2017 Hospice Manager Series

A series of 4 webinars for hospice personnel!

As the look and feel of hospice changes (sometimes daily), it becomes increasingly difficult to manage. There are plenty of books on how to become an effective manager, but often the hospice dynamics leave us thinking, “That all sounds good, but it doesn’t really apply to my challenges.” This series is about exploring ways to take the best management skills, techniques, and interventions, and apply them to the daily challenges of hospice care. It will focus specifically on the many obstacles that interfere with being an effective manager.

You may register for the entire series or for individual sessions.

Hospice Manager Series Topics

Session Dates & Descriptions

12:00 pm – 1:30 pm Pacific
1:00 pm – 2:30 pm Mountain
2:00 pm – 3:30 pm Central
3:00 pm – 4:30 pm Eastern

Thursday, February 2, 2017
First, Do No Harm! Critical Thinking for Managers

Do you ever feel like you are repeatedly solving the same problems? When people you supervise present questions, do you think, “Why can’t they figure that out on their own?” Do you feel like you have dealt with an issue only to see that it is back – but even worse? How does this happen? Often it’s because we didn’t start by using critical thinking. We spend time solving the wrong problems, asking the wrong questions, and focusing energy in nonproductive ways. This webinar will address how to be a better manager by changing how you think and respond and how to apply critical thinking to the toughest situations. This session will also cover how to ask better questions; the balancing act between resolving problems for people and empowering staff to find their own solutions; and how to ensure you are solving “the right” problems.

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Thursday, February 23, 2017
The Difficult Personality: Ours, Those We Supervise, Patients & Families

Every management theory sounds great until faced with a difficult personality (patients, families, those we supervise – or ourselves). Everyone is narcissistic or overly dramatic sometimes. Choosing the best intervention becomes easier and logical once we understand a person’s perspective, his/her world view in this moment, and what the motivation is in this circumstance. This webinar will delve into personality types and disorders – not to diagnose, but to understand obstacles. Learn how people approach problem solving, how an identified “enemy” causes people to recreate the same problems over and over which actually attracts what they fear most, and the best approaches/interventions for specific personalities.

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Thursday, March 16, 2017
Coaching & Guidance: Ensuring Everyone Knows Where They Are Headed & How to Get There

We all want self-motivated employees that are good problem solvers and flexible with changes. But, we can’t expect people to know what we want or foster self-motivation if we use a controlling management style. Being too controlling makes employees more inclined to ask you how to solve their problems. Equally ineffective is waiting until the annual evaluation to give employees feedback. The solution is a more participative and consultative management style known as coaching. This webinar will focus on essential coaching processes and skills to ensure managers know how to provide clear supervision about where they are headed and how to get there. Having clear goals and plans is an effective way to retain good employees and minimize poor performance – or coach out people who are not a good fit.

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Thursday, March 30, 2017
Pull Your Weight! Maximizing the Role of Everyone on the Team

The ever-shortening lengths-of-stay dynamic has greatly contributed to nursing stress and burnout. A patient is admitted on Friday and dies on Monday. Is that patient receiving the true biopsychosocial-spiritual care promised? Is the nurse the only member of the team the patient sees?

Interdisciplinary teams are in place for a reason – to ensure holistic care and so that no one team member is burdened with meeting all the needs. This webinar will present ways to address common challenges, examine flexible staffing models (without incurring additional costs), and provide ways to maximize the role of all interdisciplinary team members.

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