IGNITE Leadership Academy LeadingAge New York 2014

Ignite YOUR FlameLeadingAge New YorkIGNITE Leadership Academy 2014-15

Action Learning Project SummaryActionlearning is an adult learning theory from the 1940’s based on the ideas of United Kingdom Professor Reginald Revans. It is a learn-by-doing approachwhich encourages people to work together to solve a problem or improve performance. Thetheory encourages groups to spend time reflecting on what they are collectively learning duringthe process. The method stands in contrast with traditional teaching methods that focus on thepresentation of knowledge and skills.IGNITELeadership Academy fellows are asked to create an Action Learning Project of interest to them, and of benefit to their organization. As a leader, it is vitallyimportant to learn how to facilitate the group process, and inspire and motivate others to achievegoals and improve quality within the organization. The project can be small or large in scope, involveone department or several organizations, and require few or as many resources as needed.LeadingAge New York 2

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Stacey Altman Assistant Vice President for Administration Parker Jewish Institute for Health Care and RehabilitationDementia Unit Reimagined 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My Action Learning Project is designed to reimagine the Dementia Unit and program through physical changes to the space. Theresidents who live on this unit will benefit by enhanced surroundings and more diversified areas on the unit. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?Change is difficult for any organization. What I have learned, is that the key to change is to surround yourself with people whoare knowledgeable. No one person can be “the expert” in every area, but together we can make a difference in the lives of theresidents we care for. Two key members of my team have been involved in nursing and therapeutic recreation. Using relationshipsthat have been formed over many years allows for a more open dialogue. These relationships allow each team member the abilityto express their true opinions without feeling threatened when their opinion differs from others. Many good ideas have comefrom the team’s ability to disagree and then discuss. Another key element is to always involve the line staff. As management,decisions can be made without a realization of the day-to-day impact they have. By involving members of the line staff, theyfeel both empowered and valued. The perspective that is brought to the table by the staff that spends the most time with theresidents can be invaluable. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge?Throughout the planning process, I have learned many things. I have found that when you find a team member that is passionateabout your cause, they can move mountains. It is important as a leader to know when to step back and allow someone else totake the lead, enabling them to feel empowered to make decisions. This can be difficult at times, but will allow staff to feel valuedwhile helping to fuel their passion. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?As the population continues to age and the over 90 populations grows, the prevalence of dementia will only increase. I hope thatParker will be able to create an environment that provides not just the best care, but an environment that allows the residentsto flourish. Parker is undergoing a major renovation project, so changes to the unit will be made in stages. I envision the changesstarting off small, but having a major impact on the aesthetics of the unit by the time the renovation is complete. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?My Leadership Academy experience has allowed me to look at myself in a different way. I have learned to “pick my battles,” aswell as different strategies for dealing with the various personalities I encounter on a daily basis. I feel that I will be able to usemany of the strategies I have learned for years to come.LeadingAge New York 4

Jaime Bennett Director of Information Technology Jewish Senior LifeEmployee Recognition Goes Digital 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?At Jewish Senior Life, we are committed to building a unified culture where employees understand our mission and are motivatedto exemplify it. To motivate our employees, we have implemented an employee recognition and reward system. The system allowsemployees and elders to nominate an employee they see going above and beyond their normal duties or exemplifying our mission.We believe that this recognition leads to more engaged employees who, in turn will provide a better experience for our elders.For my Action Learning Project, I will create a website to allow the electronic submission of nominations. The system will allowmanagers to review submissions prior to displaying them for the whole company to see. Each week, an email will be generatedand sent to all employees highlighting the previous week’s nominations. The system will reward the nominated employee andthe nominator with points that can be traded for gift cards. We believe this will allow us to further align our employees with ourmission and values while increasing retention, engagement and collaboration. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?This project is currently in the planning phase. So far, I’ve worked with members of our senior management team to begindeveloping a vision for the new employee recognition website. The next steps will involve working with employees at all levels ofour organization and possibly our resident counsel, to receive feedback on the vision. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge?Because this project is still in the planning phase, it will be interesting to see what turning points or challenges lie ahead. I believethe LeadingAge New York IGNITE Leadership Academy has prepared me to deal with any challenges that I may encounter. I havealso connected with some great people who can provide additional feedback and guidance. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?I expect to begin development in the next few months with a goal of going live before the end of 2015. I hope to design thesoftware in a way that it can be shared with any LeadingAge New York organization interested in deploying an employeerecognition system. Ideally it will lead to greater employee engagement and in turn, a better experience for our elders. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?Taking part in the LeadingAge New York IGNITE Leadership Academy has been a very positive experience. I have learned manynew leadership techniques that have contributed to my growth as a leader. The Action Learning Project will be a good opportunityfor me to further develop as a leader and practice the new skills I’ve learned.IGNITE Leadership Academy Action Learning Project 2014-15 5

Joseph Bisaccia Director of Food, Nutrition & Purchasing Services Cabrini of WestchesterSharing Information 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?I must preface my reply with the statement that the Action Learning Project I will be describing is not the original project I hadoutlined for our group at the last session. I had already begun working on my original project and was setting plans in motion toproceed when I experienced an “aha” moment that really changed my whole prospective on what I need to do.On Mon., April 6, 2015, a team from the NYS Department of Health (DOH) walked in to our home for their annual surveyprocess. In short, it was a “perfect storm” setup. Monday was our new administrator’s first day on the job and Tuesday was ournew director of social work’s first day on the job. Our executive chef was unavailable for two days and the State sanitation/lifesafety member who typically spends one day with us during the process, was on site for three full days. With all the potential formisfortune, I am very happy to report that the outcome for our entire facility may turn out to be one of the best surveys we haveever experienced. Of course, we must await the written report to verify our positive belief.Personally, this experience highlighted a very deep need for me to further examine my stage of development toward becoming amore true and effective leader. For the benefit of myself, our team and our organization my project will be to utilize the many toolswe have been discussing over the last 8 months to create a more cohesive team approach to all situations. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?When everyone is on the same page positive outcomes can be expected. In reverse, if staff do not have a real understanding ofexpectations, how can they be held accountable? This is the baseline for my project. I found myself apologizing to staff after thesurvey. I said some things in the heat of the moment during the process that if I had taken a step back, I probably would havenever said. This experience gave me the opportunity to analyze our organizational structure, to re-evaluate our training processesand to prioritize education of staff.I now realize that we must create educational opportunities that are based on learning as opposed to being performed just tomeet regulatory requirements. It is now evident that visual experience, hands on trials and spoken procedural clarification mustbecome the norm.Educating staff has become my priority. Starting with our leadership team, we will be meeting more frequently to discuss day-to-day operations. We will also formalize how we function as a department. It will begin with more frequent staff meetings in searchof creating team leaders from those who would like to take on more responsibility. We will work on creative education utilizingvideo presentations, actual demonstrations and staff participation. Setting these ideas in place will create the solid foundation forus to perform our daily functions and will position us for the ever-changing healthcare landscape that we live in. (continued on page 7)LeadingAge New York 6

Joseph BisacciaSharing Information (Continued from page 6) 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?My barriers and challenges began 18 months ago when I took on the additional role of director of purchasing to go along with my thencurrent position of director of food and nutrition services. At the time, I agreed to take on additional responsibilities as long as my currentresponsibilities did not suffer from my pulling back to focus on my new role. We had worked very hard making a solid food service departmentand were in a good position to continue with our innovative service practices.While I have been very successful in creating many new initiatives in the purchasing department that have helped us realize a positive bottomline, I must admit that my absence from the food service department has resulted in a negative impact. We do have a great managementteam, that willingly picked up much of my previous responsibilities, but I truly believe that my absence has fractured the cohesiveness of theentire department. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?I am determined at this time to try to right this ship by putting a plan in place to foster growth, understanding and responsibility among allstaff members. I am also continually searching for better ways to organize my time, develop systems and prioritize my work flow so that I canplace more focus on our staff. I need to center my attention on our most prized resources, our workforce.While these barriers were pre-existing, I needed to experience an outside influence to make me fully understand their impact. I am confidentthat these barriers, as well as new challenges that will arise, will only serve to make for a better all around working environment. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?I have always considered myself to be a good leader. I rely heavily on being honest, approachable and responsive to the needs of both ourresidents and staff. I believe I have given staff the opportunity to be involved in decision making and I feel comfortable in allowing staff toshow by example. I work well with our administrative team and I believe their mutual respect for my work ethic has been the reason why I amcontinually asked to assume more responsibility.What the LeadingAge New York fellowship and this particular project has proven to me is that there is always room for improvement andI can truly benefit by putting new learned practices into motion. From starting out with a self-assessment to examine my strengths andweaknesses, through exploring my emotional intelligence and evaluating thinking hats to formulate a plan, my growth as a leader is at a stagewhere I seek more knowledge and continually look forward to putting new principles into practice.The priorities of family, work and play are juggled daily, and finding the time for all requires a very fine balancing act. As stated in our lastreading, The Power of Full Engagement, energy is such is vital component of our lives and I have experienced first-hand the benefits ofrecharging at appropriate intervals. I am looking for my project to be a significant barometer to gauge my transformation from a good leaderto a truly effective leader.IGNITE Leadership Academy Action Learning Project 2014-15 7

Kathy Burke Education Assistant/Registrar LeadingAge New YorkGeriatric Career Development Program 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My Action Learning Project is to create a Geriatric Career Development Program at LeadingAge New York. Workforce development is acritical issue for our members. The first phase would connect long term care professionals from member facilities and LeadingAge NY staffwith local urban high schools to present them with career opportunities in long term care. The next phase would be to develop communitypartners and start our own program. The goal of the program is to improve staffing at member facilities and increase the benefit of being aLeadingAge NY member. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?The relationships are the most valuable part of the Leadership Academy. I have been helped tremendously by a Leadership Academy fellowwho is the director of the Geriatric Career Development Program at Jewish Home Lifecare and I hope to continue to work with her to developthis program at LeadingAge NY. LeadingAge NY members face challenging operating environments and it has helped me to visit them, seetheir programs and hear about their successes and even their mishaps. The Leadership Academy has enhanced my relationships with leaders atLeadingAge NY who have given me their time and helpful resources. The mentors have helped me to grow and realize my potential. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?My first turning point, and the basis of this project, was reading the summary from the 2014 LeadingAge New York Joint Board retreat.One part really stood out to me, which is the problem members face with regard to workforce development. I truly believe that some highschool students would benefit from career training during high school, having a job immediately upon graduation, gaining experience andthen deciding on their educational goals. The next turning point was meeting someone in my group at the Leadership Academy who was thedirector of the exact program I had envisioned; this solidified my project and having her as a resource has been a tremendous help.I did have a setback. At one point during the process, I was going to give up on this project and go in a completely different direction. I spoketo one of the mentors about this and while she thought the new project had merit, she encouraged me to follow my passion. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?I hope the program will enhance the benefits of being a LeadingAge NY member. I believe it will be a great partnership between ourorganization and the community. With the new models of care and the aging population, I believe increased workforce development will benecessary to serve the frail elderly and disabled populations. I also would like to help my organization which has encouraged my growth as aleader and allowed me to contribute beyond the scope of my duties. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?To be encouraged to act upon a project of your own design and to take a leadership role in its development has increased my passion to serveour members and my community. I learned who I am as a leader and how I can continue to grow and learn. I made connections with membersthat would not have been possible without this experience. The lifelong friendships that have been formed with my Academy Fellows is anadded bonus.LeadingAge New York 8

Mary Costigan Administrator Michaud Residential Health ServicesLet’s TACKLE the Problem 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My Action Learning Project is a development of an “elopement tool kit” for our skilled nursing facility. We described the project as“Let’s TACKLE the problem.” The reason we described it as TACKLE is to get the staff acclimated to the kits, which are actual tackleboxes. We found that our elopement drills were less than ideal regarding reaction and response time. Research demonstrates that ifthere is an elopement and the individual is not found within the first 24 hours, there is a significant increased risk of death. Further,under federal regulations, the facility must monitor accidents and provide supervision to ensure the safety of residents. As such, wehave identified that we needed to make improvements regarding the immediate steps taken to locate the resident once determinedto be missing. Resident safety is one of our key qualities of care components. This tool kit should minimize the response time bycentralizing the required documents and equipment needed to initiate the search, enabling staff to look for the resident in a more time-effective manner. This project has direct impact on residents and resident safety, as well as providing the staff the necessary tools tokeep the residents safe. After testing and audits, implementing this tool has significantly reduced response time in elopement drills. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?The relationships with mentors and stakeholders have definitely influenced the process of my project. Through the guidance andsupport of the mentors during my time as a Fellow, I have been able to see that gains, though small, are still moving in the rightdirection. David Gentner, an academy coach, made a compelling statement that stuck with me, “Move it one percent, that is stillone percent improvement.” That helped me realize I needed to move on this project. Moreover, I saw how my staff was frustratedwith the process during the drills, which seemed disorganized and took a great deal of time. The concept of the kits was on the backburner of my “to do list” and this assignment spurred me to bring the project to fruition. It was the relationships with my criticalstakeholders, residents and staff which influenced this project; primarily, for resident safety and secondarily, to make the drills a muchsmoother process. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?Through the Leadership Academy, I have learned to not second guess myself. I have learned that failure is acceptable, for it is throughfailure that innovation sparks. I have learned that I do not have to fit into a mold as a leader. My style, skills and personality are whatmake me unique. I have learned it is the way I engage with staff that helps me connect with them. Further, with this project, staff areadjusting to change when they see that it will benefit them. When we were rolling this project out, we demonstrated that with thisnew tool, they wouldn’t have to run around and search for the supplies; all the supplies were at their fingertips. I did keep in mind theResults Process Relationships image, a concept from the second session. In order for this tool to endure, all three components must bemaintained. The process showed that my staff do want to “do the right thing” and policies are as good as the procedures that go alongwith them. There was no setback as this project made the process easier. (continued on page 8)IGNITE Leadership Academy Action Learning Project 2014-15 9

Mary CostiganLet’s TACKLE the Problem (Continued from page 7) 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?On a micro level, it is my hope that this project will continue to shorten the drill times, which sustains quality assurance standards and ensuresresident safety. Further, after describing this tool to our CEO, he asked a peer to meet with me regarding their needs and another level of care.Hopefully the idea is a tool others can use. More importantly, I feel this project, though simple in nature, represents that change doesn’t have tobe so hard. Although this kit will be what it will be, it proves we didn’t need to recreate a policy; we just changed a way we implemented it tomake it more effective for our residents and staff. It signified an “easy win;” a change process concept from our reading. It is this easy win thatmay make staff more inclined to be open to future changes. On a macro level, I hope to share this concept with peers. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?This project, in the context of the Leadership Academy experience, has demonstrated that incremental change is obtainable. As statedpreviously, this project proved to be an “easy win” with improved results during our drills. As such, positive outcomes may lead staff to be moreamendable to future change. Also, my “emotional intelligence” has been questioned in a constructive way, which has contributed to my growthas a leader. I have become more self-aware of how my emotions affect me. Learning through my project that we didn’t have to reinvent thepolicy, we just needed to find a more practical and better way to improve the way we were implementing it. As one of the non-health careleaders said, “Innovation can be taking something that already exists and improving it.”The Leadership Academy, along with my coach Diane Darbyshire, were instrumental in processing, within myself, my leadership style and mygrowth as a leader. Ignite Your Leadership Flame!LeadingAge New York launched the New York-based Leadership Academy in June of 2013. This transformationalleadership platform is designed to foster growth and relationships among our current and next generations ofleaders within New York’s non-profit providers of care, housing and service to seniors.The program is modeled on national and other state leadership programs — most designed by consultant MicheleHolleran — but focuses on topics of interest to New York members.Applications for the 2015-16 Class are available now. For more information, go to leadingageny.org underMembers. There you will find an Ignite Your Flame graphic. Click on it and you will find links for the brochure andapplication or feel free to contact Diane Darbyshire at [email protected] New York 10

Joseph Gallagher PT, DPT Manager of Rehab Professional Practice Visiting Nurse Service of New YorkStandardizing Information Delivery 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My Action Learning Project is focused on creating a standardized system of communication to get information to our clinicians at ateam level. Our home care organization currently has over 2,500 clinicians in the field in the NYC area. They are divided over sevenregions and over 70 teams. There is a non-standardized system of having monthly meetings where the teams of about 30-35 nurses,therapists and social workers come in from the field for one to two hours to get updates from their team managers. There is nostandardization to how this happens. Our staff receive different information in varied styles of delivery. I feel that for an organizationof our size, this needs to be done in a systematic way so that the teams get the information they need in a timely manner, and that theteam managers are held to certain standards. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?I am slowly getting our leadership on board to put work flow templates into place, so my persistency has definitely had an effect. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?So far I have encountered a big barrier… Aversion to change. I proposed a Powerpoint template to our leadership that included all ofthe components I described above. I also included in that proposal a work flow where a portion of each month’s team meeting wasput together by our leadership to get information out to staff directly from them on organization wide changes. That would require amonthly meeting on our leadership’s part to put the slides together and then send them out to all the team managers. I have been metwith resistance because this is a change for the organization. Even some of the team managers I approached were reluctant becausethey don’t know how to use Powerpoint. The idea of shifting how we organize team meetings is still a barrier. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?This project will benefit our organization by raising the bar on our methods of internal communication. Our teams are interdisciplinarybut most of the team meetings focus on nursing issues and procedures. The team meetings should be structured in a way that thereis time on the agenda for all disciplines to have information and discussions that pertain to them. My project will include producinga template agenda that includes this, as well as team building exercises, so that the team can get to know one another better anddevelop trust. It also will include time to discuss evidenced based articles or have the team members present case studies that show bestpractice. In home care, the clinicians are out there in the field alone most of the time. Team meetings should be a time to come togetherand build the connections among the team members. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?I have learned to be persistent. I have been trying to get this work flow for communication in place for over a year. Our organization hasbeen going through many changes and this hasn’t been a priority. Recently, I have had more success with getting our leaders to listen tothis idea. They have agreed to start the process.IGNITE Leadership Academy Action Learning Project 2014-15 11

Ig n i t eNow accepting applications for the 2015-16 session YOUR Flame “This program has been incredibly helpful. It allows us to reflect on, analyze and openly discuss goals, experiences and challenges asleaders. This program helps foster ideas among peers. It not only builds upon our network, but also among our friendships.” — 2014-15 FellowLeadingAge New York 12

Earl D. Gifford III Membership Specialist LeadingAge New York“Paint and Tea” Expands Art 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My Action Learning Project is to spread the joy and therapeutic relaxation of creating art, in one shape or another, to ourmembers’ residents. I have been the curator of the LeadingAge New York Art Exhibit and Competition for over 10 years, and thisproject has grown substantially, but can grow further. There are some members who have never entered before and I hope thisproject will not only find out why, but bring art to those people who have never created it before. I’m sure you have heard of those“Paint and Sip” parties, well my goal is to host some “Paint and Tea” or “Paint and Brunch” parties at member facilities where theyeither do not routinely include art activities for their members, or they have a very low attendance in their art activity offerings. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?While this project is still in the planning stages, I have built some wonderful relationships with directors of activities at our memberfacilities. In chatting with them, I gained insight and knowledge to create a survey that I will be sending to members. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?The action learning process has really changed and developed the way I perform and look at my job. By learning new skills, Icommunicate and listen to members’ needs in a totally different way. I have built many new relationships because of this. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?I am starting this project in the Capital Region with the hope that it really takes off. Doing this will also make it easier in the eventof unexpected road blocks along the way. The hope is that this will spread to other regions, developing relationships with moremembers along the way, allowing for regional art exhibits with our current state-wide exhibit. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?The Leadership Academy experience has really helped me to better understand myself in the way I work and in life in general. It hashelped me build some truly meaningful and effective relationships with others. I have some great ideas for other projects centeredaround member engagement and retention that I am looking forward to starting, as well.IGNITE Leadership Academy Action Learning Project 2014-15 13

Andy Hackbarth Case Manager/Assistant Administrator Lott Assisted Living ResidenceFrom Acute Care to Assisted Living:Anything Is Possible 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?For the Action Learning Project, I chose to address the issue of our facility’s inability to accept new applicants directly from acute care settingsinto our Assisted Living Program. Historically, we have stated our admissions system is a “process,” indicating there are several steps which needto be taken. These steps include application submission, reviewing the application prior to interviewing, the interview itself, as well as financialchecks and the gathering of documentation prior to moving into an apartment. By making an effort to expedite application review and assessapplicants in the acute care setting, we will help applicants avoid unnecessary nursing home admissions, as well as unsafe discharges back intothe community. Further, the process will benefit the facility in that there will be another option to keep the census at full capacity. The wish is thatother assisted living facilities could use this procedure in their own facilities to expedite transfers. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?This Action Learning Project consists of a procedure to facilitate direct transfers of new residents from acute settings into Lott Residence. Thegoal is for transfers to occur within two days from the day the referral was initially received. Hospital social workers from Mount Sinai and St.Luke’s will refer candidates directly to case management. The case manager will “pre-screen” the applicant through a conversation with thereferring social worker to determine whether an in-person assessment is necessary (an in-person assessment would be considered unnecessaryif the applicant is pre-determined to be inappropriate for the assisted living residence). Assessments by a UAS-certified RN and a UAS certifiedLMSW will be completed on-site at the hospital. A modified application will serve as an assessment tool and will be filled out and signed by thosepresent. The UAS will be completed as soon as possible after the in-person assessment. Family members or other care takers will be encouraged toparticipate during the assessment in the acute setting, as they would in a regular interview at Lott Residence. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?Discharge planners and family members may look to the facility as transitional housing. It would be made clear to discharge planners that themove would be permanent. Another challenge which could arise is social workers may look to off-load applicants with acute mental health issues.The telephone “pre-screen” will help to redirect these applicants to more appropriate housing. A third challenge, which could arise inevitably, wouldbe simply raising awareness within the acute care settings that direct transfers into assisted living are a possibility. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?I suspect I will have to draw from more skills as we begin to implement the new procedure, including networking with hospitals and assisted livingprograms and remain flexible in regard to service delivery. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?Throughout the process of developing this plan, I have learned it takes “thinking outside the box” and sharing ideas with others in the field to forman initial strategy.LeadingAge New York 14

Linda Hirt Vice President Clinical Services/ Administrator Episcopal SeniorLife CommunitiesStandardization of Clinical Policiesand Procedures 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?Episcopal SeniorLife Communities is an organization that offers independent, assisted living (both enhanced and special needs) and skillednursing to the senior population of Rochester. As vice president of clinical services, it has become evident with our growth that there is a needto standardize clinical policies and procedures throughout our three assisted living facilities. As an organization it is our mission to achieve thehighest quality of care in a consistent, safe and least restrictive manner at all sites. Policies such as medication assistance can vary among thethree sites, which could ultimately drive a difference in patient outcomes, satisfaction and cost. Review of the existing policies at all three sitesand scheduled meetings with the RN care director from each site began as a means to identify our process moving forward. Goals are beingclearly defined with our targeted results both short-term and long-term. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?Episcopal SeniorLife Communities as an organization must sustain viability in future value-based, healthcare delivery. We need to be seenas a provider of choice in a consumer-driven environment. Variation in clinical policies and procedures could lead to a difference in patientoutcomes, satisfaction and cost for our existing three sites, which is not beneficial in this competitive marketplace. Episcopal SeniorLifeCommunities strives to provide clinical excellence across the continuum of care for senior living. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?Barriers and challenges encountered when initiating a project do not always relate to the specificity of the project. Many are similar for allprojects: the commitment of all players, the level of priority each individual places on the project and the time needed to complete the project.As the leader of this project, I see that the individual’s style and ability becomes evident. Working as a team to complete this project relies onthe coaching provided by me and an understanding of each individual’s ability, strengths, weakness and potential. The ability to discuss andconference with mentors and stakeholders has provided insight from someone not involved with the day-to-day process of implementing thisproject. Assigning individuals specific responsibilities and holding regularly scheduled team meetings has assisted in the progress of this project. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?Standardized, consistent policies will enable staff to have consistent training and expectations, which in turn builds trust between the peoplewe serve and our facility. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?I have been able to reflect on several of the strategies presented at the Leadership Academy and have discovered some things about myself.The project affords me the opportunity to be thoughtful and process the strategies I have gained, the strengths I have and the shadow side Ineed to be frequently checking in with. As I continue to engage others with this project, we become stronger as an organization.IGNITE Leadership Academy Action Learning Project 2014-15 15

Rebecca LeBaron Senior Housing Administrator Heritage MinistriesNew Meets Old — Repositioning forthe Future 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?Our retirement campus is situated on 100 acres of rolling hills in Western New York. The campus has three levels of care anddifferent residences. With the higher expectations that come with the retiring baby boomers, we know we must make changes inorder to attract and serve the next generation of seniors looking for retirement living. Recently, it has been decided to repurpose,rebrand and reposition our current campus. The main component of this massive project is building a community center that will serveas a main entrance/greeting area, an independent dining room, a café and several other spaces for community sponsored events. Indoing this, we will be able to offer much needed amenities that will encourage our seniors to remain active and remain in their homeson campus longer. These additions and changes are extremely necessary to remain competitive and viable. The focus of this projectis to incorporate the needs of our current residents with the desires of our future residents. I have started conversations with ourcurrent residents and staff to find out what they feel we need and what they feel our future needs will be. We are confident thesechanges will allow us to better serve our seniors, but more importantly, stay where we are for many years to come! 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?When I was originally thinking about the Action Learning Project, I was unsure of what I should do that would make a difference.As crazy as it sounds, I wasn’t too sure if I could make a difference. It has been such an amazing experience to be involved withsuch a group of talented people. Our group represents many different careers and I have gained knowledge from everyone. Theencouragement from other fellows has been so refreshing and rewarding. I have been able to discover parts of my personality thatI did not know existed! Because of this experience, I have taken on more of a “can do” attitude and truly believe in myself. BeforeIGNITE, I do not think I would have wanted to be so involved in this repositioning project for the campus, I would have been morewilling to sit back. Now, I have the confidence that I can take on a more leadership role and know I will do the best job I can.As with many communities, we have had a steadily decreasing census and we knew we had to do something to attract futureresidents. Communication with residents and staff is going to be vital in making this transition successful and I am ready to take onthis role. Through IGNITE, I have discovered I am good at cultivating relationships and seeing results, but struggle with the process ofhow those goals are achieved. This project will force me to see the process as equally important as relationships and results. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?As we begin, I am preparing myself for the challenges and setbacks. While I cannot predict what they will be, I have to be realisticand take them in stride. This will be a challenge for me as I tend to take things personally. We cannot change certain aspects of ourpersonalities, but we can improve our reactions. Through IGNITE, I have been able to breathe a little more before I respond. I have alsorecognized that if I take a more proactive approach when dealing with a confrontational issue, it is less stressful. (continued on page 15)LeadingAge New York 16

Rebecca LeBaronNew Meets Old... (continued from page 14)The biggest challenge is, our future may be hindered by our past. I am extremely proud of our heritage, but also recognize the needto make decisions that will enable us to remain around for a long time. No one likes change and some of our residents have beenassociated with our campus their entire lives. They have an idea and opinion of what should be offered and this “new” way of thinkingmay not coincide with their ideas. I have already encountered negativity from current residents and staff. Many feel this project isnot necessary. We are trying to be mindful of our current residents and their expectations while looking towards our future. This willcertainly be a balancing act! 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?Rebranding the campus will give us the opportunity to grow while still respecting our roots. If it will benefit the campus and residents,we will do our best to make it work. Because of our location, we want something that will set us apart and make us a destinationretirement campus. The building will be beautiful to look at and will house the culture of the campus, but it’s what goes on inside thatwill matter most. I am excited to have a project that will actually be built so we can see the outcome in a very tangible way!This project may not impact the senior living industry as a whole or greatly impact our field, but it will make a world of difference forour residents and our future campus. According to Dr. Bill Thomas, “the three plagues affecting our seniors are boredom, lonelinessand helplessness.” I truly believe, if done correctly, we will be able to combat all of these plagues. Our seniors will be able to go to aplace where there is always something going on that will be centered around them. While we are just in the beginning of the planningphase, I am hopeful we will be able to accomplish all our wishes. This project will be a significant change in our entire campus and I amhonored to be so involved in it! 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?Being in the IGNITE Leadership Academy has been such a growing process for me, both personally and professionally. I have literally“grown up” here and see this as a blessing and a curse because sometimes, I feel the need to prove myself. Each session of IGNITE hasmade me appreciate my strengths and accept my flaws. No matter our position in life, we are all still trying to figure out who we areand where we need to grow. I have been pleasantly surprised while listening to other fellows speak that they feel the same way; it’snot just me!The relationships that have been formed with others in the academy have been such a blessing. I have learned so much about myselfby talking to other fellows and I look forward to continuing these relationships. The concepts and sessions have taught me toembrace who I am and that my leadership style is okay because I am okay. The confidence that I have gained through this experiencewill remain with me in my every day life. I am excited to share my thoughts and know that my opinion is valued. I have improved myleadership ability by gaining the tools and self-confidence I didn’t know I needed.IGNITE Leadership Academy Action Learning Project 2014-15 17

Tom Lyons Executive Director The Glen at Hiland MeadowsFull Engagement 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My Action Learning Project can be described as an exploration of the benefits of directly engaging all levels of staff within theorganization in the problem-solving process with an emphasis on line staff. The most important resource we have in providing servicesand care to our senior population are our staff who have chosen the path to care for others, regardless of the department in whichthey work. The project will aim to show that by directly involving staff in the development of processes, through seeking their input andparticipation, their satisfaction, interest and engagement in the workplace will improve. Quantitative and qualitative results will be soughtthrough the use of pre- and post-participation testing. Inspired by my participation in the IGNITE Leadership program, the tools appliedhave been taken from the LEAN approach. Specifically, applying standardization and standard work instructions, visual management, andproblem solving. The examination will begin with the nursing department for our enriched housing program with a focus on participationby direct care staff. Staff have been surveyed. It is my hope that through engagement and interaction, we will be able to show positiveoutcomes related to staff satisfaction, but most importantly, resident satisfaction. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?The care staff of our program have shown a spectrum of interest. In general, the idea has been met with enthusiasm and support. Asa leader, it is inspiring to see others invested in participating in problem solving. When staff experience a leader truly and authenticallyengaged in their success, further trust is established, leading to more efficient delivery of care and services for our residents. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?Perhaps the most important insight is the validation of the importance of employee engagement as a means to provide the highestquality of care. In my experience, employees are looking to be engaged and when they are, they respond exceptionally well. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?Steven Covey once said, “In life, there are three constants… change, choice and principles.” Our field in general continues to present uswith change. Changes in payment and delivery of services, level of acuity of residents, customer service expectations of residents andfamilies to name a few. In some ways, our staff are being asked to do more with less. It is my hope to show that a leadership style ofengagement and action where line staff are directly involved in problem-solving can lead to a more productive, positive and long-termworkforce which in turn leads to positive outcomes for our residents and families. I hope that this is the beginning of being in a positionto show quantitative results along these lines. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?The Leadership Academy has provided another layer of inspiration and support through education and fellowship with peers whomotherwise I would never have had the opportunity to meet. The action learning process has proven to be a vehicle to use the inspirationand knowledge gained and apply it to daily practice. For this I am very grateful.LeadingAge New York 18

Tracy Margott Administrator LutheranCareCareer Path — Nursing HomeAdministrators 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My Action Learning Project hopes to benefit the field more so than it does my organization at this time. We have all recognized adecline in the amount of licensed nursing home administrators available in our area. A few years, after I graduated from SUNY IT Utica,the college dropped the program citing lack of interest and a subsequent high fail rate of people taking the test. Midway through 2014another local, but private, more expensive school picked up the program and is still struggling with enrollment. My project is to alignmyself with the college to help them recruit and cultivate new leaders. To help this, I will offer my time and facility to any students whothink they may have an interest, but just aren’t sure what the job entails. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?I am in the early stages of the project, but even at this point, I have recently begun talks with the Dean of the Health ManagementProgram at Utica College who is very interested in a partnership. He has also recently been appointed to the National Association ofLong Term Care Administrator Boards (NAB) and we are discussing what assistance I may be able to be of in that area, as well. I thinkthat this project will put me in the company of those who are responsible for credentialing our future leaders, but also put me in theposition to meet, and subsequently mentor, many of them. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?In my own learning I have realized how important it is at every stage of your career to have a mentor or someone to collaborate with.No matter how long we have been doing this, I think it is an important support system to build. My mentors have changed at differentphases of my career, but I still feel it important to have them. For me, being a mentor to someone else is a gratifying and fulfillingexperience and a way to give back. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?I hope this project continues to grow and be in place for the remainder of my career. I have already received an offer from the collegeto join their team as an adjunct professor this fall, and am considering it, as this will build a strong bridge between the program and myorganization from which I can continue to mentor the students and follow them throughout the different phases of their education. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?This process has contributed to my growth as a leader by taking me outside the realm of my day-to-day job duties. I have spent muchtime collaborating with the dean of the program and also exchanging Ideas. I think the offer to teach at the college will be an experienceof great growth and opportunity for me.IGNITE Leadership Academy Action Learning Project 2014-15 19

Denise Boerst-Ohman Director of Social Work Lutheran Home and Rehabilitation CenterMaking Sure Your Voice is Heard 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?I chose, as my project, to create an in-service/seminar on advanced directives. The reason I decided to focus on this particular topic isthat in many cases, new admissions to the nursing home were coming in without a Health Care Proxy in place. Although the HealthCare Proxy is just one piece of the puzzle, is in an integral piece that is the foundation for which further advanced directives are made.Educating the public was a way to network with the community and talk to people about a subject that often times is avoided. I wantedpeople to be aware that they have the ability to make their voice heard and by educating people of the process, they would be reassuredthat their wishes are honored when, or if, there came a time they were no longer able to speak for themselves. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?I also chose to work on this particular project because it is the role of our staff social workers to review the residents’ advanceddirectives. Just having the Health Care Proxy alone creates a smoother transition for the completion of the Medical Orders for Life-Sustaining Treatment (MOLST) and the Decision Making Capacity form that is completed by two physicians. It takes the appointedHealth Care Proxy and enacts the rights of the Health Care Proxy once it has been documented that the individual is no longer able tomake his or her own personal health care decisions. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?The one barrier that I encountered was coordinating radio spots. I would be given times to be at the radio station and then they hadmade an error and I wasn’t on the radio as planned. I did end up on a different station, but an email had been sent out to everyone in ourorganization about the radio show and it didn’t happen when it was planned. That was messy, but flexibility is key. We made it work. Iended up rescheduling in time to be on the radio and talk about the in-service so that the public was aware of what was going on.Another challenge was that at the nursing home, we often do Health Care Proxies and MOLSTs. Every write-up that I saw talked aboutcompleting a Living Will. People do come in with Living Wills, but in general, the MOLST replaces the Living Will. People were callingbecause they thought we were offering the service of completing their wills. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?At Lutheran, we talk about brand integrity; we talk about the “Lutheran Experience.” I think that putting ourselves out there andpromoting talks about Advanced Directives gives the community a feeling of comfort in being able to talk about death and dying andmaking your wishes known. We did not limit the in-service to the residents, but we advertised in the papers and on the radio. We wantto educate the public about this topic because there is power in knowledge. We held an open house to complete Health Care Proxies andpart of the promotion was that if you completed one, you would be entered to win a $50.00 gift certificate. I was hoping for 25 people,but we ended up completing 18 Health Care Proxies. They went home with their own copy and one was sent into the ChautauquaCounty Health Network’s Health Care Proxy registry. How does it benefit us? Hopefully when people are admitted, they will already havea Health Care Proxy in hand. (continued on page 19)LeadingAge New York 20

Denise Boerst-OhmanMaking Sure (continued from page 18) 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?What I have learned about my leadership as a result of this project is that I am confident in my ability to educate others about theirAdvanced Directives. I also learned that people feel comfortable in coming to me with questions, not just from inside the organization,but from other agencies. My mission is not done. I would love to go out and educate others because it is all about making their voicesheard. They need to know they have the power to impact their lives to the end. I have learned that my leadership style is OK. I don’thave to change to be effective. I am caring and a smile goes a long way.I have also learned that I have a lot of learning to do. I have learned that I have a voice and deserve to be heard. Engagement isnecessary. I will continue to advocate for the residents and the staff. They deserve to have their voices heard loud and clear. I want todo that for them. I will do that for them.“The program has given me an opportunity to take a step back,reflect, learn, collaborate, and make real progress at a personal and professional level.” — 2014-15 FellowIGNITE Leadership Academy Action Learning Project 2014-15 21

Selena Perez Social Worker Elizabeth Seton Pediatric CenterSupporting Parents of PediatricResidents 1 How would you describe your Action Learning Project and the difference you hope it will make to 22 advance your organization’s mission (or the field) and benefit the individuals you serve? My Action Learning Project is to facilitate a change in the role of social workers within my organization. My project specifically targets the need for additional counseling for parents of the residents. Too often, the role of social workers in a medical setting becomes focused on important tasks such as discharge planning, case management and crisis intervention. With our tasks being so demanding, we can lose sight of the fact that social workers can provide counseling and mental health services, as well. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader? Allowing the social work department more time to provide counseling is essential to the care plan of the families and the residents we serve. Social workers need adequate time to discuss with families the nature of a resident’s illness, to explain symptoms and treatments. It will allow the social worker to serve as a grief counselor and help families deal with the trauma of experiencing a chronic or acute illness. In healthcare settings, families that are struggling with various issues such their emotions, social stressors, illness and trauma can display certain behaviors such as anger. At times these emotions can be projected towards staff. Unfortunately, these families are labeled as “being difficult” and do not get the adequate services needed. Allowing social workers to dedicate their time to counseling the families can enable the medical team and the families to have better communication. It will also help retain social work jobs within the organization for longer periods of time, thus preventing frequent turnover within the department. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)? In order to get the idea off the ground, I have to meet with various administrators and explain why reallocating certain tasks can benefit the organization and its families by allowing the social work department the necessary time to counsel the families. Unfortunately, these meetings are still in the works. As a department we are so overloaded with various other tasks which prevent us from having the time to provide enough counseling. Our organization has a part-time psychologist, but often times, our families do not want to meet with or work with the psychologist due to personal, cultural or stigmatized beliefs about the profession. The families feel comfortable speaking with the social workers because they have developed an ongoing relationship with us, we may know their history and aside from just psychotherapy, we provide other concrete services that assist them such as advocacy and financial assistance when applying for social service benefits. Families feel comfortable speaking about their issues when the professional isn’t simply “analyzing” them, but providing concrete help. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large? I would like to expand our availability to our families by re-evaluating some of the tasks currently being managed by the social workers in the organization and tasks that can be managed by other means. Reallocating certain tasks will free up time we can use to dedicate to families. It will benefit the organization’s services and it will allow for the social work department to obtain clinical experience needed to best serve our clients and to obtain the licensing needed to advance in our profession. (continued on page 21)LeadingAge New York

Selena PerezSupporting Parents (continued from page 20) 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?As a social worker, I have realized that professionals in my field often seek to obtain enough hours of clinical interaction to qualify forthe change in title of becoming a licensed clinical social worker; an advancement for our careers. There are strict guidelines for thisadvancement as stipulated by the Office of Professions and National Association of Social Workers (NASW). These stipulations includeexperience in diagnosing mental illness and providing psychotherapy. In the hospital setting, we deal with assessment-based treatment plansand deal with helping families in crisis and coping with grief. All of these are clinical components and I would like to consult with someonewithin the NASW to verify whether professionals in my field and organization can use our experiences to obtain a clinical license. If not, Iwould like to advocate that we be considered. For me, the Leadership Academy has given me the confidence to be leader and an advocatefor my profession and my peers. “I am so proud of the commitment and dedication exhibitedby each graduate of the IGNITE Leadership Academy. It is a lifechanging experience that helps them bring new skills, ideas and enthusiasm back to their daily work. Congratulations to the Class of 2014-2015 Fellows!” — Emma DeVito Chairwoman LeadingAge New York Board of DirectorsIGNITE Leadership Academy Action Learning Project 2014-15 23

Diana Pillittieri Social Worker Hultquist Place Assisted Living at LutheranA Personalized Experience 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My Action Learning Project includes participating in the introduction and implementation of Brand Integrity to Lutheran. BrandIntegrity will assist Lutheran by helping us define who we want to be, remind by using employee surveys, employee recognitionand regular mention of the experience in meetings to keep the experience a part of conversations moving forward and quantify byregular surveys, allowing leaders and employees to see where we are being successful and create awareness of how these culturalimprovements are impacting the company’s bottom line.On our campus, we are calling this culture change the Lutheran Experience. Our facility is working toward having a more consistent,reliable experience to better engage employees and customers. The Lutheran Experience will benefit our campus. We have outlinedour key goals that are our focus. Prior to the beginning this journey, employees and leaders gathered and outlined key factors.Performing as one team, being accountable for results, leading by example, sharing our knowledge and expertise and delivering apersonalized experience, we recognized our goals that are important to providing a positive experience. The success of the LutheranExperience will develop a strong staff and happy customers/residents. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?I believe that the relationships I have developed during this project have helped me be a better team player and realize that I ama leader at my facility. The skills I gathered at the Leadership Academy have given me more confidence to guide others. I havestrengthened my relationship with my team members and my mentors. Participating in staff education is a new role for me. It hasbeen exciting to broaden my skill set and try something new. Having the confidence to step forward and make this commitment hasbeen very rewarding. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?Prior to beginning the project, we identified possible obstacles, which included getting the staff to buy into this philosophy, getting thestaff to attend the in-services and training and having them take the survey. To my surprise, in-services were well-attended. Morethan 80% of the staff in my building took the survey. I had feared that staff would be reluctant to participate. Results will be availablein two weeks. Gathering the feedback from the survey will guide our team in the direction we need to go. At this point, our goal is tokeep the momentum going. My role is to continue with staff training; beginning all interactions with a positive statement to help theteam stay focused. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?I hope that the Lutheran Experience improves our culture. The impact of recognizing our team members when they go above andbeyond will increase productivity. Optimistically, by saying “thank you” and giving recognition, staff will feel that their efforts wereworth it and other staff may be motivated to try it. Evaluating our strengths and challenges will guide managers. Sharing the resultswith the staff will be a top priority. (continued on page 23)LeadingAge New York 24

Diana PillittieriA Personalized Experience (continued from page 22) 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?Being part of the IGNITE program has giving me the opportunity to travel to different sites and see how other facilities operate. Ihave worked in the Lutheran system for many years and it is easy to take daily experiences for granted. The selected readings wereinspiring and allowed me to focus on self reflection, which is really difficult. The readings helped me to realize that I work at a reallygood place. Good things are happening around me everyday and appreciating that I can make a difference feels good.Meeting other healthcare professional from New York State is so beneficial. Realizing that they face some of the same problemsand brainstorming together and thinking about solutions has been rewarding. I have learned from the facilitators, coaches and otherfellows. Living by example is important in leadership. It is about keeping communication open, being honest and being respectfulto everyone in the facility. People respond to eye contact and positive feedback. Creating meaningful conversations with staff,residents and family members is beneficial to growth. Listening to the needs of those we serve will improve our culture. This hastruly been an excellent opportunity.A special thank you to LeadingAge New York members for hosting the IGNITE Leadership Academy during 2014-15: Weinberg Campus, Getzville The Summit at Brighton, Rochester Standish Community Center at the Eddy Village Green, Cohoes Wartburg, Mt. VernonIGNITE Leadership Academy Action Learning Project 2014-15 25

Adrienne Rynne Assisted Living Manager The OsbornAssisted Living Coalition 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My Action Learning Project is to implement an Assisted Living Coalition, which will include members of LeadingAge New York.This affiliation will support the development of best practices in assisted living residences at all care levels within assisted living. Thelearning project supports my organization’s mission to be a leader in the care of the elderly. The goal is to improve and enhancethe lives of residents at The Osborn, as well as other assisted living residences. Promoting learning from the experts, improving ourpractices and enhancing the care we provide will make an enormous difference in the aging population we all serve and the quality oftheir lives. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?My project is still in the development phase. Relationships I developed with two leaders in the assisted living field inspired me toembrace this project. Their guidance and working knowledge of the regulatory framework were invaluable to me as a newly appointedadministrator. Expectations for this coalition are to guide, support and encourage administrators and case managers in assisted livingresidences, so they can make a difference in the lives of the elderly. As leaders in the field, together we can influence many lives! 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?A positive surprise occurred when I was able to provide guidance to a colleague from an outside organization regarding the assistedliving residence good practice and regulatory interpretation. It is gratifying when you can assist others to improve their practice andthe well being of the residents they serve. The coalition will embrace each member’s skills and hopefully be rewarding. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?My Action Learning Project will be implemented in phases. It will start with four conference calls a year; one each quarter. Assistedliving administrators and case managers, who are members of LeadingAge New York, will be invited and asked to provide goodpractice topics they wish to discuss. For the first year, the hope is to have one in-person meeting. If necessary, this meeting can beregion specific. In the second year, hopefully, the coalition members will embrace the process and begin working on larger communitygoals and commit to have an in person meeting twice a year. This will help the field grow and support each other without reinventingthe wheel. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?The Leadership Academy experience has empowered me as a leader and provided me with invaluable support from my peers. I gainedconfidence in my abilities to work outside my comfort zone and organization. It has enabled me to extend my vision for the elderlypopulation in my organization to the greater community. I was confident as a leader in my organization and now feel like I have thepower to make a difference in the aging population.LeadingAge New York 26

Toni Sexton Director of Intergenerational Programs Jewish Home LifecareStories Become Living History 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?Youth volunteers at Jewish Home Lifecare (JHL) will spend time over the course of one to three years visiting with residents employingboth a prescribed curriculum and organic conversations to capture the stories of elders living at JHL. The youth will profile individualsto include as much or as little information as they are willing to share. Elders will be provided opportunities to share life lessons, joys,sorrows, accomplishments and wisdom during ongoing visits with youth volunteers. The youth will provide elders with meaningfulinteractions that will result in an annual publication encompassing the rich histories that are shared as part of this project. The ongoingvisits from youth volunteers will combat isolation and provide elders with an opportunity to mentor a young person at a critical point intheir lives. The product, the annual publication, will act as a living history of the amazing people who reside at JHL. The publication canthen be adopted as a tool for orienting the workforce to humanize the care provided to elders, as well as a tool for development andfundraising purposes because it will paint a vivid picture of the unique individuals served throughout the facility. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?I have the pleasure of working with the Research Institute on Aging as part of this project. They are always informative and providegreat insight and guidance. In addition, I will be working with social work, admissions and nursing in new capacities. I have not yet madeheadway on these aspects of the project, but look forward to navigating this as the project progresses. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge?This question is a bit premature. I wouldn’t say that I’ve experienced turning points. Being part of a large organization is a constantlesson of scoping appropriately for time. There are multiple layers of approval and input that must be scheduled around very compactedcalendars. The goal is to implement the process by July for a May 2016 output. Building in time to coordinate this effort is the greatestchallenge. I anticipate having a great deal to describe towards the end of the calendar year. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?The publication is a very attractive product to long term care organizations. It is a great selling point. However, the true benefit is thetime that youth are spending with the elders. The intergenerational relationships are truly the prize of this project. Having a tangibleproduct at the end is simply a bonus that helps attract people to the project. It is a concrete takeaway that provides family memberspeace of mind because their loved one has meaningful companionships, and elders feel valued and have purposeful interactions withhigh need young people. The publication symbolizes the quality of care and sensitivity to living life fully. It heightens the quality ofservices provided to elders. (continued on page 26)IGNITE Leadership Academy Action Learning Project 2014-15 27

Toni SextonStories Become Living History (continued from page 25) 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?The Action Learning Project continually ties my work back to the field at large. It forces me to rethink my approach to servingelders through workforce development efforts. It has also been a great lesson in seeking opportunities to partner internallywith departments that are not a standard part of my day-to-day, providing a greater sense of connectedness both to theorganization’s mission, but also, the field at large. The project also presents an opportunity to “pay it forward” and contributeoutside of work responsibilities.Sponsors:LeadingAge New York 28

Jody Shely RN Director Warner Place ADHC at Lutheran of JamestownCultivating and Supporting a Feelingof Community 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My project will take therapeutic activities to a new level and provide activities that cultivate and support a feeling of community.I want to provide activities that give participants in our programs a sense of accomplishment. I will incorporate volunteers andpaid instructors to provide fun activities that are interesting to a wide range of people. I would like to bring together people fromthe adult day health care program, skilled nursing program, assisted living program and the community on a regular basis, with agoal of inspiring friendships and fun. I will nurture and encourage relationships with people. I was inspired by the art room and theinstructors and volunteers at the Jewish Home in Rochester when we toured during the second Leadership Academy session. Theyall were having so much fun. We wanted all the programs here on the campus of Lutheran of Jamestown to exemplify the missionof “Life Well-Lived Everyday”. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?I have already begun to establish many new relationships. When I talked to my administrator about the project, she directed me totalk with the community life coordinator in the nursing home. When we talked, we found that we both had the same vision andexcitement for activities. When I mentioned that I was inspired by the art room, she said to me, “I was just talking with a younglady, who is working on finishing her masters in divinity who is also an accomplished artist.” Next thing I knew, she was in theoffice talking with us about her vision to inspire people to use art as a form of prayer and then our first activity began. We createda Lenten program that we called Artful Prayer, which was very successful. We had people from the nursing home, adult day healthcare and the community. What I have learned is that relationships are at the core of everything. Sometimes just putting ideas intowords and talking with others sets off synchronicity to inspire something much bigger than I could accomplish on my own. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge?My biggest surprise was how many people stepped up to say “I would like to help with that,” or “I have a talent or interest thatI would like to share.” Another surprise was that it does not have to be really expensive. We were able to use supplies and spacethat we already had available to us. One setback is that some people are reluctant to participate in an activity that includespeople with dementia, mental illness or visible physical disabilities. The insight that I have gained is to try to make the activity funand appealing to many people. When people do make a decision to give it a try, we take extra steps to make it a fun, worthwhileexperience. We encourage everyone to participate at their own level and consider any effort a success. We listen to feedbackfrom all people who participate and take that into consideration when planning our next event. (continued on page 28)IGNITE Leadership Academy Action Learning Project 2014-15 29

Jody ShelyCultivating a Feeling (continued from page 27) 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?The impact that I hope this project will have, is to foster friendships and a sense of community. I don’t want people to feel alone orlonely. I would like people to share their talents and interests with others. I believe that I have a wonderful opportunity working hereat Lutheran to work closely with many people who share my vision. The marketing department has been working towards this ideawith The Best of Times Series, bringing many people on campus for fun activities. Skilled nursing has recently reorganized the wholeactivity department with this same vision in mind. The have created a new position called community life coordinator, who is in chargeof activities and volunteers, and I have been able to work closely with her. Working together, we want to provide the most positiveexperience we can for all of the people who live on the campus or receive services. I want people to think of Lutheran as a fun placeto come. I hope that it will reduce isolation and loneliness for people. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?The biggest learning experience for me has been to realize the importance of cultivating and nurturing relationships. I have alwaysbelieved that it was important, on a personal level, to work on maintaining strong relationships with family and friends. It is now veryclear to me that relationships are at the heart of everything that gets accomplished. It is important to do things that build trust. Thisprocess has also helped me increase my confidence, to step outside of my little silo. I have learned there are many people willing tohelp. Another valuable lesson is that I don’t fear failure as much. I know that there is always something to learn and failure is just partof the process. I have learned many things about myself through the process. I am learning that I don’t have to be perfect, sometimesI just have to try. It is possible to make positive changes. “This has been the best leadership-based program I 30 have been involved with.” 2014-15 FellowLeadingAge New York

Adam Szymaczak Sales Counselor Canterbury WoodsEasing the Transition to a SeniorHousing Community 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My role within my organization is based primarily on sales of our independent residences in the LifeCare Community. My ActionLearning Project is geared towards building my skill set, which will also allow for me to better suit the needs of those moving into thecommunity. If I want to help those looking into a senior community, I figured the best resource would be seniors who have already chosento make a senior community their home. In my role of a sales counselor, I gain the trust of those I assist and look for their honestreviews to help others who are a few steps behind. My questions focus on, but are not limited to, information that may have helped previously, what people should be concernedwith and ways I could have made the entire process a little smoother. I will stress the importance of honesty and I will not takeanything to heart. Instead, I will use the information as a constructive and truly unique opportunity for me to help others in the future.Information will be gathered, saved and shared with my marketing director. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?Most people don’t look forward to moving into a senior community and relinquishing many responsibilities that they have becomeaccustomed to while living in their own homes. I find myself in a unique position in retirement services, where I can ease prospectiveresidents concerns while being honest and encouraging throughout the entire process. My project will allow me to build on my skill setbut more importantly, to help those looking into senior living communities. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?To date I have received nothing but positive feedback from my marketing director. It has not been rolled out entirely, but I have notencountered any negative reactions. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?What I have gained from my project is the confidence to roll out a new initiative while not directly managing a department myself. Myproject will influence not only me, but can be used as a template for other sales counselors working within my company to help themgrow. It will also positively affect those within and outside the community. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?I look forward to rolling out this program not only for my growth as an individual, but to allow me to help those in the same fieldfurther understand the seniors they are working with and help many more in the future.IGNITE Leadership Academy Action Learning Project 2014-15 31

Kevin Webb Deputy Director, Technical Services LeadingAge New YorkTechnology + Advocacy = Engaged Members 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?For my Action Learning Project I intend to apply my skills as a technologist to our advocacy and public policy efforts here at LeadingAgeNew York. “Advocacy for the right public policy for the right reason” is one of our core values and I see many opportunities to enhancethat effort through technology. Specifically, I’ll be working with our advocacy and policy staff to design and implement features of ouronline presence to connect our member organizations with elected officials regarding our advocacy efforts. I chose this project because Iwanted to use my talents in a way that could have the most impact to directly help our member organizations. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?I’m just getting started with the project, but through my experience with the Leadership Academy, I’ve had numerous lessons aboutleadership that I intend to put into practice on the project. One specific lesson is that I can be a leader even with my individual style. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?In the speed of the connected “always on” world, it’s difficult to get people’s attention, let alone hold it for any length of time. Thechallenge for me is going to be a creating a compelling and intuitive user experience. One that enables our members to send a messagethat grabs the attention of the politicians who have the capability to make much-needed policy decisions a reality for New York’s seniors. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?Connecting and interfacing with our elected officials can be a daunting and misunderstood task for anyone, but it is especially importantfor our members to engage our representatives since so much of the aging and continuing care services in the State are dependent on,and bound, by legislation and funding.My hope is that we can create fresh and interesting ways for our members to engage in the conversation with their elected officials.Another goal is to enhance our advocacy education efforts so that members get relevant and helpful information on how to engage inadvocacy and strengthen our collective voice. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?I’m a firm believer that one needs to “make meaning” before making anything else and that the “why” is the most important questionto answer before you address the “what” and the “how.” I need to be engaged and mindful of the energy that is necessary to have asuccessful project.LeadingAge New York 32

Jill Wynne Controller Masonic Care Community of New YorkBalancing Work Demands andImproving Employee Morale 1 How would you describe your Action Learning Project and the difference you hope it will make to advance your organization’s mission (or the field) and benefit the individuals you serve?My Action Learning Project will be to develop a program where staff takes regular wellness breaks as a way to balance workdemands and energy/stress levels. Through the implementation of this project, I feel it will improve employee morale, build professionalworking relationships and increase productivity in the field of health care. 2 How have the relationships you’ve developed as part of your project (with mentors, partners, stakeholders, etc.) influenced this direction and you as a leader?The relationships I have developed as part of the project have reconnected me with my peers. Staff helped me regain focus onpromoting well-being and how to balance the high demands of work and home. As a leader, I have embraced the ideas and highlyanticipate the improvements that are to follow. 3 What have been important turning points for you, in your own learning, as you’ve engaged with the action learning process (you might consider a surprise, insight, setback, or challenge)?An important turning point for me during the learning process is the importance of balance between my work and home life. 4 How do you hope your project might unfold in the months and years ahead and what impact do you hope it will have on the field at large?In the months ahead, I plan to implement an employee incentive plan to promote my immediate team to participate in wellnessbreaks. I plan to first implement an anonymous employee survey to measure employee morale, motivation, work/home balance,work relationships and overall perception and wellbeing before the launch of my project. Staff will then log wellness breakswhere they participate in a 15 minute walk, massage, guided meditation, hand massage, yoga or break outside of their workarea. Those who participate for a designated period of time will qualify for 3 hours of paid time off. To assess the effectivenessof the project employees will be asked to complete the survey again after 30-60 days participation. Offering opportunities tode-stress and encouraging employees to utilize their breaks to refresh themselves will improve personal well-being and ultimately,improve work productivity. 5 How has the action learning process in the context of the Leadership Academy experience contributed to your growth as a leader?As a leader, I have learned many valuable skills, such as finding balance, from my Leadership Academy experience that I planto implement for myself and share with my staff. As a team, we will utilize these skills to help our department grow, improverelationships, manage deadlines effectively and overall improve the success within our department and organization.IGNITE Leadership Academy Action Learning Project 2014-15 33

Faculty TeamFACILITATORS:Laurie Mante, executive director/vice president, The Community Hospice, a member of The Eddy and St.Peter’s Health Partners, RensselaerRuth Tietz, director of marketing and public relations, Baptist Health SystemCOACHES:Diane Darbyshire, senior policy analyst, LeadingAge New YorkDavid Gentner, president/CEO, Wartburg, Mt. VernonRobert Mayer, vice president/finance, The Harry and Jeanette Weinberg Campus, AmherstCOORDINATORS:Kristen Myers, vice president of member services and marketing, LeadingAge New YorkNancy Caban, executive assistant, LeadingAge New York From left: Laurie Mante, David Gentner, Diane Darbyshire, Robert Mayer, Ruth Tietz 34LeadingAge New York

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Teams 36 Magic Hat 8 From left, seated: Toni Sexton, Tracy Margott, Rebecca LeBaron. Standing: Jaime Bennett, Joseph Gallagher, David Gentner (coach), Diana Pillittieri, Kathy Burke The Fellowship of the Crossed Lines From left: Adam Szymaczak, Jody Shely, Jill Wynne, Kevin Webb, Diane Darbyshire (coach), Mary Costigan, Andy Hackbarth. Not in photo: Stacey Altman Trail Blazers From left: Joseph Bisaccia, Selena Perez, Denise Ohman, Linda Hirt, Adrienne Rynne, Tom Lyons, Earl Gifford, Robert Mayer (coach).LeadingAge New York

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Class of2014-15IGNITE Leadership Academy Action Learning Project 2014-15 39

MissionTo facilitate the Vision LEADERSHIP ACADEMYdevelopment andgrowth of the next To create an engaged group of Ignitegeneration of senior transformational senior living leadersliving leaders in New who are prepared to serve their YOURYork, with a focus own organizations and support theon internal and goals of LeadingAge New York in an Flameexternal relationshipbuilding, the sharing exemplary and innovative fashion.of best practices,and a passion forcontinuous learning.ValuesCollaborationGenerous ListeningThoughtful QuestioningResponsivenessOpen CommunicationDiversity 13 British American Blvd., Suite 2 Latham, NY 12110 P. 518-867-8383 | F. 518-867-8384 www.leadingageny.org