The 4 H of Home Care Giving: Head, Heart, Hands, Health 

  • Legal, Ethical, Moral Responsibilities
  • Job Description of a Home Health Aide
  • Decision Making Process
  • How to make Care Plans for Home Health Aides
  • Developing a Lasting Relationship with Patients & Family
  • Civility in the Workplace

 

https://www.youtube.com/watch?v=hgVMKEnkvHo/

 

Home Health Aide Orientation 

https://www.youtube.com/watch?v=cKqEL-3hF6w 

 

Personal and Home Care Aides Job Description

https://www.youtube.com/watch?v=euIu-gsmC1U 

 

Occupational Video-Home Health Aide

https://www.youtube.com/watch?v=NKeSQSwVtYc 

 

Documentation 

https://www.youtube.com/watch?v=Ixk9Qs4OQlc 

 

Care Giving is A Vocation

There is no way to teach one to become a care giver, without mentioning and understanding what a vocation is. As a home care giver, you are an extension of the goodness in you. You understand the deeper language and meaning of a calling and caring. You have the basic foundation of spirituality by living a life of principle and philosophy of the  Golden Rule: “To do unto others what you want others to do unto you, when you are in the same position.” This golden rule will give you the wisdom and judgement on how you will care for others. From it, will flow kindness, compassion, consideration, and respect, that is already in you as inherent to human nature.

The Caregiver

There is a rich executive looking for a company for her dying sick mother. While she is still in the hospital, they are looking for her companion to recover in the Hamptons. The interview included, “do you have any experience with homecare giving?” I answered, my husband is a doctor. I was warned by the son that the old woman is cranky and hard to please. When she saw me, she is in her good mood and greeted me, “How are you my friend?” With that, the son knew they are ready for me. They took me to the Hamptons. They are extremely rich, she has a nurse, housekeeper and driver; and my job is to give her company. Our  conversation lasted for x years/ coming from two cultures, we had a lot to talk about. I took her to the best places she want, fine dining in restaurants, shopping and joy riding that I felt like a native in the hometown of the rich and famous. After some time, her daughter-in-law who is not fond of her, noticed that she looks happy and contented, definitely death is not in the picture. My companionship worked for all our favors, as blessed by God. ~MDS

Tough Talks: Scripts & Strategies for Difficult Employee Discussions

Agenda for Tough Talks

  • The rules to successfully handle any tough talk.
  • The tools to help employees take responsibility for their actions and problems.
  • How to use “positive confrontation” and the power of guilt to change behavior.
  • A legally safe script to use when employees want to talk “off the record” about a sensitive issue.
  • 3 practical steps to stop attitude and entitlement problems in their tracks.
  • Substandard performance and behavioral problems
  • Disputes among co-workers
  • Personal hygiene
  • Terminations for cause and layoffs
  • Foul language and offensive banter

Civility in the Workplace

Goals:

  • Root out the reasons.
    From politics to personalities, incivility often has a variety of sources. Learn how to let your team work together to identify the problem.
  • Restore respect.
    Identify workplace behaviors that should not be tolerated. Then develop strategies for reconnecting co-workers and resetting expectations.
  • Maintain professionalism and cooperation.
    A positive workplace takes … work. Learn the steps necessary to build a culture of respect.

Resolutions

1. Focus on what you want to happen, not on how you feel. The emotional response will kick in first, but the trick is not to act on it.

2. Be assertive. Do not expect an employee to read your mind. Let him or her know when you're annoyed, upset, or disappointed.

3. Give and request frequent feedback. Do not stew over what an employee may be thinking. Ask.

4. Model the type of behavior you want. Exhibit the kind of upbeat, forward-looking professionalism you expect from your staff.

 5. Deal directly and discreetly. Choose face-to-face talks in private to discuss an employee's attitude or behavior.

 6. Always document. Keep a record of all communications to prevent lies or faulty recollections from taking over later.

 7. Be gracious. Someone's rudeness does not give you the right to respond in kind.