As group home support staff, we can support the residents in our home to focus on adapting to their differences instead of focusing on their disability and what they cannot do.

This is a great video about Jim Abbott made by a disabled 6th grader…

In group homes the relationship with your boss is going to be closer than if you worked in a corporate office. It is important to have a healthy relationship with your group home manager. This will result in better care for the disabled group home residents that you care for.

Here is a great article from Workforce Performance Group’s  “The Mentor”, which can be subscribed to here.

How Healthy is Your Relationship with Your Boss?

There is a growing body of research that clearly points to the important role played by work colleagues in our overall physical and mental health.  The data suggests that our colleagues can in fact,  “drive us crazy” , provoke a heart attack or both.Your boss is in a particularly powerful position to impact your health both positively and negatively.  More than other colleagues, our boss or supervisor can most readily “push our buttons.”  More people leave the job due to a bad relationship with the boss than any other reason.

One of the pioneers in helping us to understand this relationship between work relationships and our health is Kevin Kruse, author of the book, WE – How to Increase Performance and Profits Through Full Engagement.   By Clicking Here you can take Kevin’s short survey – Is Your Boss Killing You?  After you submit your answers, Kevin’s computer will give you an analysis of your boss’ impact on your health, positive and negative.  Everyone has a boss, so regardless of your title, take the survey.  Give it a try.  You may be surprised at the results.

Can You Tell the Truth to your colleagues?

Our relationships at work can be more satisfying if we feel we can be honest with them…can you tell them what you really think and still have them respect you as a professional colleague?  Years ago I was privileged to have such a relationship with my boss. We’d argue in staff meetings and then go off laughing and have lunch together.  I am convinced it’s a rare thing, but fulfilling when it happens.

There are things we can do to build more positive relationships at work?  The next time your staff meets, go around the room and have everyone share a piece of information about themselves that other people in the room do not know.  People can “pass” if they are uncomfortable doing this.

It is estimated that one in four mentally ill people will become the victim of violence, sadly some of the incidents will be at the hands of their caregivers. Some of the factors that contribute to the violence include the following:

• Vulnerability
• Poor relationship skills
• Substance abuse
• Homelessness
• Incarceration
• Low income
• Unavailability of treatment
• Medication non-compliance

Anyone with any type of disability (mental, developmental, or physical) is at an increased risk of violence. Steps should be taken to teach group home residents how to avoid being a victim and if they do become a victim, how to get help for themselves. Socializing skills should be taught. Behaviors and dress that “advertise” their disability and vulnerability should be avoided. Proper supervision of disabled people who live in group homes will reduce their risk of becoming a victim of violence.

There are a lot of unhappy social workers out there.   Just open up a discussion about workplace satisfaction on any one of the social media outlets, especially those oriented toward social work,  and you will see a plethora of posted complaints.  One wonders about these unhappy helpers; what emotional gyrations do they have to go through in order to help a distressed client?

I spent most of my professional life assuming that the bulk of the organization ‘s resources should be directed to the clients.  After all, that’s who we were in business to serve.  My assumption was that if you wanted to work in social services that kind of priority-setting is what you should expect; staff needs are met after client needs are satisfied.

But now we have a generation of workers who grew up in the affluent 90′s who are convinced that they have a right to have their needs met as well.  So what are the implications for how a social service organization operates? Are we going to change the mind-set of a whole generation or are we going to adapt?

Twenty years ago, thanks to a few innovative corporations, notably Southwest Airlines, a different approach has crept into the discussions around workplace management.  Specifically , the change flip-flops what we had come to expect…at Southwest, satisfaction of employees is the number one priority; they believe that the best customer service flows from satisfied  employees.   This has led to all the buzz about employee engagement and worker happiness that we have seen in the last 5 years.

The experts are telling us about the costs of unhappy workers;   15% hate their jobs and work as little as possible; another 55% are putting in time, waiting for the next pay check.  Social workers tell me that those numbers are not only true for American businesses but true for their agencies as well.  What’s that costing in lost productivity?  Suppose 90% of your workers loved their job; could you actually lower your personnel costs?

I’m looking for a social agency that follows the Southwest Airlines philosophy: that satisfied employees provide the best service for customers, clients or however we refer to those we are trying to help.  But what is your opinion?  How would your agency be different if employee satisfaction received more attention?

You can give your opinion on their blog page:  click here. I recommend signing up for their newsletter.

It can be done by the following:

• Draw Clear Lines
• Support Your Support Staff
• Don’t Overwork Your Support Staff
• Show Appreciation

Draw Clear Lines

It doesn’t mean you can’t be inflexible, but your group home support staff should know exactly what is expected of them and it should be clear that you expect them to fulfill their responsibilities in the home. When they fail to do that, they should know there are consequences.

Support Your Support Staff

Group home managers must walk the line between following the expectations that are expected from those above them and meeting the needs of the support staff in their home. When your support staff knows that you will fight for them and support them, they will be more loyal. In addition, they will have a higher level of job satisfaction.

Don’t Overwork Your Support Staff

Some staff really need the hours that you need to fill and will offer to work any time that there is a need. It is tempting to utilize them, but it will lead to burnout and maybe even abuse of residence. Keep track of the hours you are working your staff and make sure they have enough time for their family and to rest.

Show Appreciation

You may not be able to get your staff raises or better hours, but when they are there, you can show appreciation. Sometimes it may be as simple as making a call to say thank you or maybe provide the staff with a lunch. Nominating a hard working support staff for employee of the month will go a long way to showing your staff that you notice their hard work and dedication. Complimenting dedicated support staff to their guardian, day program or work program staff, office workers, and anyone else that you can is an effective way to show appreciation.

It takes a little time to keep group home support staff satisfied, but it takes even more time to train new staff.

These are some of the reports that have been in the news recently:

• 40 year old caregiver, Ramiro Detraglia, was arrested for abusing a disabled person at the New York State operated Individual Residential Alternative (S.O.I.R.A). He was charged with assault and endangering the welfare of an incompetent or physically disabled person.
• David Cicarelli of Illinois was denied his right to live closer to his family in a community based group home. He won his civil rights case against the state of Illinois in 2005. The state  was required to be in compliance with the federal Americans with Disabilities Act that stated people with disabilities be allowed to live in the “most integrated setting”.  He was able to move into his new home February 24, 2012.
• In Lufkin, Texas, Carla Jenni Simmons, 45, was charged with injury to a disabled individual. The victim told a supervisor about the incident after being asked about several large bruises on her arm.

Abuse from caregivers can be prevented by making sure that group home staff are properly screened and interviewed before hiring. Coworkers and supervisors can be on the lookout for signs of stress. In addition, it is important that staff is not expected to work extended shifts that prevent sleep. A group home manager should visit the home unexpectedly.

When there are signs of abuse or even concerns, it should be reported and investigated immediately. Residents are not in a position to defend themselves or to advocate themselves, so it is the responsibility of the staff that work with them. If a company that the person working for doesn’t respond to reports of abuse, local adult protective services should be contacted.

It is easy, during a shift to think about what you will be doing when you get off your shift, but you’ll never make a difference that way. During your shift you should be learning about the people you are paid to care for and how you can help them with their dreams and goals for their life.

Here are some videos of this amazing team.

Memphis, Tenn., — Just a few years ago actor Christopher Gorham didn’t know much at all about disabilities. Today, however, he’s front and center on USA Network’s “Covert Affairs” as Auggie Anderson, a CIA agent who lost his sight while on assignment. And in real life the father of three is no stranger to the disability community either. Gorham’s son Lucas, 10, was recently diagnosed with Asperger’s syndrome.

Now in a revealing interview with Disability Scoop ahead of the season premiere of “Covert Affairs,” (Tuesday at 10/9 central) Gorham talks openly about what it’s like to portray a character with a disability and his personal experience learning about his son’s diagnosis.

“It’s upsetting to hear that something is wrong with your child. At the same time, it’s a relief to know what’s wrong with your child because if you know what’s wrong then you can start to take steps to help them,” Gorham said about his son’s recent diagnosis.

Gorham says it’s been tough for his family to adjust to all of the new therapies and obligations that come with a diagnosis of Asperger’s syndrome, which is a high functioning form of autism, especially since he’s frequently away to shoot “Covert Affairs.” Nonetheless, Gorham says his family is lucky.

“I don’t think of him as my son with Asperger’s. I think of him as my son. He’s not wrong. He’s not broken. He is who he is. We, as his parents, are going to do our best — as we do with all of our kids — to give him the best shot at having the best life he can,” Gorham says.

As for taking on the role of Auggie Anderson, Gorham admits that playing a character who’s blind has been challenging, but very rewarding.

“When I auditioned for the part I didn’t know any more about the blind community than most people do. I showed up with sunglasses on for my audition and the first thing they told me was, ‘can you please take those off?’ So it was very much a learning experience for me,” Gorham says.

To read the complete interview, visit Disability Scoop

About Disability Scoop
Founded in 2008, Disability Scoop is the nation’s premier source for developmental disability news. With daily coverage of autism, intellectual disability, cerebral palsy, Down syndrome and more, no other news source offers a more timely and comprehensive take on the issues that matter to the developmental disability community. For more information, contact media@disabilityscoop.com.

Here is an example of one of the many article from the website:

ARE HAPPY EMPLOYEES BETTER CAREGIVERS?

by Larry Wenger

Like many others I have just finished reading Tony Hsieh’s new book called, Delivering Happiness, A Path to Profits, Passion and Purpose.  As you may know, Tony is the CEO of Zappos, the online shoe and apparel retailer.  The first half of the book discusses his trials and tribulations as a never-say-die entrepreneur.  Some of these are laugh-out-loud funny and others just leaving one in a state of amazement at Tony’s determination and focus.

It’s the second half of the book that really got my attention.  That’s where he starts talking about organizational culture and core values.  Tony picks right up where Southwest Airlines founder Herb Kelleher leaves off.  Southwest is, by a big margin, the most successful domestic airline and it was built on Herb’s philosophy that bringing in customers had a lot to do with whether or not employees had a positive job experience.  Tony agrees and in fact has built has brand around happiness: customers, suppliers and employees.  That’s what he wants to be known for.  He is not just a shoe salesman.  There is no stone left unturned in his determination to make sure employees see themselves as part of the corporate team and know with certainty that their role is appreciated.  The result?  Zappos is the leader in on-line retailing and sales made it to the billion dollar level in record time and is ranked #15 on Fortune magazine’s top 100 places to work in 2010.
So here is where my mind start’s working overtime.    Might human service organizations have service results which heretofore seemed unachievable if they were to be intentional about employee engagement?   Is it possible that services to vulnerable populations, would be even better if  we were to focus more on making sure that employees love their jobs?  Or, dare I say it, if they focused on employee engagement  as well as client services.  Is it possible that happy employees would be better care givers?

Too often, leaders of human service organizations blame the lack of employee satisfaction on their inability to pay higher salaries.   It’s a cop out!  It gets them off the hook too easily. It helps to avoid examining some of the organizational features that are dissatisfying to employees, especially  entry level and direct care employees.  These are the folks who often hold the key to organizational success in their hands.  Shocking as it sounds, in some organizations, poorly treated employees are almost a badge of honor; after all, there is only so much respect that can be passed around and if the employees are not getting respect that must mean that its all going to those receiving our services.

So what would a human service organization look like if their focus would include employee happiness?  The definitive answer to this question will emerge only after some courageous leaders implement what I suspect will be some very different strategies and then are willing to objectively evaluate the results.  But using Zappos 10 Core Values as a basis, here are some cultural features that might be found in organizations who want to see happiness as their path to success.

1.Services would go beyond the minimum.  State agencies that send us business would be blown away by our willingness to help them out in a difficult spot, even on Friday at 4:30.

2.  We would look for opportunities to do things differently…to do them better.  Ideas from all levels in the organization would be welcomed and celebrated.

3.  The organization would celebrate accomplishment or they would take a break for an ice cream cone served up by the CEO.

4.  The spirit of adventure and creativity would be welcome.  How would the organization benefit if the accounting staff would take care of the kids for a day?  What would be the best and the worst that could happen?

5.  Everyone would be involved in learning so that they could be better employees and better persons.

6.  Communication would be open and honest.  Open and honest, not half-truths or organizational spin.  Important information is distributed to everyone and in a timely fashion..  Everyone “needs to know” if they are engaged and invested in the organization’s future.

7.  Employees will enjoy being with one another and spend time enjoying each others company both on and off the job.

8.  Everyone is concerned with efficiency…not just the accountants.  Everyone knows what has to happen financially if the organization is to be viable.

9.  There is a determination to be the best at meeting the needs of every customer (service recipient).  “Good enough” is never good enough.

10.  Finally, a humble spirit will prevail.  Everyone will be willing to admit to a mistake; to openly discuss a risk that did not pay off; a strategy that came up short.  The organization will be characterized by truthfulness, responsibility and a lack of fear; there will be no blame shifting.

We may fully intend to have these features built into our corporate culture, but, as they say, the “road to hell is paved with good intentions.”  It will take more than good intentions, New Year’s resolutions or dust-gathering strategic plans.  What can develop a happiness culture is focus…the willingness to  examine the everyday activities as well as the extraordinary events to determine their happiness building potential.  Every detail must be examined…the seemingly insignificant as well as the significant.  It means having high standards and low tolerances for deviation and a determination to “fix it” when policies and procedures take us down the wrong path.  It takes commitment to build any kind of culture; the commitment drives everything you do including hire and fire decisions.

Why aren’t social service providers represented on Fortune magazine’s list of 100 best places to work?  Only the child care provider Bright Horizons made this year’s list.   We should be really good at it; theoretically, we understand what it takes to change people, to motivate them, to help them to more satisfying lives.  But it doesn’t seem to happen for our employees.  So we have a lot of work to do and it will be a cause for celebration when some of the larger providers make their way on to the Fortune list.

Personally, I found happy employees that feel appreciated are going to be the best staff and provide the best care for group home residents.