The care given to anyone residing in a senior community is obviously the most important factor to determining the quality of their  lifestyle.  Other than the necessary medical attention they may require, the way a resident is treated will greatly influence their overall happiness.  Let's face it, we all want to be treated with respect and kindness.  This is especially true for someone who is moving into a nursing home or assisted living community.

There has been a movement in recent years to change the culture of long term care organizaions.  Sycamore Village has worked with several groups to help rededicate their focus on the individual resident.  One group, Eden Alternative, trains caregivers and staff at senior living commuintities to deinstitutionalize their communities and place the focus on personal care. Another group, The Illinois Pioneer Coaltion, has also brought change to many commuinities. They stress the importance of relationship building between the staff and the residents. The life stories of each resident are documented so that the staff can better know each person.  By getting to know the resident as an individual, the care will become more personal and focused.  Dr. David Troxel, a long-term care consultant, uses similar methods in his training and staff development for groups who provide Alzheimer's care.  The management at Sycamore Village has created their own unique atmosphere in theior pursuit for exemplary care.  Their philosophy is based on Returning the Love.

The concept is pretty simple.  Treat the staff as you want the staff to treat the residents, with respect and kindness. This process begins from the point of hiring.  All new employees are trained in the culture of Sycamore Village and must complete a 4 hour lesson on the core of Alzheimer's care.  By training all employees in this area, their is a better understanding of how the community works as a whole, which provides for stronger team work.  Once the training process is complete, employees are permanently assigned to neighborhoods within the community meaning that the residents have the same staff members caring for them daily.  This helps to create bonds between the staff and the residents.  By having the time to get to know a resident, they can better care for them. Knowing their needs, likes, dislikes...makes their job easier and the resident's life less stressful.  There is a level of security that comes with familiarity.

The management has taken this model further by encouraging the residents to "nominate" staff members who they believe are doing a great job.  They provide a system where the resident can award a staff member a "heart".  It comes with a description of why they were chosen and by who.  The heart is placed next to the employee's picture on the staff board posted within the neighborhoods.  Anyone walking though the neighborhood can see the hearts.  It becomes a sense of pride and creates some healthy competition among the staff to see who can earn the most hearts. Tisha Kaiser, a caregiover resident, is one example.  She brought in her own sewing kit and sewed on missing buttons on shirts for several residents.  It's this personal care that goes beyond a job desription that makes the environment feel like a home.  Another recipient, Arian Carmin was nominated by the residents for taking time to give residents hugs and kisses and letting them know how special they are.  Ariana left a note for one of the residents that said "Ariana loves you".  This is such a powerful gesture.  This really promotes the change from "being taken care of" to "being cared for". Another great example of the program is Diane Wolters. She recently received another heart (she has the most hearts of any employee) for making a centerpiece of helium ballons for a residents birthday party. She also helped to set up the party and stayed to help clean up afterward.  As a housekeeper she is not responsible for decorating and throwing parties, she does it because she has a connection to the residents and genuinely cares for them.

Another important factor of this program is that it gives the residents a voice.  They are able to express themselves and be a part of the process. This creates a more unified community, instead of rigid divisions between management, staff and residents that so often occur.  Thus the circle continues.  Happy residents make for happy managment make for happy staff make for happy residents....Returning the Love.