-Tests
While pre-tests have their place, you can liven things up by simply asking what your staff already knows about the subject. For example, if the inservice topic is Understanding Diabetes, ask the nursing assistants for a list of five or ten things they already know about the disease. You can write their responses on a board or flipchart. In this way, you are giving credit to your staff for their prior learning and experience. (And, if someone has a misconception about the disease, you’ll know to clear it up during the inservice.)

4. Give Self-Study a Try
Adult learners like to feel they have some control over when and how they learn. That’s why self-study inservices are effective. To check for compliance with completing the inservices, try this tip. Distribute your inservice materials for self-study, but don’t give out the quiz. Tell your nursing assistants that they can come to you (or a designee) sometime in the next two weeks to sit down and take the quiz. This prevents the quiz from being completed as an open-book test and provides a clearer sense of what your employees are learning on their own.

5. Ask Questions!
Many adults are better at talking than at listening. Use this to your favor by asking a lot of questions during your inservice meetings. Remember to avoid yes or no questions; instead, come up with questions that generate discussion. Encourage everyone in the group to give input at some point by making it fun. Give out play money to those who participate and have small prizes or snacks they can buy with their loot.

6. Keep Them Moving!
Remember to allow for at least one 2-minute stretch break during each inservice hour. You may also want to devise participatory activities (like role play) that require people to get out of their seats and move a little. This helps get the circulation going and improves learning!

7. Give Them a Reason to Learn
There are a number of ways to help motivate your nursing assistants to continue learning on the job. For example, provide frequent reminders of your state and/or workplace requirements for inservice hours. Or how about giving a small pay raise or a lump sum bonus to employees who never miss an inservice! You might also make prompt inservice completion a stepping stone to higher job status. For example, aides who remain current with their inservice requirements can be designated as preceptors for newly hired nursing assistants.

Incorporating just one of the above tips will liven up your inservice sessions. By adding all 7, your CNAs won’t know what hit them!

Happy Teaching,
Linda Leekley