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As a clinical psychologist with over twelve years of experience in the senior living space, Dr. Jennifer Stelter has a lot of experience with dementia. Dr. Jennifer is critical of the idea that pharmacological methods are the only way to address mental health conditions and she strives to provide knowledge of non-pharmacological tools and coping skills that can be used firstly. Together with her business partner Jessica Ryan, biologist, and aromatherapy educator, she created the dementia connection model which employs these types of tools for addressing dementia onset. Dr. Jennifer states that while dementia training should be part of any clinical psychology studies, it is instead left all down to nursing homes. Since most dementia training is just regulatory compliance, it will often be carried out without much real thought or planning and will not be effective. When there is a lack of education in this area staff will not know how to empathize and interact with residents with dementia which leaves them more inclined to become overwhelmed and quit.  In order for a dementia training to be effective, it must be engaging and ideally use sensory based exercises to put employees and caregivers in the position of those with dementia. Exercises that push people to think on their feet are also very important because this is an essential skill when caring for people with dementia. In a post pandemic world, these trainings should be up to date, after all there is evidence that COVID-19 can be a factor of dementia onset. Dr. Jennifer and Jessica will be opening their Dementia Connection Institute which provides in-person and virtual CE seminars and presentations, and staff trainings in all the tools and strategies of their model to staff and caregivers. FOLLOW DR. JENNIFER, AND JESSICA, & THEIR PRESENT AND  UPCOMING DEVELOPMENTSDr. Jennifer's LinkedInJessica's LinkedInThe Dementia Connection Institute  RELATED EPISODESEp. 84: Understanding Our Nursing Home ResidentsEp. 72: Are We Treating Our Seniors Worse Than Horses?Ep. 70: Memory: It's All In Your Head
Having worked on the front lines with hundreds of nursing homes to develop effective infection control strategies, Dr. Buffy got a firsthand look at the way in which these facilities were targeted during the height of the pandemic.She was moved by the stories she heard and problems she observed, to write her best selling novel Broken which highlights the difficulties faced by nursing homes in implementing infection control. Most of these difficulties stem predictably from staffing and budget challenges. All nursing homes are required to have at least a part time infection preventionist on staff, but many take on the role while also holding other positions and with little training or hands on experience. Dr. Buffy’s company, IPCWell, helps in these common situations by working with facilities to teach and support their infection preventionist in developing efficient and effective methods that will function inside a facility’s means and budget. However, a considerable amount of difficulty is also brought about by the barrage of continuously changing rules and regulations.Responsible regulations are always needed for the functioning of any industry. However, Dr. Buffy states that their sheer volume is crippling for senior care and makes it nearly impossible for facilities to operate inside. This came to a head in 2020 when, instead of helping nursing homes suffering from no PPE and with overworked staff who were risking their lives, the government invested $80,000,000 in targeted infection control surveys. In an effort to show that this money was being put to use, even the smallest action not following regulations word for word was cited. Dr. Buffy states that instead of punishing nursing homes, this funding and attention should be put towards helping them and advocating for them. The last chapter of Broken  explains how anyone who has a relative in a nursing home can advocate for their facility.  FOLLOW DR. BUFFYTo purchase BrokenTo follow her on LinkedInTo visit the IPCWell website RELATED EPISODESEp. 71: Combating Staff Turnover & Burnout In Nursing HomesEp. 38: Administrator Vs The SurveyorEp. 33: Infection Control - Out of the Binder
It's time for a mindset shift. Recruitment needs to be as important as census and marketing. You can even use some of the same resources and people to promote your recruitment activities. Go out to your local supermarket and stop anyone with scrubs and offer them an interview. Find out where else they're hanging out and develop a presence there on or offline. Improve the interview process. Treat them like royalty and make them feel like they arrived home. Have a user-friendly application process, and please, go easy on the paper. Nobody loves filling out tens of pages of the same information over and over again. Ensure your rates are competitive. Need some help? Reach out to Quality Recruit and see how we can help you with this --> shmuel@qualityrecruit.com  Related Episodes:Ep. 76 - Employee LiabilitiesEp. 73 - Make Your Staff Want to Stay!Ep. 71 - Combating Staff Turnover & Burnout In Nursing Homes
Jennifer has been a practicing physiotherapist for 14 years, and shares about her experiences and what she has learned in this space, as a podcaster, author, and speaker.She served as her dad’s caregiver for many years while he was housebound and through this experience can empathize and understand the struggles of residents and their families.Most times, going into long term care is no one’s choice and therefore its essential for residents to feel independent and at-home.Jennifer approaches every interaction with residents with the understanding that she is in their home and in their space as opposed to them being in her space because she is the therapist.As a physiotherapist her job is to assess patients mobility, balance, and strength and she strives to enable and empower their independence while also minimizing their fall risk. She advises physicians to try and tailor their sessions and treatments to the resident and their goals rather than rushing through and only thinking about the problem, not the person. In order for an at-home environment to be established, residents must feel trust and rapport with their physicians and caregivers. This rapport can only be gained if caregivers and physicians stay present with residents and remember that their role is to guide and inform, not to be authoritative and make decisions against the resident’s desires. Jennifer states that compassion and empathy only takes moments and even small gestures can go a long way towards making residents feel comfortable in their surroundings.  FOLLOW JENNIFERRead Her Book - Communication is Care: 9 Empowering Strategies to Guide Patient HealingHer Podcast - The Healthcare Provider Happy HourHer LinkedIn RELATED EPISODESEp. 72: Are We Treating Our Seniors Worse Than Horses?Ep. 56: Phone Calls Help Alleviate Loneliness in Nursing HomesEp. 54: What is the Greenhouse Model? 
You Said What?

You Said What?

2022-04-2535:28

After the loss of his grandparent, who received terrible treatment in rehab after surgery, Ryan resolved to address some of the issues in post-acute care by buying a software company already active in that space and using his expertise to build it up. VoiceFriend addresses the problem of inefficient communication faced in facilities where the many different stakeholders, including residents, families, and employees make for a quagmire of related issues. With varying levels of technological proficiency among these stakeholders, there have to be many different methods in place for communicating and conveying information. This type of chaotic system means that information and things said often slip through the cracks or can only be found again after a lengthy search which wastes time and effort. While there are other tools designed to improve this problem, they often only cover a section of facility communication or don’t work well with software already in place. Ryan explains that VoiceFriend is not a tool but a system designed to serve as the core communication platform of facilities by which all other means of communication already in place pass through. The software can convey messages over a wide variety of platforms including text, phone, and even Amazon Alexa.Recipients can set their own preferences to reflect how they would like to receive communications. VoiceFriend’s simplicity and ease of use are great strengths and by integrating it, a facility can dramatically streamline its communication and enhance processes already in place.  FOLLOW RYAN AND VOICEFRIENDWebsiteLinkedIn RELATED EPISODESEp. 81: Nursing Home Communication Ep. 67:  Can Nursing Homes Be Less Chaotic?Ep. 37: What Should I post on Linkedin?
Let's Talk Legal

Let's Talk Legal

2022-03-2134:32

Jana has represented many healthcare clients and serves as the outside general counsel for a large healthcare entity. The False Claims Act was created to address fraud being perpetrated against the government. To free up government time and resources, private individuals referred to as relators were permitted to bring those suits. Relators have to be an original source with inside information. In healthcare-related cases, they are often disgruntled, former employees or family members. Jana has handled many false claims cases and asserts that the most important first step in making sure that a facility is aware and compliant with the regulations under the False Claims Act is to install a Comprehensive Corporate Compliance Program.This type of program can be drawn up by a lawyer and details all the regulations that a particular facility will need to follow and what they can do to follow them to avoid causing claims to be made against them.Common claims in a healthcare setting often involve billing for services that weren’t provided or are insufficient. If an operator or administrator catches wind of this, they should investigate immediately and if a violation is found make a voluntary disclosure to the government and pay any difference that might be owed. In a worse scenario, the government will find out about the violation first and send a Civil Investigative Demand requesting the production of certain documents or an inner view of an employee. In this situation, the facility should act fast to hire experienced counsel and contact the government to negotiate a settlement rather than being taken to court. Fox Rothchild has offices all over the country and can provide all sorts of services to healthcare facilities in the areas of corporate employment, real estate, compliance services for if a facility is involved in litigation or receives a subpoena or Civil Investigative Demand.   LEARN MORE ABOUT JANA AND FOX ROTHCHILD LLPWebsiteLinkedIn RELATED EPISODESEp. 81 - Nursing Home Communication Ep. 76 - Employee Liabilities Ep. 38 - Administrator Vs The Surveyor
Fast and efficient communication is vital in senior care, and may often be the difference between life or death.Even disregarding such dire medical circumstances, a typical facility must constantly interface with numerous parties including residents, their families, employees, and external vendors at all times.Needless to say, without adequate methods in place to streamline all these fractured lines of interaction, accidents are bound to happen. Unfortunately, most senior care facilities still use antiquated means of communication.Terry has spent his whole career modernizing antiquated processes. With Carefeed, he created an all-in-one system that can bring the communication methods of any facility up to speed. The platform provides the most up-to-date technologies for every type of interaction that typically occurs in a facility.Carefeed identifies and addresses all of the outdated, redundant, and faulty communication methods currently in use by a facility, automating and digitizing them. Because of its all-inclusive approach, Carefeed is known as the central place for seamless communication and engagement with residents, family, and staff.FOLLOW TERRY AND CAREFEEDWebsiteLinkedInRELATED EPISODESEp. 69: Should Nursing Homes Be On TikTok?Ep. 66: We Only Notice When IT Stops WorkingEp. 30: Don't You Love All That Admission Paperwork?!
As an occupational therapist with an MBA who has, at one point, been responsible for 120 facilities at one time, Jean is an expert in both the care and business sides of senior care. With his groundbreaking new designs and programs conceived to influence the lives, thought processes and social engagement of residents, he has become recognized as an incredible innovator in the space. Jean’s buildings are structured to engage all five senses. Through natural lighting or LED-controlled “Sky Ceilings,” they allow those with memory-related conditions to tell the time. With a design based on the nineteen twenties, thirties, or forties, residents experiencing Retrogenesis and mentally reverting back to their youth can feel at-home in their surroundings. Jean is passionate about the vision of his buildings from a clinical perspective and also understands that this cannot be accomplished without adequate financial backing. He tells investors the true story, that by creating these spaces he is reducing clients’ pain and helping them to live longer and healthier lives and that this in-turn makes for significant cash flow. With his penchant for innovation, Jean has been planning and developing various new programs and ideas. Currently he is evolving his informational senior care, Alzheimer's, and dementia focused video platform Okrah.Jean first had the idea for this concept after producing his own documentary on one woman’s experience of Alzheimer's and realizing how little media existed around that important topic.FOLLOW JEAN, THE LANTERN GROUP, AND OKRAHLinkedInThe Lantern Group OkrahRELATED EPISODESEp. 75: Flooring; The Biggest DifferenceEp. 72: Are We Treating Our Seniors Worse Than Horses?Ep. 70: Memory: It's All In Your Head
Adam Lewis is the CEO of Apploi, a hiring software company centered around healthcare. With a background in HR, he has spent lots of time working with healthcare companies to identify and remove roadblocks in their job application processes. Two of the largest problems often encountered in healthcare recruiting are: how to attract more candidates into the application funnel and how to successfully move them through said funnel. To start with the latter of these issues, Adam states that out of all industries, healthcare takes the longest amount of time to recruit personnel with the average span being 40 days. This is often the result of an application being too lengthy and complicated. In order to make this process more frictionless, the application should feature fewer questions upfront and be mobile optimized so as to be accessible to nurses, CNAs, and LPNs who will likely be filling it out on their phones. The job postings themselves should also be created with the needs of current healthcare workers in mind. Rather than going by the old method of copying and pasting the needs of a position, employers must be more creative to grab the attention of job seekers in this modern competitive market. Job postings should narrate the experience of company culture, the perks that employees will receive, and the value that they will be regarded with.  FOLLOW ADAM AND APPLOI!WebsiteLinkedIn RELATED EPISODESEp. 77: CNAs: Make Them Want To StayEp. 73: Make Your Staff WANT To Stay!Ep. 71: Combating Staff Turnover & Burnout In Nursing Homes
Jeffrey is the founder and CEO of Cambridge Realty Capital, a real estate company centered around the nursing and senior care market that has made over 500 transactions in that space.From his own experience, he states that those looking to make their first nursing home real estate deal and become an operator often possess experience in the industry but lack the funds.For this reason, it is essential for first-time deal-makers to find a good investing partner to make the purchase with them.Firstly though, they must be sure to make an economical deal with the seller that is written down in the form of a tangible document.This will allow them to show the deal to different parties without being worried about people going behind their back. Maintaining this control is the most important part of making a deal.  Next is the question of loans and finding a good lender to work with.HUD Loans, supplied by the Department of Housing and Urban Development, are an excellent resource but require the assistance of a HUD Lender who can interface with the department.Lastly Jeffrey states the market is very lucrative and for those experienced in the administrative side of senior care, it's always a good time to break into the business. FOLLOW JEFFREY AND CAMBRIDGE REALTY CAPITALWebsiteLinkedIn RELATED EPISODESEp. 52: Investors Focusing on the Senior Care Space - LinkedIn Best PracticesEp. 40: Did The Coronavirus Make Nursing Homes Rich?Ep. 39: Administrators Speak Up; Time For a Change!
Quanisah Bernard is a talented and experienced CNA and, with more than fourteen years of the profession under her belt, has a deep knowledge of the ins and outs of CNA culture.After graduating from high-school in 2006 she started working at a nursing home in the dietary department. Soon after, she took a month-long CNA class which kicked off her journey as a CNA. Since Quanisah had entered her first facility right after high-school she felt as though it was a second family. Rather than treating her as a cog in the machine the administrators noticed her talent and proceeded to foster her skills and give her some chances to shine and be recognized. It was only when the management changed and became less focused on providing this important acknowledgement and care to their employees that Quanisah decided to leave. Though she had begun to think about the lack of a good salary, she states that it was this particular shift in company culture that forced her hand. Though at this time, when senior care facilities are under intense pressure, it is difficult for them to pay employees a higher salary, it is important that they follow through with all financially related promises. Quanisah states that even though the assurance of a raise or bonus may reflect well on a facility, not following through will cause CNAs to leave and let their colleagues know not to work there either. Lastly, she explains that getting involved with colleges would be a great way to find and attract potential future CNAs who will be looking to apply for internships and positions at facilities.   RELATED EPISODES Ep. 77: CNAs: Make Them Want To StayEp. 73: Make Your Staff WANT To Stay!Ep. 71: Combating Staff Turnover & Burnout In Nursing Homes
Together with running her own CNA education program and separate home-care company, Aishling has a lot of experience with the types of people who become CNAs and the career paths they hope to lead. The difficulty of the tasks that the average CNA faces everyday cannot be minimized and many take on this job without even realizing how grueling it really is physically and emotionally. Aishling states that in order to weed out candidates that are prepared from those who might be a better fit at the nearby Target, employers must be upfront and transparent about the reality of what will be expected as well as required workload. The new expectations of staff used to a more modern, gig-economy influenced style of scheduling must also be taken into account. Communication should be established to determine what times staff will be able to work and put together a schedule that they will realistically be able to work with. Finally, employers should seek to mentor and foster the capabilities of CNAs. Work with them to establish a career path then support them on their way towards their ultimate goal. LEARN MORE ABOUT  AISHLING!Aishling Care Academy WebsiteAishling Home Care WebsiteRELATED EPISODESEpisode 73: Make Your Staff WANT To Stay!Episode 71: Combating Staff Turnover & Burnout In Nursing HomesEpsiode 42: Healthcare Workers Need Self-Care During Covid-19
Employee Liabilities

Employee Liabilities

2021-07-2739:32

As a long-term care employment litigator, Richard has represented nursing homes and senior care facilities across the country. Litigations can come in a plethora of different forms, yet they all share the same effect of draining resources and time as well as disrupting workflow.Richard states that in order to decrease the likelihood of litigations or at least maintain more control over the process once they play out, employers need to put in place several key protections and strategies. Firstly, good systems of documenting incidents need to be implemented. Since nursing homes often do not possess robust HR offices, documentation responsibilities must be shared between a number of inter-culturally aware, qualified personnel. These systems must be as up-to-date, easy to access, and user-friendly as possible to ensure that important information, such as signed employee arbitration agreements and incident reports, are easy to find and access. Training that clearly outlines policies around expected behavior and what is considered harassment must also take place regularly and be presented in an engaging way. Lastly, to maintain more control in court, eliminate the threat of a jury, and minimize the chance of a class or collective action, employers should seek out an arbitration program.Contact RichardLinkedIn Rscharlat@foxrothchild.comRelated EpisodesSolving the Staffing Challenge in Nursing Homes Staffing, Retention and Vendor Relations with 3rd Generation Operator; Mark Kaszirer
Originally in construction, Motty shifted his focus completely to flooring after realizing the room for innovation, and how little was known about the trade even by flooring professionals. Many operators don’t even realize that their floors do not meet the requirements of statewide health regulations. Motty explains that under the requirements of OSHPD, which sets the building standards for senior care in California, facilities may only use carpet or VCT (vinyl) for flooring. Carpet is not very stable and often a hazard in nursing homes. This leaves VCT which requires a lot of care and cleaning as it becomes worn very easily. Having built facilities from scratch Motty knows that flooring is always the biggest issue and makes the biggest difference in every project. He states that floors have a dramatic effect on a space and a nice clean floor can bring a building to life. This is why it is essential to fit a facility with a durable, long-lasting floor rather than one that is less expensive and will need to be continuously redone and replaced. After years of researching and tweaking other products, Motty engineered his own type of vinyl that is more durable than regular VCT and will remain unblemished by bleach and disinfectant. Motty states that when looking to remodel facility floors, operators should do a lot of research, know the difference between commercial and residential flooring, and understand that price is not necessarily the best indicator of quality. FOLLOW MOTTY AND HIS COMPANY RITZ FLOORING, INC.WebsiteLinkedIn RELATED EPISODESEp. 61: Real Time Fall PreventionEp. 23: Keep the House and Still Get the Care You Deserve Ep. 11: Follow the Scent 
With his company Comprehensive A/R Solutions, Israel has seen all the ways that inattention to a billing team can wreak havoc on a facility. In a difficult industry, nursing home operators must maximize every penny they receive. Despite this necessity, facilities typically have a lot of bad debt left on the table, often totaling to hundreds of dollars of uncollected receivables. Rather than spending time and effort searching for ways to receive reimbursement for this bad debt, operators should instead focus on decreasing it as much as possible. Due to typical billing cycles and the fact that operators do not have time to manage A/R, billing is often only done reactively and problems encountered only after the window where they could have been resolved. In order to ensure that there is no money left on the table, operators need to conduct A/R proactively rather than reactively. This can be accomplished firstly by making sure one’s billing team isn’t understaffed. With all the nitty gritty work that it involves, A/R is certainly not something that can be done by a receptionist between shifts. It is also essential that the team center around an expert experienced in A/R and the ever changing trends of insurance and medicaid. This person should work proactively by planning and implementing processes to identify and mitigate these changes. They should also be assigned to watch every patient’s payer source from the point of admission to discharge to detect any changes or inconsistencies before they become a real problem. FOLLOW  ISRAELWebsite Email: israelr@comphcs.comToll Free Phone Number: (877) 942-4558 RELATED EPISODES Ep. 30: Don't You Love All That Admission Paperwork?!Ep. 26: Consistent Leadership in Nursing HomesEp. 8: Megadata in Nursing Homes with Shalom Reinman
Izzy has explored these discoveries with his company GBC Facility Services, which provides full janitorial services for healthcare and other facilities.  With mass burnout and not much money, nursing home staff are rapidly leaving their professions for better paying, less stressful opportunities.  In order to keep staff, senior care employers need to shift their mindset from one of hierarchy and chain of command to one of servant leadership, where everyone feels valued and cared for.  To implement servant leadership in their company employers should follow a plan similar to the one detailed below:  First, a connection meeting should be held around 2-3 months after a new employee is hired to discuss how they would like to be treated. Next, a weekly one-on-one should happen once a week to recap their work and give them recognition.  The plan should also contain coaching during the game to create an ongoing dialog, discussing a personal development strategy with the employee to find out and acknowledge their career goals, and lastly performance reviews to discuss how they can improve.  Even if this sort of plan for conducting servant leadership may be too time-consuming for busy senior care facilities, just a five-minute weekly conversation with nursing staff will make a huge difference. FOLLOW IZZY AND GBC FACILITY SERVICESWebsiteLinkedIn RELATED EPISODESEp. 71: Combating Staff Turnover & Burnout In Nursing HomesEp. 51: Solving the Staffing Challenge in Nursing HomesEp. 35: Support Your Nursing Home Staff During Coronavirus Outbreaks
Nancy’s podcast Glowing Older examines the intersection of wellness and senior care. With 25 years in the hospitality, health, and wellness industries, she has deep knowledge of the mental and physical benefits wellness can provide. Wellness not only signifies keeping people healthy but also providing them with a good standard of living. While senior care possesses the goal of keeping patients alive and healthy, it is also a very institutionalized setting, often reducing patients to numbers and diagnoses. This inevitable dehumanization is due in large part to our society’s stigma of its elderly population. Many commonly held assumptions about seniors are flawed and overlook their innate intelligence and valuable life experience. This ageism must be addressed and some fundamental shifts made in the way we perceive seniors in order for action to be taken to introduce more wellness into senior living. LEARN MORE ABOUT NANCY AND GLOWING OLDER!Glowing Older PodcastLinkedIn RELATED EPISODESEp. 56: Phone Calls Help Alleviate Loneliness in Nursing HomesEp. 54: What Is The Green House Model?Ep.  11: Follow the Scent with Tuli Kraus
Before becoming a serial entrepreneur, Pritma served as a registered nurse for 18 years. This first-hand experience allows her to understand what nurses want and need from employers.  As a nurse, Pritma would sometimes work double shifts that added up to 20 hours a day because of shortages.  In this time of COVID-19, facilities are often understaffed. Nurses are high in-demand and are constantly receiving competing offers of larger salaries and bigger paychecks.  As a result, nurses have become less concerned with money and more with how well they will be cared for by potential employers.   Facilities who want to attract and retain nurses must put more effort into supporting their staff, helping them develop career pathways and supporting their career progression.  Pritma states that this support doesn’t have to cost a lot of money and can be as simple as sitting down to get to know staff and learn where they want to end up on their career journey.  Another idea is the mental health toolkit provided by the American Nurses Association, which is designed to help nurses regulate and monitor their mental health during this stressful time.  In order to recruit nursing staff at all though, it is first necessary to possess an efficient employment method.   Apploi is a unique software which assists with all areas of the employment process and separates truly perfect candidates from the rest of the crowd.  LEARN MORE ABOUT PRITMA AND APPLOI!WebsiteLinkedIn RELATED EPISODESEp. 42: Healthcare Workers Need Self-Care During Covid-19Ep. 39: Administrators Speak Up; Time For a Change!Ep. 17: Staffing, Retention and Vendor Relations with 3rd Generation Operator; Mark Kaszirer
As a geriatric social worker and memory coach who's been in the field for twenty years, Rena, knows a lot about memory and particularly how it declines.  She provides a distinction between normal memory loss and abnormal memory loss which impedes daily functioning and is associated with conditions such as dementia and Alzheimer's.  While genetics are often assumed to be the largest predictor of abnormal memory loss, they are in fact, only about one-third of the problem.  Lifestyle, including exercise, diet, sleep, focus, and cognitive stimulation, is a much larger factor in determining whether these types of conditions will develop. Physical exercise prompts Neurogenesis. This is the process by which new brain cells are created. Sugar and other junk food impede this process, therefore it is essential to maintain a healthy diet and drink lots of water.  Sleep is also another huge factor, as is our ability to focus, which we should strive to maintain by refraining from multitasking.  Lastly, cognitive stimulation, including new learning and social stimulation ensures that new brain cells will continue to develop.  Just like any skill, memory can be trained through exercises, techniques, and practice. This is Rena’s area of expertise, and the first step to remembering anything is believing that you can. LEARN MORE ABOUT RENA! WebsiteRemembershipLinkedIn RELATED EPISODES Ep. 59: Advanced Planning and Detailed ConversationsEp. 55: Fighting Loneliness With Laughter YogaEp. 42: Healthcare Workers Need Self-Care During Covid-19
Despite starting off as a nurse and clinical liaison, Steve’s side gig of marketing and content creation soon grew into a full-service agency, Craft Media, of which he remains president. Though senior care facilities serve an older clientele, they are really marketing to younger relatives, decision-makers and placement workers in hospitals, and potential employees. Steve explains that all of these groups will likely be present on social media and will be influenced by the quality of a nursing home’s social media presence.In addition, the content will be published online about nursing homes whether they like it or not.  Failing to maintain their brand through a digital presence will ensure that it is not created by them but by consumers, whose spiteful comments may do great damage to their reputation.So where does TikTok fit into all of this?Steve states that, at present, TikTok echoes Instagram’s early days, full of young experimenters and rapidly expanding to eventually become a solid segment of the social media landscape. By maintaining a consistent presence on this platform while it is still early days, nursing homes will have a huge advantage in the long run.FOLLOW STEVE AND CRAFT MEDIA!WebsiteLinkedInRELATED EPISODESEp. 65: Content Marketing In Senior CareEp. 62: Social Media Marketing for Nursing HomesEp. 12: LinkedIn Content Marketing with Shaneé Moret
Comments (2)

Marie Bates-Forth

This program brings a wealth of information to the forefront of the Nursing Home Environment. it has real, workable info and ideas and the host, Shmuel Septimus, knows this business from the inside. The guests frequently give out of the box answers to long term problems. Podcasts are brief and easy to understand. Definitely one to keep your eye on if you are in the pursuit of excellence for your Nursing Center!

Apr 13th
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