Care Training Online

Enabling Caregivers To Be The Best They Can Be

Training

Who pays for your education?

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This can be a hotly debated topic. Is it you personally or should your employer pay for it?  Well, I guess it boils down to this – whose practicing certificate is it? Yours or your employers? 

So, what is your employer’s role around your practicing certificate?

Well, they need to make sure it is current and renewed each year.  The employer also has to check that the medical practitioner, physiotherapist or occupation therapist or any other allied health professional has a current practicing certificate too, not just yours.  Is your employer responsible for paying for the allied health professional’s educations?  No, they aren’t. The individual is responsible for ensuring they keep up to date with their education hours. 

So, the question is, does an allied health professional get anything more than you do to be able to come in and attend to residents or clients.  They get remunerated for it just like you. While it may not be a weekly wage, their services are still paid for by your employer, but your employer does not pay for them to go to educational updates.

So that comes down to you as a RN or EN. Who should pay for your education – you or your employer? I guess this is a question you have to ask yourself. Do you give anything more to your employer than an allied health professional? You may argue you do, but you see, your employer’s ability to provide the service is dependent not only on you, but also the caregivers and the allied health professions they contract in to service their clients or residents.

Why am I bringing this up again? Well, many RNs and ENs have an expectation that their employer will pay for their education hours, and if they won’t, they don’t attend. Now if your employer does pay for you to attend education updates in the form of paid days off, course fees etc, be grateful because they don’t have to. If you don’t have a current practicing certificate because your education hours are insufficient, that is your issue – you can’t practice.

So why then am I discussing this? Well, in some cases there is not much loyalty or gratitude paid to a generous employer. Loyalty is not something high on the values of some people. Money is and some people will think nothing of jumping ship to a get a higher paid position rather than give back to a generous employer. Your employer should expect something in return for being generous and giving you a day off and paying for your education. Do you give back to them or is your expectation that it is their responsibility to keep you employed when tomorrow you could hand in your notice and not look back.

When you next see an educational session you would like to attend, think first of how you can contribute to paying for it. Maybe you discuss a partnership with your employer? Maybe you take some annual leave or lieu days to attend so they are not paying both your wages and for someone to replace you. If they do want to pay for your fee to attend and your wages, then be grateful and show them some loyalty. Give back to them and be considerate to your employer. Work together because in the end, you are the one that keeps the knowledge you attain. Sure, your employer will benefit while you are there but if you leave, you walk out with that knowledge.  It is not left behind.

Now I am not saying which is right. I have been the recipient of having an employer pay for courses for me for which I was very grateful, but I have also been an employer who had to look at the budget to see if staff could be paid for to do course and this can be quite a dilemma. So spare a thought for your employer who is trying to balance the books and if they graciously pay for you to do training, be grateful and give back to them with your loyalty.

Food for thought isn’t it?

A new era of training is emerging

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Covid-19 has forced many people to embrace other methods of training and communicating. The face to face classroom is no longer the only way to learn. Many businesses are now resetting their methods of training as we have seen with the universities. However, some people are resistant to change and want to keep the status quo. It is a bit like the swing away from cheques to online or mobile phone banking. Some just will not do it. 

However we all know that now some banks are no longer accepting cheques and when we do receive a cheque it is not an easy option to bank it. Is training going to go the same way? I believe it will and whether we like it or not, it is the way of the future.

Zoom meetings and training have mushroomed over recent months, with many people using zoom in a variety of ways to communicate, be it for training, running meetings or for catch ups with families and friends. 

So, what are the advantages of online training as opposed to face to face training?

  • Can be done anywhere anytime
  • All learners get the same information
  • No travel required
  • Annual leave is left untouched
  • Staff don’t need to be replaced to let one staff member off to attend training
  • Easier to get multiple members of staff trained at the same time

So, what are the disadvantages online training

  • Option for discussion is reduced but not impossible
  • Unable to network with people from other facilities
  • Less cost effective as may only send one person instead of many
  • Cost of travel, time off and replacement of staff to attend

The feedback we got from the online learners at the clinical update has been very positive. Being able to attend Online Real Time and the Recorded options for the Clinical Update ticked all the advantages listed. I have found also that people using Care Training Online get positive result. I know it takes a shift in mind set to go online as opposed to face to face learning. We all don’t like change that much as I said, but once we get past that block it is easy. I remember when I first started using a projector for training. It really scared me but now it is dead easy and I wouldn’t be without it. When I started using Zoom I messed it up but now I really like it. We just have to practice, be bold and try something new.

So, give online a go. With some encouragement from you for your staff, it could save you not only a lot of time but also a lot of money too. On top of that that  your residents will get great care. What a bonus.

It’s the little things that count.

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Having just spent time in hospital with a fractured pelvis, I am reminded again of the little things that make recovery easier. While I can’t fault the care, it is the little niceties that make it more bearable. I’m talking about somewhere to put your little bits of rubbish that accumulate around you.  Easily solved by putting a rubbish bag attached to your nightingale. Like pain relief being given on time so you can at least be more comfortable. When receiving care, have it all completed before the nurse goes on to the next person. Having to sit and wait to have your morning cares does not make the morning start well.

I have to say I am very impressed with the new grads too. The standard of care they delivered was exceptional. They were well organised in their day too which was very pleasing to see.

However, a lot has happened in a week hasn’t it with the World Wide Pandemic being declared. But again, it is the little things that count – like handwashing. Being sloppy around this very basic of practices is what can cause the harm. For those using Care Training Online, I have posted some updated videos on Virus’, what they are and how to combat them on the Infection Control topic.  I have also updated some videos on the Pandemic planning topic as well.

Back to the little things again. It is these that will keep you all safe. The gold standard for hand hygiene is soap and water. While many think that hand sanitisers will protect them, some pointers to remember are:

  1. Not all hand sanitisers are equal. They need to be at least 60% alcohol to be effective
  2. Hands need to be clean in the first place for hand sanitisers to work
  3. Even if using hand sanitiser, if you pick up the container, you are contaminating it as is everyone else who picks it up so it less likely to be effective.  On top of this hands needs to be washed frequently with warm water and soap as well, so soap and water is the best defence against cross infections.

So, nothing beats hand washing with soap and warm water, not cold water.  This article will explain more.

So how are you going to prevent the virus from getting into the facility or your home in the first place? Have some form of soap and water hand washing at your door. While warm water may be a bit difficult to provide in these circumstances, I am reminded of Ignaz Semmelweis, the father of Infection Control, who prevented postpartum woman from dying by having buckets of water and chlorinated lime in the wards. All his medical students had to wash their hands before they examined any women in labour and dropped the death rate to as little as .85%.  It worked in the 1800s, and it still works today so let us not be resistant to the importance of using soap and water and when not available, use hand sanitiser with a high alcohol content. 

Learning Styles Across Cultures

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I came across an article in a Training & Development Magazine. It is written by Sean O’Tool who works with Australia’s largest employer of Aboriginal people and it is about understanding the difference between traditional culture learning and mainstream western culture learning. He received a Churchill Scholarship to investigate best practices of teaching indigenous people in New Zealand, Canada and USA. 

Indigenous people around the world share many common learning styles which can be in conflict with the way most of our teaching is done in western culture where we use the expert-novice model. Those of us who work with many ethnicities, know that not every body learns the same way and unless we look at providing a variety of learning options, teaching staff to provide the care the way we expect them to will result in varying results.  “A common learning style for indigenous people is to see a demonstration and go away and practice privately until they master the skill” he says.  How many times do we actually nurture or respect this way of learning?

In the article there is a comparative table of the learning styles of indigenous and non-indigenous people. It was developed by the Aboriginal Human Resource Council of Canada (2007).  I hope you find it interesting

TRADITIONAL CULTURE             MAINSTREAM WESTERN CULTURE
Community is the foremost of all values Individualism is the foremost value
The future tense is dominant Tradition of printing and literacy
The world is understood mythically The present is the dominant tense
Goals are met with patience   The world is understood scientifically
Ownership is often communal  Goals are met with aggressive effort
Gifts are regarded as social glue   Ownership is reward for hard work
Work is often motivated by group need Gifts are regarded as holiday issues
Aging is a source of wisdom  Work is motivated by ambition
Eye contact is thought over-assertive Aging is decay and loss
Silences are acceptable anywhere Eye contact is part of conversation
Assertiveness is non-communal  Silences are a waste of time
Listening skills are prized Assertiveness is a basic social skill
Soft spoken words carry farthest Communication skills are prized
Nodding signifies understanding Emphasis carries the day
Handshake is soft, signalling no threat Nodding signifies agreement
Collective decisions are consensual   Handshake is firm, assertive
A faith in harmony with nature Collective decisions are put to a vote
Family is extended family A faith in scientific control of nature
Responds to praise of the group  Family is nuclear family
Responds to praise of the individual

Rote Learning Is Back In Fashion

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Rote Learning Is Back In FashionAt a recent training meeting I discovered that rote learning is back in fashion.

But of course it has a fancy new name now. It is called Space Repetition.

Now when I went to school, we did rote learning with the times table. Goodness knows how many times the tables were gone through in a group.

And do you know, to this day, I still remember them and can regurgitate them in an instant.

But you want more than regurgitation when it comes to learning something for your job.

The Missing Ingredient

So if you want your staff to learn something, then you need to teach them, teach them again and teach them again – and often more often.

However there is one other ingredient that has to be added to this…

Merely learning by rote or memorizing what to do will not necessarily change the behavior.

After a training employees will be able to tell you what they think you want them to say.

But do they understand it?

WIIFM

So to make it stick, there has to be a WIIFM (What’s In It For Me – well, them?).

What is the purpose of you doing the training?

What will they get out of it?

BUT you need to keep it simple.

Teaching Your Employees

So how are you going to find out each person’s WIIFM is?

You take the time to ask them the questions when you are having a 1:1 discussion, or training or at appraisal or any other time.

Some questions you could ask them are:

  • How do you like to learn?
  • How did you find doing exams at school?
  • What is your worst learning experience?
  • How can I help you to learn?

There are more questions here to help you do this too.

I know it is for teachers but if you are passionate about your work and want to give the best to your clients or residents…

Then you need to train your staff and can be creative about how you do it.

How Can Care Training Online Help?

If you are using Care Training Online, don’t just stick to the same format of getting them to fill out a worksheet and nothing else.

There are a lot of options with this training so try something different each time.

Pick a slide or a segment, sit around in a group and have a 10 min discussion about it.

Or use examples of people in your care or instances that may have occurred or a personal experience they may have had.

You can also use a combination of learning – some worksheets, some discussion etc.

Too Busy?

Ok, I hear you saying, “What is she talking about? How are we going to get the time in our already busy day to do this?”

Just think about the amount of time you have wasted fixing problems created through lack of knowledge that could have been avoided if the caregiver knew what to do.

Or the amount of time you spend dealing with relatives or management explaining why the error or mistake was made or a complaint received?

This is where the true value of training comes out.

If you spend time on the front end training, you waste less time putting out fires in the end because your staff is well trained.

Better Training, Better Caregivers

What is important though is that you don’t abdicate your role of training your staff.

It is not just about getting as many people as possible sitting in front of a screen or person speaking.

It is about making it a meaningful experience that they can learn from and apply what they have learned.

This is your role.

While I can provide you with content, you need to move away from ticking a box to satisfy auditors or fulfill contractual obligations to creating a worthwhile and meaningful experience around learning to make your staff better caregivers, improve their confidence and improve the experience of the recipient of care.

It doesn’t need to take an hour.

It can be short sharp sessions that they understand and can apply. This will work far better than an hour in front of a computer or trainer.

And I have designed Care Training Online so you can have more quality training rather than quantity training.

Want to try out Care Training Online for free? Your first step is to get these printable Infection Control Protocols to share with your team and learn how to deal with 19 different infections & communicable diseases in your care facility.

Developing Your Front Line Leaders

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Developing Your Front Line LeadersWho are these people, the “front line” leaders?

Well those are the ones who get their hands dirty. The people at the coal face who have to implement what is filtered from the top down.

How well do you know these people? Is what is being sent down for implementation feasible or even practical?

Are you overloading the front line leaders so they burnout, become dissatisfied and give up and leave?

How well do you listen to the people at the coalface or even ask for their opinion or input? Do you sit in your ivory tower and send down yet another compliance issue for implementation?

It’s Different At The Top

Why do I ask this?

Well it is very easy to sit at the top and deal with another compliance issue.

You can see all the implications of not implementing it… but have you actually worked at the coalface?

You Have To Understand Your Employees

Have you ever been the one who has to deal with all the complex issues that come up on a day to day basis that disrupt your day?

Have you ever been a manager at the beck and call of everyone in sundry –the staff, residents, families, auditors, regulatory bodies, visitors, prospective new clients… and everyone that walks in the front door of the facility?

Have you even been a caregiver who has to work to the demands of the client, family, registered, nurses, managers, other caregivers, cook, cleaner, laundry person… ?

If you haven’t then I suggest that before you send down the next directive you have a little thought for the person or people you are expecting to implement the directive.

Why Is The Front Line Important?

So why am I talking about this? Well my team and I talk to a lot of people around the country who are these people – those at the frontl ine.

Many of these would love to have Care Training Online available to use but they can’t because those who sit in their ivory towers say No.

Why do they say No?

Well I don’t really know but what I have discovered are the following possible reasons:

  • Money
  • Power and control – you must do as I say
  • Lack of understanding of the life of a front line manager
  • Poor communication skills
  • And many more reasons known only to those at the top

Where Is Your Time Spent With Your Managers?

From these possible reasons we can gather that all the power is at the top with none of it coming down to other employees.

But you see, if you spend more time training your managers to be managers…

Then they have more skills in their toolbox to discuss things with you.

These skills are so lacking among front line managers who have just drifted into the job because they are a nurse or a caregiver who is perceived to have the skills necessary.

Until they take on the job… and frequently crash and burn as a result.

Spend Your Time Wisely

If you spend more time thinking about “how can I save my manager or frontline worker time”…

And “Is it feasible or workable to ask them to do this?”

Rather than throwing more at them to do without thinking about it…

There may just not be a constant stream of new managers needing training.

If you spend more time thinking about how you can get consistency across the organization and less time about sending yet another directive or saying No to something that would work for the front line manager and make life easier for them…

If you stop and listen, just for a minute or just once, then you might get to the heart of the front line manager.

Because if you don’t you will be forever in the cycle of fighting fires.

True Leadership

Leading and leadership are two different things.

To lead you must have the interpersonal skills to do it.

While leadership is having the social skills to be part of a well-functioning team.

If either you or your front line manager do not have the skills then you can forget about group cohesion and business growth.

Happiness Isn’t Overrated

And an unhappy team is not a productive team…

Overloading your front line manager is problematic as this will filter down to the whole team, not just the stay with front line manager.

So treasure your front line managers/workers.

Help them to develop the skills to be your support not the cause for dissatisfaction.

Don’t assume they already have the skills but work with them to get the skills so everyone wins.

So if they say “I want Care Training Online” or some other online material then maybe you need to listen to them? After all it could save you time as well…

Get started with your training with these printable Infection Control Protocols. Share them with your team and learn how to deal with 19 different infections & communicable diseases in your care facility.