Leading the Way Home: Person-Directed Care Teams

Sunday, November 1, 2009

Lynn Szender, RN, BSN
Marie Rose Health Center, Mary's Woods at Marylhurst, Lake Oswego, OR

Learning Objective 1: gain awareness of culture change and person-directed care principles.

Learning Objective 2: evaluate an example of one providers' project to embody the principles of person-directed care.

Elders need a person-directed environment that embodies home.   The development of teams that possess leadership skills and the ability to communicate in a way that supports self-direction, advocacy and a person-directed focus are essential to culture change.  This poster will share with the viewer the story of one team’s process and progress on this journey.

The culture change movement in long term care seeks to emphasize a social model of care directed by the elders being served and which specifically meets their individual needs.  This model seeks to hear the elders’ voice and promote care that is person-directed thereby increasing quality of life, decreasing depression, loneliness and boredom and preserving involvement in life which consequently increases the desire to maintain functional abilities.  High value is placed on relationship and the rejuvenating power that relationship naturally has for the elder and which also nurtures and sustains the caregiver.

In concert with this model, the premise of the presented project is that empowering elders and their caregivers via development of the necessary skills to become effective leaders of their domain will create a home in which participants enjoy an environment of mutual respect, joy, care and ongoing personal growth. These elements are essential for a satisfying rewarding life that fosters the essence of health and well-being for the elder & the caregiver.

The poster presentation will highlight methods used to embody this premise and model of care in a small memory care unit that is part of a continuing care retirement community.  Measures of success will include resident responses, behavior monitoring, PRN medication use relative to anxiety/pain/distress, family satisfaction, staff satisfaction, staff retention/turnover and anecdotal tracking of staff ability to constructively deal with team goals and conflict resolution. 

Lessons learned and plans for the work going forward will also be presented.