Podcasts about Sunrise Senior Living

How can businesses shift from rigid, hierarchical structures to agile, fast-moving organizations that adapt to change effortlessly? What if businesses could remove bottlenecks, eliminate bureaucracy, and enable knowledge to flow freely—boosting innovation and engagement?In this episode of the Value Creators Podcast, Hunter Hastings speaks with Mark Beliczky, co-creator of the Kinetic Flow State Organization (KFSO) model. Mark explains why traditional business structures are failing in today's dynamic market and how KFSOs enable companies to replace control with continuous motion and adaptability.Mark served as President and CEO of ProHome Holdings, LLC, and in Executive Management roles at The Carlyle Group. He was the Founder, President & CEO of Salus Sciences, LLC, and held senior executive positions with PepsiCo, UBS, Citigroup, Sunrise Senior Living and other companies. He has been engaged in numerous business start-ups, turnarounds, transformations, and acquisitions/ mergers. Mark is a Fellow at the Strategic Management Forum, and a member of the American Academy of Management and the International Leadership Association. He holds an MBA from Loyola University, is a graduate of Heidelberg University, and has a faculty appointment at Georgetown University. He has authored over 120 articles on leadership, management, culture and performance excellence, and has led numerous leadership seminars and been a speaker at global leadership forums.Key Episode insights include:Why legacy business models—designed for stability—fail in today's high-speed market.How a KFSO enables real-time knowledge flow, decision-making, and adaptability.The two key components of a KFSO: kinetics (momentum) and flow (barrier elimination).How psychological safety and real-time feedback drive innovation and employee engagement.The shift from top-down leadership to dynamic, expertise-driven leadership.The step-by-step process for transitioning from a legacy model to a KFSO.For business leaders, entrepreneurs, and anyone rethinking organizational design, this episode offers a blueprint for creating a company that moves fast, innovates freely, and thrives in an era of continuous change. Discover how to enable a Kinetic Flow State Organization designed for the future.Resources:➡️ Learn What They Didn't Teach You In Business School: The Value Creators Online Business CourseConnect with Mark Beliczky on LinkedInConnect with Hunter Hastings on LinkedInThe Value Creators on SubstackRead Mark's Articles:The New Organizational Model That Is Needed For The 21st CenturyReimagining Organizational Structures for the 21st Century: The Agility AdvantageAdapting for Success: The Organizational Shift Every 21st Century Business NeedsThe Evolution of Agile and the Rise of Enterprise Flow Organizations

Give us about fifteen minutes daily, and we will give you all the local news, sports, weather, and events you can handle.   SPONSORS: Many thanks to our sponsors… Annapolis Subaru, the SPCA of Anne Arundel County,  Solar Energy Services, and Hospice of the Chesapeake. Today... A rabies alert was issued for a rabid raccoon in the Riva/Davidsonville area. The Bay Village senior community in Annapolis has been acquired by Sunrise Senior Living. Annapolis has opened HACA's Harbour House swimming pool to the public at no charge for the season. Annapolis is also hosting a series of pop-up resource fairs for residents. And, of course, we have info on the Local Business Spotlight coming up this Saturday at noon along with two bonus pods we dropped with Tom Papa and Rise & Shine Bakery! Link to daily news recap newsletter: https://forms.aweber.com/form/87/493412887.htm Trevor from  Annapolis Makerspace is here with your Maker Minutes! And as usual, George from DCMDVA Weather is here with your local weather forecast! Please download their app to keep on top of the local weather scene! DAILY NEWSLETTER LINK: https://forms.aweber.com/form/87/493412887.htm The Eye On Annapolis Daily News Brief is produced every Monday through Friday at 6:00 am and available wherever you get your podcasts and also on our social media platforms--All Annapolis and Eye On Annapolis (FB) and @eyeonannapolis (TW) NOTE: For hearing-impaired subscribers, a full transcript is available on Eye On Annapolis.

Scott Eckstein shares his unique and diverse background creating solutions for an aging planet. Learn about his current roles as Managing Director of Active Living International and Chief Strategy Officer for CiminoCare Care, challenges curating quality care for his aging loved ones, and passion for educating the next generation of senior living providers.  About Scott Scott Eckstein has over 30 years of diverse research, analysis, development, operations, and education experience in the senior living space. He has been directly involved in senior living projects throughout the United States, South and Central America, Europe, Africa, and Asia and specializes in providing strategic analysis, acquisitions, development, education, and operations advisory solutions for an aging planet. He is currently the Managing Director for Active Living International, an internationally focused senior living advisory firm, as well as Strategic Advisor for CiminoCare, a California-based middle market senior living operator.  Eckstein's senior living experience began in the nascent days of senior housing. He has helped promote the creation of purpose built environments for senior wellness, lifestyles and care as well as having specialized in the creation and operation of a unique range of residential alternatives for the aging population worldwide, from active adult housing through the spectrum to memory care.  Eckstein has held management positions at numerous senior living operators: Brookdale, Emeritus (now Brookdale), Aegis Living, Sunrise Senior Living and ARV Assisted Living (now Atria).  In addition, he was also the Director of Business Development at WellAWARE Systems (now part of Best Buy), a pioneer in the senior tech space. Eckstein was also, the Director of the Senior Living Program at Boston University's School of Hospitality Administration and was a Clinical Assistant Professor and Senior Living Executive in Residence at the Granger Cobb Institute for Senior Living in the Carson College of Business at Washington State University (in which whose formation he was actively involved.) Key Takeaways A career in senior living and aging services is impactful because of the ability to make a difference in people's lives for a few years rather than a few days in a hotel or resort. There are incredible opportunities, but the industries don't market themselves well. Active adult (55+) communities serve a younger age bracket needing minimal care. The category overlaps with wellness real estate and intergenerational housing. Independent living adds care services and attracts people in their late 70s and 80s. One of the biggest problems in the active adult housing market is residents don't want to leave as they age and need higher levels of care. In the United States, you can't push people out legally. The biggest challenges in senior living are related to management, leadership, training, and culture. They are intricately related. The silent generation and baby boomers are focused on wellness and technology, so senior living communities are incorporating Centers for Healthy Living with massage rooms, fitness equipment and aging-related retail. Most communities offer telehealth post covid, and some offer a tech concierge. The most important questions to ask an assisted living community before signing on the dotted line include the turnover of team members and the training they receive, the flexible (or lack of) of the dining options. Dining is the major issue beyond care.  

Matt is joined by heather Easterling, Senior Director of Program Services at Sunrise Senior Living. Heather has more than 15 years experience of senior living with an extensive background in community engagement and program services. In this episode of All Ears, Matt and Heather discuss the importance of senior engagement, the benefits of senior living technology, and how senior living communities can enhance their resident experience.

Research shows spending stress-free time in nature regulates the nervous system and contributes to healthy brain function. In a new pilot program at the Lincoln Park Zoo, people with dementia and their loved ones and caregivers can do that and more. The Memory Enrichment program, which was developed in partnership with Sunrise Senior Living, is the first of its kind at a zoo or aquarium. Reset spoked to program creator Bill Green to learn more about why the program was developed and how it reduces the symptoms of dementia.

Jack Callison, CEO of Sunrise Senior Living, is leading the evolution of the senior living industry by championing the cross-section between personalized health care and hospitality. Jack joined the Brilliant People Podcast for a conversation on how he made this possible with Rick DeRose, co-founder and managing partner at Acertitude. Read on for Jack's mission behind transforming the organization, his lessons for building resilience during sudden disruption, and his scorecard for successful executive leadership teams. For more leadership insights, follow us on Instagram @Acertitude and visit us at Acertitude.com. Questions or comments? Want to be featured on the show? Email Stephanie Giunta, Marketing Director, at sgiunta@acertitude.com.

Featured on WGN Radio's Home Sweet Home Chicago on 06/17/2023: BluSky Restoration’s Senior Restoration Manager Cory Ambrose joins the program to discuss their newest client, Sunrise Senior Living. Cory also answers questions from a listener in Arlington Heights about mediating water and fire damage. Additionally, the team debates the correct pronunciation of “Chicago.” To learn […]

As Senior Vice President of Operations for Sunrise Senior Living, Denise Falco is helping residents design their preferred lifestyle in the heart of New York City. Learn how Sunrise is creating the best of urban living—from 5-star dining, to state-of-the-art technology, to a partnership with The Julliard School, to Silver LEED Certification and WELL Building Standards. About Denise Denise joined the Sunrise team in 2007 and has risen to Senior Vice President of Operations for both of Sunrise's Manhattan communities, Sunrise at East 56th (now open) and The Apsley (opening this spring). In her role, Denise works across all aspects of the communities from business management and strategy, recruiting and training new hires, and resident and family services. Key Takeaways Sunrise's luxury projects in Manhattan have flexible spacesincluding wellness suites for physical and occupational therapy and extensive outdoor areas, including a rooftop garden with doors that open and close depending on the weather. Smaller suites turn into larger suites, depending on residents' wants and needs. The 5-star dining program at Sunrise at East 56th features executive chefs from top US restaurants, and partnerships with local establishments such as Balthazar Bakery. Residents can continue to enjoy the things they are used to enjoying throughout the city. State-of-the- technology includes Philips wearables to monitor steps, movement, and vitals, digital signage, and a voice assistant.

Denise Falco, Senior Vice President of Operations at Sunrise Senior Living by Senior Housing News

In the 10th episode of The Senior Soup Podcast, Sunrise Senior Living National Director of Business Development Tom Berry joined Raquel and Ryan to share all about the Sunrise experience and what prospective residents (and their families) should expect the first time they walk into a Sunrise Senior Living community.  Sunrise Senior Living | The Vision & The Experience  The podcast begins with Tom Berry walking the audience through his 20+ year career at Sunrise Senior Living and the history of Sunrise.  Tom shares what prospective residents (and their families) should expect and feel when they first walk through the doors of a Sunrise Senior Living community.  Then Tom, Raquel, and Ryan discuss what services and hospitality are offered at Sunrise Senior Living.   Raquel steers the conversation back home: She asks Tom how families would choose among the nine Sunrise Senior Living communities in Montgomery County.  Nine minutes into the podcast, Raquel highlighted Sunrise Senior Living's new vision that was announced by its CEO in November 2022, and she asked Tom to unwind said vision and expound upon what inspired it.   Ryan asks Tom about Sunrise Senior Living's renewed focus on hospitality while balancing the need for outstanding care.  Tom, Raquel, and Ryan then shift the conversation to breaking down misconceptions around senior living with a throwback audio clip from season one of The Sopranos.  Raquel then asks Tom about some of the distinct programs Sunrise Senior Living has implemented for residents.  Ryan and Raquel give kudos to Rachael Cicconi, Sunrise Senior Living's Montgomery County, Maryland director of business development, for connecting the local Montgomery County community to the nine Sunrise communities within the county.  Tom, Raquel, and Ryan then discuss how Sunrise Senior Living includes animals within their communities, which speaks to Sunrise's culture and sense of community.  Before ending the podcast, Raquel tossed out a nugget to the audience: Tom Berry previously hosted a television show about senior issues in the Northern California media market.  Finally, Raquel asks Tom for a few takeaways from this podcast for The Senior Soup's audience.  ABOUT THE SENIOR SOUP PODCAST Visit The Senior Soup's website to learn more about The Senior Soup Podcast and its resources for seniors in the DMV area.  https://theseniorsoup.com/episodes/ The Senior Soup Podcast on Apple Podcasts https://podcasts.apple.com/us/podcast/the-senior-soup-podcast/id1648060056 The Senior Soup Podcast on Spotify https://open.spotify.com/show/0YgexcbECb13cuqmo4IZuO The Senior Soup Podcast on Google Podcasts https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkLnBvZGJlYW4uY29tL3NlbmlvcnNvdXBwb2RjYXN0L2ZlZWQueG1s The Senior Soup Podcast on Amazon Music https://music.amazon.com/podcasts/f4707453-c933-43e7-a568-e8b6dba32d87/the-senior-soup-podcast

Bob, Rhoda and Jason discuss upcoming city events, the Sunrise Senior Living facility, acts of kindness, and archery stories!

Today, our guest is Tony Guarnaccia and his mission is to make podcasting profitable for hosts and guests. Tony has grown over 10,000 small businesses and a dozen fortune 500 companies. Today, he is focused on bringing the same vision to podcast hosts and guests, to make podcasting profitable. As a child, Tony experienced first hand the devastating crisis of business failure.When his parents, small business failed and they lost everything, including their home. Its impact on his life was powerful. Having lost everything he determined, he would one day figure out how to help business owners, like his parents, by learning how to run a profitable business. This mission shaped his entire 20 year career as an entrepreneur, business owner and enterprise marketer.Tony worked with, literally, the best businesses in every industry; Google, Microsoft, ADP Ford, BMW, Sunrise Senior Living, and Foster Grant to name a few. He has helped them grow. [00:01:00] After working with the best businesses across hundreds of industries, he's learned how they grow consistently and predictably using adversity to pivot towards opportunity, in order to survive and thrive in all manner of economic condition.He believes that by growing small businesses, together we can impact not just our local communities, but also our world. His childhood family's adversity lead him to help others. He is now helping make podcasting profitablePodcasting for Authors - Grow your podcast by guesting on other podcasts.Understanding the challenges of the podcasting industry and tools that help. Automation of podcast productionHelping guests get booked on podcasts.Small Steps to Grow Profits - book comingTony's lessons compiled to help others,  Resilience from a business perspective, Title inspired by his Mother's journeyQuote Good is the energy of Great. Jim CollinsThe Challenge in podcasting is monetizingDesigning and communicating your offerSoftware created to solve his own problem of uploading, posting and sharing podcasts he's guested on. Incorporate offers - your own or others, create sponsorship programs and find sponsors.Private Webinar Training - learn some of his secretsPodcast Guest Interview MasterClassPodcastProfitClubUse the PodcastOneSheet to streamline the process - electronic version - can change to accommodate the host and create multiple sheets depending on the offer - your book, your business, etcCastocity.com for more infoFind Tony Facebook,  Linkedin, Twitter, InstagramPodcasts Tony has guested on Watch interview hereSupport the show (https://www.buymeacoffee.com/onlineauthors)

With the elderly, a fast-growing demographic in the U.S., senior housing issues are taking center stage.The rising cost of living, limited options, chronic health problems, and inaccessibility caused by decreased mobility are just some of the housing problems facing the aging population. A successful senior living community is a team effort. In order to provide compassionate care and a fulfilling quality of life for each resident, a TEAM EFFORT is required.The senior living industry faces many challenges, including difficulty COVID-related occupancy, clinical risk management, repairing the damaged mental health of residents, workforce and staff issues, and residents' financial status. These are just some of the challenges the senior living industry is currently facing. Without a doubt, these are difficult times for those in this sector.--------------------Bio:For the last 15 years, Blair Quasnitschka has served in senior living and senior care communities. He is experienced with single and multi-site operations/licensed nursing home administrator with a strong focus on customer excellence, team member engagement, strategic planning, and expense management.He is also active in local advocacy for seniors and a Director for the National Board for the American College of Healthcare Administrators.Blair's LinkedIn Profile: https://www.linkedin.com/in/blair-q-17923867/

For many people as they age, living as long as they can in their own home is ideal. We love our comforts, our routine, and our independence. But there comes a time when the decision to have more support or to move into long-term care becomes a reality, whether because of a medical condition or safety concerns. This decision can be a significant challenge as there are many factors to consider when needing additional support. In this episode, Janet Power, Executive Director of Sunrise Senior Living in Victoria BC, shares great information around transitioning to residential care and steps for gaining more support for the care recipient and caregiver. Resources:  Moving from Home to Facility Flipbook FCBC Resource  https://www.familycaregiversbc.ca/wp-content/uploads/2021/11/Moving-from-Home-to-Facility-Podcast-Resource-1.pdf For Long Term Care, to arrange LTC through the Health Authority, call the local Home and Community Care Office. (The BC Health Authority General Enquiry Lines that we have listed in the back of our Quarterly Newsletter) https://www2.gov.bc.ca/gov/content/health/accessing-health-care/home-community-care/how-to-arrange-for-care  If you are interested in receiving assisted living services or know of someone who might be in need of these services, you can contact the home and community care office of your health authority or you can have a health care professional make a referral on your behalf. https://www2.gov.bc.ca/gov/content/health/accessing-health-care/home-community-care/care-options-and-cost/assisted-living Finding an Assisted Living Residence https://www2.gov.bc.ca/gov/content/health/assisted-living-in-bc/finding-an-assisted-living-residence Don't Judge a Book by its Cover- What to Look for in a Care Facility https://www.familycaregiversbc.ca/wp-content/uploads/2021/04/Facility-Selection-Checklist.pdf How to Check Care Facility Records https://www.healthspace.ca/clients/viha/viha_website.nsf/CCFL-Main?OpenView Who Pays for Care? https://www2.gov.bc.ca/gov/content/health/accessing-health-care/home-community-care/who-pays-for-care Online Tools and Apps: Route 65 was developed by EngAge BC, a non-profit operating arm of the BC Care Providers Association (BCCPA), in response to a visible gap in quality information about seniors' living and wellness options in the province. On Route 65, seekers can find more information on independent living, assisted living, long-term care and home health care options. Route 65 also helps users navigate the seniors living and wellness continuum through our Glossary, Frequently Asked Questions and Resource pages, along with Walter, our 24-7 virtual concierge chatbot, who helps triage seekers to the most appropriate options. Call 1-877-955-6565 or learn more at https://route65.ca/. Connect With Us! Family Caregivers of BC Website https://www.familycaregiversbc.ca/ Toll-Free Line Within BC: 1-877-520-3267 Fax: (250) 361-2660 Email: info@familycaregiversbc.ca Facebook https://www.facebook.com/FamilyCaregiversBC/ Instagram https://www.instagram.com/familycaregiversofbc/ LinkedIn https://www.linkedin.com/company/18122187 Twitter https://twitter.com/caringbc Thank you! BC Ministry of Health - Patients as Partners Initiative https://www2.gov.bc.ca/gov/content/health/about-bc-s-health-care-system/partners/patients Organized Sound Productions https://www.organizedsound.ca/

“Your story is needed.” This is something almost every entrepreneur has heard before but when it comes to choosing which avenue to go with, the options can be overwhelming. In comes podcasting, an easy way to get your message out there and build a solid base of the audience you want to reach. Today you'll learn how you can upgrade your podcast and start making real change every single week.  Our guest today is an entrepreneur and master marketer who has worked for some of the biggest companies in the world, like Google, Ford, and GM. He has learned from the best in the business and has taken those lessons to help build strategies, tactics, and resources that have grown over 10,000 small businesses. When we said you can start making real change, we didn't just mean the value you bring. Tony has practical tips to help grow your podcast and start making profits off of what you bring to the table each week.   Listen in as Tony talks about his journey of being an entrepreneur, losing everything twice, and leaning into the skills that make people money. You'll learn the important questions you need to ask when thinking about marketing your podcast. As well as the nuts and bolts of advertising, sponsorship, joint ventures, and even how to find the best guests for your podcast. This isn't all about marketing, Tony talks about how building all your assets out will not only strengthen your podcast but help create a message that makes a real impact in your audience's lives.  Whether you have a well-established podcast or are just starting out. This episode is filled with tools and keys to unlock your potential and explode your business. To find the resources we talked about in the episode, check out the links below! More Of What's Inside: Learning from some of the best companies in the world The biggest difference between large and small companies Two questions to help your podcast become profitable Why your offer is the door to profitability How to avoid a “sales-y” podcast and still make money The difference between advertisers and sponsorships What to look out for when pursuing joint ventures Taking your marketing to the next level to grow your podcast The assets you need to establish to reach the next level Six factors that can grow your business exponentially Creating a stable culture for remote workers Why your story should be compelling And much more!     LINKS: Connect with Tony: Website: meettonyg.com Podcast Onesheet: podcastonesheet.com Connect with Blair: blair@advanceyourreach.com  Connect with us: Facebook: www.facebook.com/advanceyourreach Website: advanceyourreach.com stageagency@advanceyourreach.com Email​: info@insidethegreenroompodcast.com Book Speakers for your next event! We are the only agency where you can book free and paid speakers, no bureau commissions!  Learn More https://elitespeakersagency.com Episode Minute By Minute: 0:02 - What we cover today! 1:03 - Introducing Tony Guarnaccia 2:29 - The moment that spurred Tony to learn more 5:10 - When Tony decided to start his own agency 9:38 - How you can monetize your podcast 13:45 - The best way to find sponsors and advertisers 17:55 - Finding a joint venture that fits your audience 19:53 - Grow your podcast with these tips! 23:17 - The software that can help your marketing game 26:46 - How to manage any crisis with ease 30:48 - The future of online and in-person events 33:52 - Where to connect with Tony 34:30 - Closing thoughts More About Tony Tony has grown over 10,000 small businesses and a dozen Fortune 500 companies, including Ford, General Motors, AutoNation, and ADP. He has managed over $400 million in advertising spend and in 2009 earned the prestigious title of Google Partner of the Year. As a child, Tony experienced firsthand the devastating crisis of business failure when his parents' small business failed and they lost everything, including their home. Its impact on his life was powerful. Having lost everything, he determined he would one day figure out how to help business owners like his parents by learning how to run a profitable business. This mission shaped his entire 20-year career. As an entrepreneur, business owner, and enterprise marketer, Tony worked with, literally, the best businesses in every industry, including Google, Microsoft, ADP, Ford, BMW, Sunrise Senior Living, and Foster Grant to name a few. And he has helped grow over 10,000 small businesses and a dozen Fortune 500 companies. After working with the best businesses across hundreds of industries, he learned how they grow consistently and predictably, using adversity to pivot towards opportunity in order to survive and thrive in all manner of economic conditions. Later, Tony returned to his entrepreneur roots to bring the strategy, tactics and resources normally reserved for large enterprises to small businesses. Today, he is focused on bringing that same vision to podcast hosts and guests – to make Podcasting profitable. He believes that by growing small businesses, together we can impact not just our local communities but also our world.

Untreated hearing loss impacts seniors and their families in numerous ways. Learn first hand from Nate Salisbury, Director of Network Development at Sunrise Senior Living, how seniors are affected and what can be done to help them.

Kelly Cook Andress, President, Sage Senior Living, talks to Beth Mace about her early career working for the legendary Paul Klaassen of Sunrise Senior Living, how she runs her own 1,265 unit business like a Tyrannosaurus Rex, and how sleeping on the floor of a 1-bed apartment in New York for three weeks inspired improvements in her communities' resident apartment designs. 

Join Amina for the finale of the first season of the On the Way There podcast where she interviews Faiza Jamil, an IT professional from the DC area doing system analysis at Sunrise Senior Living. Faiza tells us what inspired her to go into the IT field, how she went about learning the skills needed to be where she is today, and gives away valuable advice on what she has learned along the way that would be useful for others to know along with how to get started in joining the field. After this interview, Amina also gives a brief conclusion about key takeaways and common themes across many of the interviews as well as hints about season 2 of this podcast series. --- Send in a voice message: https://podcasters.spotify.com/pod/show/on-the-way-there/message

Our Kickass Boomer of the Day is Mike Browne, an animator, illustrator, and entrepreneur. He is the co-creator of “Pictures That Pop,” a coloring book for people with Alzheimer’s and other forms of dementia. In this episode, Mike walked down the memory lane to share with us how he came up with his coloring books and how he’s using his talent to help salespeople in the automobile and real estate industries.    Mike is truly a talented boomer we can emulate. He discovered a talent he’s now using to serve other people. It’s high time for you to find your talents too. I’m sure we all have talents that we can offer to the world.    Join me in this episode and learn why Mike is a Kickass Boomer!  [00:01 - 05:34] Opening Segment I introduce and welcome Mike Browne  A coloring book for people with dementia  [05:35 - 14:36] Pictures That Pop  How Pictures That Pop can help people with visual problems too Listen to Mike  Listen to Mike’s story on how his book changed someone else’s life [14:37 - 26:22] The Right Book For You  Here’s a personal story that you should also hear  The right book for you according to Mike  Mike talks about this drawing that turned into a memorable moment  [26:23 - 33:50] Closing Segment  How he offers his talent to the automobile and real estate industries  How can the Boomer Nation connect with you?  Links below Final words   Tweetable Quotes: “I can complement your look even more so than make fun of it.” - Mike Browne “[Pictures That Pop] is kinda simple but nobody thought of that!” - Mike Browne   Resources mentioned: Sunrise Senior Living   Email idrawtoonz@gmail.com to connect with Mike or visit Animated Shortz to see Mike’s masterpieces online!  You can also check out Auto-Yap and Pictures That Pop to see more of Mike’s works.   BUY Mike’s coloring books on cars and flowers and plants.    ----- BEE BOLD, NOT OLD.  LEAVE A REVIEW and join me on my journey to become and stay a Kickass Boomer! Visit http://kickassboomers.com/ to listen to the previous episodes. Also check us out on Facebook, Twitter, Instagram, and LinkedIn.   Email terry@kickassboomers.com and connect with me online and on Facebook, Twitter, Instagram, and LinkedIn.

Revera is one of the biggest names in North American senior housing, serving 20,000 older adults in long term care homes and retirement residences in Canada, and as the majority shareholder in Sunrise Senior Living. Like senior living providers of all sizes, Revera was affected by the Covid-19 in myriad ways. In an effort to understand what happened in the pandemic’s first months, and to be better prepared for what is in store during the rest of this crisis, the company worked with a panel of medical experts to create a 90-page report. In this episode of Transform, hear from Revera CEO Tom Wellner about: — Key takeaways from Revera’s pandemic report — His take on the multi-brand strategy in senior living — An update on the search for a new Sunrise CEO

We are joined by Charles Clifton, a caregiver who shares his story of caring for his mother who has a dementia diagnosis. Our focus turns to choosing the right assisted living facility with English Edwards, Area Manager of Business Development with Sunrise Senior Living. We end with the subject of downsizing and decluttering with Deanna Waters, Owner and Founder of Make It Home.

We are joined by Charles Clifton, a caregiver who shares his story of caring for his mother who has a dementia diagnosis. Our focus turns to choosing the right assisted living facility with English Edwards, Area Manager of Business Development with Sunrise Senior Living. We end with the subject of downsizing and decluttering with Deanna Waters, Owner and Founder of Make It Home.

What are the small steps you can do today to make your business more resilient? Our guest today literally wrote the manifesto on the topic! Tony Guarnaccia has helped thousands of businesses survive crises, navigate uncertainties, and emerge stronger on the other side. In today's episode we discuss how the strategies that Tony shares with his clients also apply to us individually. In fact, his whole mission of building resilience is based in personal stories, including that as a child, he saw his parent's small business fail. They lost everything, including their home. And in an effort to learn all he could about business in college, he started a successful business, that also failed. He lost all again. Then he began to learn from the masters of resilience. Tony has worked with Google, Microsoft, ADP, Ford, BMW, Sunrise Senior Living, Foster Grant and more, and has helped grow over 10,000 small businesses and a dozen Fortune 500 companies. Listen in! Find Tony on his handles: Facebook: tony.g.guarnaccia Instragram: tony_guarnaccia Twitter: tony.g.guarnaccia LinkedIn: in/tonyguarnaccia Skype: tguarnaccia Website: mallStepsGrowProfits.com https://smallstepsgrowprofits.com/manifesto-confirmation  

Meredith Oppenheim, a 20-year expert in senior housing and Founder of Vitality Society ™, talks about how Covid-19 as a disruptive force driving industry change. Learn how technology and virtual programming can entice “younger olders” and serve as a valuable sales tool at the top of the funnel. About Meredith Meredith Oppenheim is a senior housing specialist with national and international expertise encompassing all property types and spanning the full lifecycle of a deal from pre-development to disposition. Oppenheim serves as an advisor to technology companies, residential developers, investment firms, and government entities. She has also served as an expert witness on behalf of a senior housing owner and operator. Oppenheim is a member of the Cornell Institute of Healthy Futures, an organization which seeks to promote innovation by applying hospitality principles to healthcare. Spring 2019 she completed a study of people 60 – 80 years of age in collaboration with Cornell students, which has shaped her new venture Vitality Society™ for people 60 and better to be at their best. During her nearly 20 years in the senior housing industry, Oppenheim worked for leading owners and operators such as Sunrise Senior Living and Marriott International. At Ventas, one of the largest healthcare REITs, she managed the Northeast operating portfolio of over 50 Atria Senior Living and Sunrise Senior Living communities, consistently exceeding budgeted expectations. She was nominated to serve on the National Investment Center (NIC) Future Leaders' Council and led the organization during its inaugural year. In 2009, she was appointed to Mayor Bloomberg's Age-Friendly NYC Commission and served a 5-year term as a board member of the not-for-profit arm of the NYC Department for the Aging. She is a graduate of the Harvard Business School and Cornell University. Key Takeaways Vitality Society's online platform decouples the service and experience from the real estate to support people aging in place. Camaraderie is built in a virtual environment. Technology is a catalyst for much needed change and industry evolution. Covid-19 caused an urgent need in doing things differently and better. Retire and Engage are opposite in many ways. Retirement means disconnecting; engagement means connecting. A life with purpose brings pleasure and longevity. A life without purpose causes depression and disease.

Find Tony: tonyguarnaccia.comsmallstepsmanifesto.comFind Robin: www.quittingculture.comAbout Tony: Tony has helped thousands of businesses survive crises. Whether it was post 9/11, during the Great Recession or amidst massive company acquisitions, Tony has helped businesses navigate the uncertainties and emerge stronger on the other side. As a child, Tony experienced firsthand the devastating crisis of business failure when his parents' small business failed and they lost everything, including their home. Its impact on his life was powerful. Having lost everything, he determined he would one day figure out how to help business owners like his parents by learning how to run a profitable business. This mission shaped his entire 20-year career. As an entrepreneur, business owner, and enterprise marketer, Tony worked with, literally, the best businesses in every industry, including Google, Microsoft, ADP, Ford, BMW, Sunrise Senior Living, and Foster Grant to name a few. And he has helped grow over 10,000 small businesses and a dozen Fortune 500 companies. After working with the best businesses across hundreds of industries, he learned how they grow consistently and predictably, using adversity to pivot towards opportunity in order to survive and thrive in all manner of economic conditions. His mission now has a name: Democratize Marketing — to share with small business owners and entrepreneurs exactly What to Do to grow profitably, How to Do It, and How to Leverage the Resources to Make It Happen. He believes that by growing small businesses, together we can impact not just our local communities but also our world.Show Notes: To understand how your business is doing, there are two measures to consider: What money is coming in, and when is the money coming in (cash flow). In business you must slow down to speed up.  You must break things down methodically. This takes time but allows you to go faster later. Tony's mission is to 'Democratize Marketing': Marketing currently has a lot of fragmentation in marketing (where we share our message).Marketing is cluttered (we're competing with messaging from all companies).We also face technology challenges (how to implement our marketing).We need marketing strategies, which are: 1. What to do (focus on a channel, like Facebook or Google)2. How to do it - create a plan for your marketing3. Take action on your plan. We want to focus on 'Growth Compounding' which is doing a multitude of small things that give you exponential business growth.There are six growth factors in marketing:- Markets you're serving- Your products and services- Your value - How you get new buyers - How  you increase the size of buyers - The loyalty of those buyersOne you know that, this is when you create your plan.  If you have a 5-10 year plan for your business, you can make better decisions. Find all of this and much more here: smallstepsmanifesto.com

Marty Ramseck Talent Optimization Advisor Marty has cultivated 30 years of experience in hands-on sales management and double-digit growth in every one of his ventures. He has worked for companies such as Vintage Senior Living, LivHOME, Sunrise Senior Living, CORT, and Cigna. An expert, who helps organizations intentionally design and implement a people strategy, building powerful teams and cultures to match their business strategies.  He helps employees become more engaged, productive and satisfied by facilitating self-awareness and an understanding of an individual’s motivations and natural behaviors through the talent optimization discipline and Predictive Index® methodology. Marty’s primary focus is on partnering with Senior Leaders to build a talent strategy that maps to their business goals. In 2016 Marty joined PI Midlantic as a Talent Optimization Advisor to help companies and professionals to reach exceptional results. Marty earned a Bachelor of Arts degree in Psychology from the University of Dayton. He lives in Southern California with his wife Nancy of 36 years. https://www.pimidlantic.com Full Transcriptit Roy (00:01): Hello, and welcome to another episode of senior living sales and marketing. I'm Roy, you can find us@wwwdotseniorlivingsalesandmarketing.com. You can also download the podcast on iTunes, Stitcher, Google play, and Spotify. We are on Instagram, Twitter, and Facebook as well. Hey, today we've got a great guest. Uh, this gentleman not only has a great product that I truly believe in, but he also, uh, has a wealth of experience in the sales and marketing, um, portion of senior living. So couldn't find a better guest we've talked before, but I did want to catch up with them again, just to kind of see what some changes are, uh, kind of what's new coming down the pike with the product. So let's give a warm welcome to Marty Ramsey. He is with PI Midlantic and, um, it, the PI is predictive index. And so what it is it's basically, um, and Marty, I'll let you jump in. Roy (01:04): It's basically an evaluation of a person's behaviors, I guess, you know, we want to clarify and I'll let you clarify. There's a difference between skillsets and behaviors. You explain it much more eloquently than I do, but, um, this is going to be something that we can use for a pre hires. And it's also something that can be used within the organization for making sure we got people in the right place, making sure if we are, uh, promoting that the temperament, the individual's temperament is a match for our position, but anyway, I'm gonna turn it over to you, Marty. Welcome to the program. Thank you so much for coming back and, um, I'll let you talk a little bit about the product. Marty (01:52): Okay, great. Thanks for, thanks for having me. And, um, thank you for the opportunity to speak today. Um, let's see, does is if you think about your employees, there's kind of three buckets that you're, that you look at, right? The first bucket is kind of what gets them in the door for, uh, for the interview, it's their skillsets, uh, their education, their knowledge, their experience, and that's what's on the resume that that's what gets them in for the interview. The tougher part is the second thing that you're looking for, I'm sure is their value system. Do they have the right values for your organization? Uh, are they, uh, uh, hardworking, integrity, honesty. And I was a VP of sales for 15 years in the senior, in the senior space. The one of the things I always look for myself, people will have passion for seniors and people that have that I thought customers could see right through them. Marty (02:45): So those are two things you think about why we choose those in life. We choose our skills. We choose our education. We choose our knowledge and we choose the values. You choose to work hard. You choose to treat people respectfully, she's have honesty. Your and the third thing that you look for every job has the behaviors you have to do to be successful. And with PI does, is looks at your behaviors to see is you have the right behaviors in that role to be successful. And unfortunately we don't choose our behaviors. Our behaviors kind of choose up. I tend to compare to your height, right? So those who have not met me, I stand five to 10. I was five to 10 at 18 I'm five to 10 today, 20 years from now, I'll probably be five foot eight, five to nine shrank. But no matter what I do, I can read every self help book on Amazon, my wife's and me. Marty (03:36): I'll never be six foot five. So PII helps you determine what behaviors that person brings to the, to the, to your organization. And with that, if you think about people who have not been successful in your, in your communities, in your organization, it's usually not. It's usually not what was on the resume that got them in trouble. It's usually what's what is on their behaviors. So he was in trouble. They didn't have good followup or they didn't communicate well. One of the teammate behaviors is what really gets you in trouble from that standpoint. So how does PCI work behavioral and you all have drives rides, great a need, uh, our behavior, our actual behavior is a response to those drivers. And those needs, for example, couldn't later in the day when we're doing this podcast and I'm sure Laura and I are gonna have in a few hours and a drive for hunger that will create a need for us to eat. Marty (04:32): And our behavior is a response to that drive and that need of eating dinner, eating dinner is a response to that. Drive that knee. If I only see the behavior, for example, I see somebody drinking coffee at a coffee house. I don't know why they're there, what's driving them there. What they could be there. She was in coffee because they got to get caffeine and energy for the day, or they could be there for socialization needs or they're there to meet a friend, or they can be there because they have a two year old screaming at home. So we could see the behavior, but we don't know what to strive with PCI. We're able to predict what that drive is. And from that from a PI, I can determine what type of needs that employees when have hasn't work and what, uh, how they're going to behave at work, but understanding their predictive index. Roy (05:20): Yeah. And I think that behavior is so important, especially when we move to the sales side. And, you know, I think that, um, you know, correct me if I'm wrong here, but this would, this will kind of separate those that are made for sales made for that, you know, human contact, those that are kind of, uh, you know, driven for the outreach versus, you know, more of an analyst type, somebody that wants to set out a desk, maybe look at spreadsheets and not that there's a right and a wrong, everybody wants to be comfortable in what they're doing. It's just the fact of it takes a very special type of an individual to be on the sales side of anything. But, you know, I think senior living sales is a, it's a much more tricky because we're not, it's not like I'm, you're taking an inanimate object and give it to somebody. I mean, the we're trying to convince maybe an adult child or a spouse that we are the rat people to take care of their loved one. And that's, that's a, to me it's an important distinction between an inanimate object taking your car in to get some service. Yeah. We want that to go fine, but it's really not a life or death situation versus, uh, you know, if it's our loved one, we really want to be convinced that the community is right and that the personnel is right to actually, uh, take good care of them. Marty (06:51): Yeah. And I think, you know, especially in sales with senior living, um, you know, we couldn't predict again what that behavior is. And I think, you know, senior living sales, which I have 20 clients alone that are either a assisted living, kind of like harmony Commonwealth and pestle and, uh, uh, senior care companies like home care assistance in, uh, a model to name a couple, um, they, um, you know, you can look at what they need and that sales all be successful. And one thing that I can tell by looking at a pie is how much a person is going to control the sales process. I think selling is a lot about control and controlling the next steps and getting people to, you know, recommend next steps. You know, saying things like what we need to do is get mom in for, uh, for launch. Marty (07:39): What we need to do is get you to sell the house. Here's how we're going to do it is controlling that next step. The second thing we can help determine a pie is I think is towards point is senior living is such an emotional sale, right? And you want somebody who naturally what their behaviors is going to connect to that emotion of that family, of connecting emotionally to this very, very emotional sales saying things like, you know, can you picture your mom sitting by this window on a fall afternoon as a lease change, watching reading her favorite James Patterson book versus having someone come in and say, you know, the room is 648 feet. It has a frigerator, a shower, and you're selling back and no, no emotion tied to that. Also by looking at a predictive index, I continue to tell that sales person's going to be resolved, focus, all active activity focus. Marty (08:29): But what I mean by that is at the end of the day, you asked that person, uh, how did your day go? The person results focused. They're going to say, I got three checks today, or I got to move today, or I got three lunch tours today. They're going to talk to you in terms of results or another type of behavior. You'll have a sales people is they'll talk to you. In terms of activity. I made a hundred calls. I sent out a hundred emails. So obviously you want that sales person to have that high drive, the need for results. And the last thing you could tell based upon a PIs, how a sales person would close. Some people see no as one step closer to getting a yes, some sales people will not go for the next step unless they totally feel in their mind. They got the next steps, uh, secured by, by looking at a pie. I can tell you how that person's going to close a sale. They can close more often or they're closed more appropriately, or they're going to wait, wait, wait until they feel they've got that next step very much to find. Roy (09:26): Yeah. And that's a great distinction. And, you know, I just have a little personal anecdote about that. We, um, you know, when I was a little younger, I worked for a brokerage house and, you know, when new representatives came in, that was kind of the first step for the first couple months is they just went into a, what we call the bullpen, sat down with the phone and back in this day, a phone book or a list that they had created. And, you know, they just pounded the phone all day. And to the, you know, to the point about whether it's results or activity, you know, we had a guy after about a month that hasn't, hadn't made any sales really hadn't didn't have anything in the pipeline, but he was proud that he was making a hundred calls a day every day. So back then we had a machine that we could actually see the numbers he was dialing. And so for, um, for his hundred calls every day, some are to his mother, some were to the seven 11 down the street. And, you know, some were to numbers that he knew that they weren't going to answer. And he just called them over and over because it showed up on the tally sheet that he got his hundred calls in. And so it's a huge distinction between the activity and the results. Marty (10:45): Yeah. It's they also that, you know, that, look it up here. I can say that person is going to hold you hostage on the activity. While you told me to make the a hundred calls, I did a hundred calls, but at the end of the day, I'm sure if you're a sales leader out there or ed or operations, you know, your health to obviously resolve you're the want somebody to know they're coming in every day, thinking results, thinking results, thinking results. Roy (11:07): Right. Right. Yeah. And you know, the reason that, uh, I guess our relationship got started years ago is I feel like this is an important part of, uh, you know, the retention process. Not only do we want to, you know, hire somebody that's going to come in and be a producer, but also if we don't hire that person, eventually either they're going to get discouraged and leave, or we're going to have to ask them to leave, which is a whole nother set of circumstances. So I feel like that, you know, the more work that we can do on the front end of the hiring process for sure. And then, uh, you know, I don't want to be so hyper focused on hiring process that we forget about if we're moving somebody within, uh, within the company from department to department or promotion, that it's also good to use the PI to make sure that that's going to be a good fit, but it can save us so much heartache and, um, uh, you know, having to deal with employee issues if we make the right hire to begin with. Marty (12:15): Yeah. I mean your people, especially, I think senior living, it's your biggest competitive advantage. Right? Right. And yeah. So Roy, to your point, obviously you want to make the right hire and you know, no one's ever tested the way to success. Right. You know, you want to get the right skill sets, education and knowledge. You want to get the right values. Of course. And then you want to get the behavior, right? You get all three, right. It doesn't hit out a park, but as important as out of hiring tool, if a full leadership tool is not a trait of that person on board, I've got to motivate them the way they want to be. One, when we've worked with that PI we don't believe in the golden rule, treat others like, you know, we go to be treated, we treat others the way they want to be treated. So if I, if I don't fire you effectively, they're going to leave anyway. So I want to make sure that I'm working with them the way they want to be worked with they're coming into work. What did you do? Great things every day. And I'm so more gasoline on that fire. Roy (13:05): Right. Right. So what is the time, um, let's just say from, uh, from phone call to you, I'll call you up. Hey, Marty, I'm interested in PI, uh, what is the process between me making the phone calling kind of getting this process up and running? You know, how long til I can actually use the, uh, the, um, evaluation in my organization. Marty (13:31): That's a great question. Um, you know, if you're familiar with PCI or, you know, you just changed companies and you know, the product, he said, Marty, I want to go with your, want to go with the PI program. You know, we send you out a DocuSign, you sign it and you will get access to the software within an hour of, uh, signing up, uh, with PI. And you'll be able to start sending and receiving ECI within an hour. Uh, we are in the knowledge transfer business, and we want people to be experts in FPI in your organization. Cause we want you to use it as a leadership tool, not just a hiring tool. So we do have a training program. All of our training programs are virtually virtual now, and it's a five, uh, to our sessions. As soon as we can get your key managers up and running, you'll be up and running with PI. Marty (14:15): And you could probably be up and running full fledged within a, within a week. If you're not familiar PI how the process generally works is, you know, you call me up, I'll tell you a little bit about the program. I'll have you do a PI I'll then you out a PI to do, to make sure you still accurately fucks your behaviors. Then I'll say this to a couple of people on your team to see if it accurately reflects their behaviors. And I'll do a presentation after when does the pie usually four or five other people. And then at that point, it's kind of, you know, you don't want to go with it or not. And that's how that's really his decision. So as long as we get, you know, we can get people up and running and totally new the pie within a, you know, a couple of days of them doing the pie and I'm revealing the results and leading our team members results. So it's a really quick process, a math mess ever. This is not a slow process at all, but again, the key is you have to look at this product as a leadership tool, not as a hiring tool. You want, you, you want people train, you want experts in the organization that are speaking the language, live in the language and using it from a full leadership, a leadership potential of what PIs. Roy (15:21): Yeah, I think that's an important part. A important, important point that you're making too is, uh, you know, we can give somebody the best tool that there is in the business, but if they don't use it or don't use it correctly, not going to have much of an impact on the business. And then I think the great thing about, about you, Marty is with, um, with your experience in the industry, from actually being on that sales and marketing side, I think you could probably help your clients, uh, refine the behaviors that they really need to be looking for. Maybe they may have a little bit different idea, but since you've been in the space and been doing this for a long time, you could really help them focus on what are the skills that are going to help you hire a successful individual. Marty (16:10): Yeah. And part of that is, yeah, I do have a lot of knowledge in the industry at PI. We have a couple of different assessments. One is what we were talking about, which is individual behavioral assessment. And the other thing that makes us unique, we're one of a few of the assessment companies that is validated for hiring. And we have another tool called a job assessment. And what that is is it's a group of three to five people who have skin in the game to make that hire. They go in and they fill out statements of what are you wanting in this particular role? Do we need somebody who is quick to connect with somebody or leading somebody with strong followup? And that group goes in, fills that out. And then once they're done, I helped them agree on what behavioral pattern, what behaviors you're looking for in that particular role, just like you would agree on what educational requirements you need, what skill requirements, what experience requirements, what's your value requirements that you have now we disagree on this is what we want a real behaviourally for that particular role. And you think about in that sales role in your buildings, you know, every one of those roles has behaviors that happen to be successful, or we getting the behavioral life for them to be successful in the world in that role. And again, I'll reiterate, I can give you skills. I even give you knowledge. I can't change your behavior. It's like I say, you say, I can do that. Well, make me six foot, five minutes. I would love the day of the basketball. Roy (17:34): So, um, and less focus on the hiring for just a minute. So, um, where do we want to, to use PI in the hiring process? Do we want to like narrow down to the top one or two candidates that we may have for the job and, uh, give them the evaluation or do we want to, uh, send it out to anybody that applies? What's the advice on that? Marty (18:02): A way we work is that we believe in better, better work, better work, right? If you're happier work, they'll be more engaged at home, more tuned to your family. So we want people to use our products. I Dan, part of how our agreements work is, uh, when you sign up with us, you'd get an unlimited number of PIs that you could send out, whether you just 30 or 300,000 and the price remains the same cause we want you to use it. So I recommend all my clients is you want to use PI earliest in the interview process as possible. So I not, you know, I got the resume. I, after skills, I got the knowledge, got their education in writing and the interview process in the interview process that I'm going to confirm that they have those. And then in the interview process, the harder part is, you know, my digging out and getting the right values. Marty (18:49): But then behaviorally, I want to know sooner than later, do they have the behaviors that I'm looking for, right? And if they do, they have those behaviors, I'm going to ask behavioral interview questions to confirm that if they don't, it's not a knockout, I'm knock out punch, but I want to see if they can be able to close the gap between the behaviors I need in that role to the behaviors are actually bringing, bring it to the company. And I'm going to do that sooner or later for two weeks, one, but my time management in terms of me, I spent time with the candidates that I feel is gonna be successful, but it's also fair to them. They don't have the right behaviors for that role and they're good chance they're gonna fail. You know, don't put them to several interviews. They're not going to be right. Let them, you know, you can find out right off the base right off the bat and they go look for other opportunities that behave really there, hopefully be more successful from that standpoint. So we want you to use it. It's like you're getting information on what resumes or calls we want to look at PEI in terms of, yes, everyone gets an opportunity to interview once they do the PI, but making sure by asking behavioral interview questions, that they have the behaviors to be successful in that role. Roy (19:55): Yeah. And, uh, you know, applicants can tweak, um, applicants can tweak resumes for positions, for companies, for jobs and, you know, kind of maybe look a little bit better on paper than what they may be. How hard is it to get over, uh, taken the PI evaluation if, uh, if, if, um, let's just, you know, focus on the sales end, if I'm, if I'm more analytical and want to read spreadsheets, but I'm applying for a sales job, am I going to be able to, uh, you know, fool the test or is it going to catch me? Marty (20:35): Yeah. So that's, that's um, that's a good question. Uh, you know, we've been validated over 350 times and we've got about 30 million assessments that we've done over our 65 years. So we didn't make the stuff in our basement, in our basement last year. It wasn't around for law, so wrong for a long, long time. So we have a group of scientists that, uh, scrubbed the data to make sure what we say we measure. We actually actually measure. So to your question, why number one is what a person comes in. They don't know what, um, what behaviors we're looking for in that particular one. So they don't know what pattern we're looking for in the role and part of the science and the PA in the pattern, how it chooses is really called free choice assessment, where you go in and you see a word, you say, I'm that word. Marty (21:26): If you don't, if you see a word, you say, I'm not that word, you don't choose it. And you just go through a free choice and saying, that word is me. That word is that me? And that's how the pattern is created. So the reason why I say that is the words you don't choose has as much effect under that pattern as the words they said as a, as you do choose. So they don't know the pattern you're looking for words, you don't choose also go into how that pattern will say if they had the right pattern for the wall. And the third one is through that zero, zero, zero, 1% as things they can escape the system, you always have behavior interview questions to confirm they have that behavior or not. But at, uh, you know, we have a team that that's our job to make sure people can't do that. And it's [inaudible] we remain validated. Okay. Roy (22:10): So in, uh, does, uh, did the results of the, um, analysis, does that lead into interview questions that you may want to ask particular candidates based on how they answered? Marty (22:27): Yeah. In our software, we create interview guides based upon what we're looking for in a role versus what that person's actual predictive index. So once we did, we created in our software, you'll get for every candidate interviewing questions that either confirm they have the behaviors shown on the predictive index. Or as I mentioned earlier, can they close the gap between what we're actually looking for in that role to the actual behavioral from that sample? So we provide you with behavioral interview questions out of our, out of our software. Roy (23:00): Yeah. That's, that's an awesome, uh, thing to have is, you know, depending on how the questions were answered, being able to have the right followup questions, not just the standard questions that a lot of, uh, you know, recruiters I ask in the interviews that are so general, that nobody really knows what the answer means. Nobody knows what the question really means or what the answer is. I mean, any way. So, uh, so, um, one thing we really haven't touched on is, uh, you know, the COVID environment that we're in now. So are there things that y'all have had to adjust either in the evaluations or working with the clients, you know, kinda what's going on with all? Marty (23:46): Yeah, we've done a couple of number one. Obviously the biggest change for us as consultants is all the training needs to be done face to face. Uh, and now obviously for safety, it's all done virtually, which the content has remained great. You know, the content is great people. We get been getting very great feedback on third positive feedback on the training. Yeah. The only thing you missed with that is you missed interaction during breaks or lunches and dinners, but the, you know, the content is what people are getting for the PI training has been, uh, fantastic. Uh, and other than that, it's just really helping our clients adjust their job targets based upon changes made and particular roles because of COBIT up, you know, decreased staff or asking people to do other things, to make sure we've got, we're getting that job right for them to diagnose and make sure we're getting it right based upon changes made because of the Cobra. Marty (24:39): And then really helping them understand that they do have people working remotely. We've done a lot of studies based on people's behaviors of who is struggling more, more in this environment who might not be struggling more, you know, some people are struggling because they can't control the meetings like it used to be able to control or especially a lot of, um, high social people, uh, high social people tend to read body language very well, tonality very well. And being on zoom calls, it's harder to do that. Cause you're only seeing the head versus the crossing, their arms in the presentation or presentation or housing. Sometimes you don't have the greatest quality. Uh, so those that were helping them with those types of things that help people as much get through that. And obviously, uh, to, to, to give them the tools and the playbook to be successful, uh, getting through this, uh, pandemic. Roy (25:27): Okay. Well, Marty, we appreciate your time. Uh, we're just going to try to wrap this up. Is there anything else, uh, any other information you feel would be important for the listeners to have? Marty (25:40): Yeah. Cut. Just one sec. One closes. I can give you my, my information. Uh, Roy, I think it's real important in senior living. So I'll just give you a bit of advice. I don't know. A lot of people kind of hire the other people that have experience in the industry and you're kind of hiring other people's headaches because people kind of bounce around from community communities. And I always thought that I was a great rep and senior living. Why would I leave a couple of them with our products? Should the top plans good? Why am I looking at that? I got the job master here. Right? So my advice to people is I always talk to senior living. I can teach somebody the product and I could teach somebody how to sell. Uh, so based upon that, I would make sure that I would get the behavior, right. Marty (26:22): I always look for getting the behavior, right. And then secondly, if a value system, right, in terms of work habits, honesty, integrity, passion for seniors. And then I would always look for a college degree cause they showed me they could search them, finish it. And they're smart enough to do that, but I would not look for skillsets. I would train them on sales training on the product knowledge and what happened for me. And it had a lot of success do it this way. Will you do it that way? Your people don't have a lot of loyalty to you. You know, they stick with you a lot more. Cause you're the ones that gave them a shot. You are the ones who gave the training. So I would recommend highly of looking at getting the Hazel. Right. And if I got the behavior, right, I could teach him so I could teach him, uh, uh, the product knowledge. So that would be my, uh, my recommendation. Roy (27:06): Yeah. That's very important. And I don't know, you may have just heard a jet fly over. Fortunately, I live, uh, not too far off of an air force base, so they've got some trainers out here training, but it's a, it's the sound of freedom. So that's a good thing. Sorry for the disruption. Uh, but I think I got it turned down in time, but yeah, that's an important, it's always, you know, we want to hire for the behaviors and we can train to the skills or the tasks that we need people to perform. Marty (27:39): Yeah. That it was out of Dallas. And again, you see a lot of people just bounced around the community cause he, and they last a year, you don't get the results you want, but you know, most important, most important after you got is your, is your talent, you know, PR is not the end all be all. We're not, you know, no one's ever tested of success, but you know, I got to experience after experience by getting you the Hazel, right. Getting your values. Right. I, I had an opportunity to create a lot of great sales people. They gave me a lot of success in my career in that industry. Roy (28:09): And I know you've told me before, but so what are some of the statistics around the, uh, you know, and this is kind of have to have the caveat that management has to use this tool the way it was intended, but what are some of the statistics around employee retention based on using it? Marty (28:30): Yeah. So, you know, again, you know, you have to do it right. Part of my job as a consultant is, you know, would you give, yeah, you also get me as your consultant. My, my job is to help you get the results you did, but, uh, you want to get by providing you the coaching on PEI, helping you learn PI, helping you make the right job targets. So throughout your journey at BI, I might share with you as your coach, as your consultant and that's, that's part of your agreement. That's not an extra charge that you're getting that I'm charging for. It just, I want you to have success with the program. Like I had have had it for 20 years. So based upon that, if you do it right, you fall the way we're doing it are our numbers show. And from our statistics that you're gonna have a 34% higher employee performance, 30% lower turnover of the top performers of HR is going to love you because you're a 31% less time with HR related issues, but at 16% higher strategic success rate. Marty (29:26): So, um, you know, they're, you know, you, it right, you are going to get, you know, hire better and, you know, retain, you know, the whole thing is, is all about results and how do you get the best results you hire the best people you hire better. And I keep them inspired. I, we came, but they're coming in to work, wanting to do great things every day. And I'm helping them do that versus having a bunch of people coming in and doing their job description, just doing enough to keep the job, not get fired or people that make the difference in your communities, in your organization and the people that want to do great things for you, for your customers, your internal customers. And that's what we try to help you do with PI is get people on that, on that, where they're wanting to do great things for you, but hiring great people and inspiring them to greatness. Roy (30:10): Yeah. And that's the, usually the worst start to the day you walk in at six 30 in the morning and there's the, uh, HR person is setting at, across your desk waiting to get in on Monday morning. Marty (30:23): Yes. I've been there done that. Roy (30:27): Definitely want to avoid those conversations. Marty (30:31): Thanks for the memory, Roy, Roy (30:35): If you wouldn't mind, uh, before you give us, uh, your contact information, uh, so what is one tool? Well, either a tool or maybe a ritual that you have during your day, uh, that you just don't think you could do without. Marty (30:51): Yeah. Great question. I, uh, I was UTI. I was number one, but yeah, I started this, this for the pandemic and Medina for several years now. I called my daily bread cheese. First thing I do when I get up is I write three things down that I'm grateful for. Uh, and it's not a big thing, obviously it's things like your health or your health and all those things are great. You know, that you want that, but it's more specific in terms of small things that happen that I'm grateful for. I had a great conversation with somebody I worked with before. One of my people that I've worked with before just got promoted or made my wife laugh three hard times yesterday, really, really hard. There's small things that you're grateful for. Cause when you're grateful, you can't be negative. And I think especially now with the pandemic, it's so easy to go into a negative town and pretty doubt about everything that's going on. Versus if you're grateful, it kind of gets me going in a positive direction for that day and gets me goals more positively or take today on ready attack the day versus sitting there worrying about, you know, the economy and everything that's going on and getting the virus, which was a healthy start today in a very positive way, stopped me from going down a negative town. Right? Roy (32:04): No, that's so important. Our gratitude and you know, the other thing is sometimes we're a little bit hard on ourselves. So, uh, you know, take some, uh, take some positive energy away from those small successes that we have every day. So, uh, well, Marty, it's been great talking to you as usual. I appreciate you taking time out of your day. And uh, if you don't mind just tell people, you know, how they can get a hold of you, uh, kind of who, um, I guess who in an organization that you typically work with and, uh, you know, anything else that feel is necessary. And I think everybody needs to remember is not only, you know, as PI, uh, it's a great evaluation, but you also get Marty with that. So with his years of experience in the senior living space, and then also his years, you know, as a talent advisor, uh, you just can't go wrong. So Marty tell them how they can get ahold of you. Marty (33:03): Yeah. So yeah. Uh, like, uh, so number one, you know, I was going to do a lot of work. She knew the street cause I know people there, but I know the industry, well not only sales, but I know, you know, what, what you need to have really with your nurses, maintenance caregivers. So I can help you all across the board in terms of, uh, what you need for each one of those positions. Because of my knowledge in that role and you know, customer for me as I I've that customer to started with me that had five people that they want, every hiring decision they wanted to make when they grew, they want to make, be successful and inspire people right off the bat to people who were thousand. So my customer is anybody that has a once a do great, get better results and wants to invest in the most important assets are people have people working for them. Marty (33:48): I'm a possible help for you when it comes to that. So you want better results and have people that are hires and more inspiration with your, uh, your team. Uh, I can, uh, that's, that's my, that's my customer wheelhouse. And that would be senior living because of my experience there. And then those who, um, who attended the podcast. If you want to have predictive in this, just kind of see what your behavioral traits are and what you bring to the party. You all bring it all of a sudden, there's no bad pie. We all bring something special. We all have special gifts that we're bringing to the party. The sin is putting people in a role that they're not going to be behaviorally successful for. So we'll all be some such a little party. As you want a periodic, please take five minutes. Now he's invested the time. Marty (34:29): Uh, it's a $250 value. I'll give it to you because he listened to the podcast for no charge and you take five minutes to complete it. Then I'll spend about a half an hour with you to go through the results. So as a gift to you is listen to the podcast. We'll do that. Or do you want to get ahold of me? My phone number is the up goals. School text me it's (949) 545-8121 (949) 545-8121. If I miss you, I'll call you right back. If you want to go email. My email is my first initial it's M my last name ramps are a M S E C K P I Ned, and my B Lantech, N T I c.com Emirate P I'm atlantic.com. And you're also free to I'm on LinkedIn, under Modi RAF sec. You're more than happy to connect with me on LinkedIn. And if he's in the message, they can give me a PSS with, to complete. I'm more happy to do it again. $250 value for no charge. Roy (35:29): Yeah. And be sure and take Marty up on that because it's interesting. Uh, you know, maybe just to learn more about yourself as well and what your needs are now, you know, other people view you so worth it. I will put all of his contact information into the show notes as well. So you can reach out. Thanks so much for taking time to listen to the senior living sales and marketing podcast. Again, you can find us@wwwdotseniorlivingsalesandmarketing.com, or also you can download the show on iTunes, Stitcher, Google, play, and Spotify, be sure and share. So your friends can certainly take advantage of this great offer. Marty's put out there until next time. This is Roy. Have a good day.  

Michael Hartman is responsible for CSH’s Active Living platform, which focuses on investing in assets catering to residents who are Over 55. This opportunity includes acquiring and renovating existing assets, as well as developing new assets that are uniquely tailored to this community. Michael brings more than two decades of commercial real estate principal and advisory expertise to his role with CSH.Prior to joining CSH, Michael was director of Investments, Senior Housing for Cortland Partners focusing exclusively on Active Living assets. Over a two-year period, he executed six transactions totaling over 1,200 units and deployed $140 Million of capital. Prior to that, he ran the Real Estate Division of Cohn Reznick Capital Markets, providing services that included debt and equity financing, M&A advisory, due diligence, and strategic investment advisement.Michael’s extensive experience also includes a previous stint with CSH where he was part of the team that launched the original effort in 2003. In the past, Michael served as Vice President for Sunrise Senior Living, Inc. and Deutsche Banc Alex Brown, respectively. Michael has also worked as an associate and analyst for Prudential Securities Incorporated and The Yarmouth Group, respectively. Michael began his finance career as a loan officer with Shawmut Bank in Boston, Massachusetts.Michael received his MBA in Finance and Real Estate from The Wharton School and holds his bachelor’s degree in Economics from Connecticut College.Michael's Links: https://www.linkedin.com/in/michael-hartman-1738097/Capital Seniors Housing: https://capitolseniorshousing.com/

Host Paul Lawrence Vann interviewed Tony Guarnaccia of Small Steps Grow Profits. Tony didn't grow up with a silver spoon in his mouth however he rose like a Phoenix to overcome life's greatest challenges in his youth. During this episode of Wealth Academy Podcast Tony Guarnaccia share the inspiration that led to where he is today.One of the primary areas of expertise Tony shared is how he helps businesses navigate the uncertainties to emerge stronger on the other side of crisis such as 9/11 and COVID-19. Adversity requires a pivot and Tony has the expertise to assist businesses to grow consistently and predictably. Make no mistake about it for many businesses, resources of time, effort, and money are tight right now, Tony shares what they can do to make it through these challenging times.As an entrepreneur, Tony has worked with businesses for over 20 years as a business owner and enterprise marketer. He has worked with Google, Microsoft, ADP, Ford, BMW, Sunrise Senior Living, and Foster Grant just to name a few. Tony Guarnaccia's mission now is to Democratize Marketing in order to share with small business owners and entrepreneurs exactly what to do to grow profitably, how to do it, and how to leverage the resources to make it happen. During this interview, Tony states that by growing small businesses, together we can impact not just local communities but also our world.Learn more about Tony Guarnaccia at tony@meettonyg.com, website: SmallStepsGrowProfits.com and by phone (401) 484-8736 LinkedIn in/tonyguarnaccia For sponsorship opportunities with Wealth Academy Podcast go to this link:  https://bit.ly/2FlQRAK 

Today my guest is Rocky Goins. He has rich development and construction experience ranging from commercial/retail, mix-use and senior living development. After serving his country as a Naval Officer in the Civil Engineer Corps/Seabees, Rocky developed multiple grocery store (Publix, Winn-Dixie and Kash-n-Karry) retail centers. With the Rouse company, Rocky enjoyed master-planning town centers, retail construction, and was the senior project manager for the Faneuil Hall Marketplace (Boston) renovation.Rocky entered the Senior Living Industry in 2002, and advanced rapidly at Sunrise Senior Living until the recession stopped their entire development efforts. During the recession, Rocky worked with two major non-for-profit CCRC's with their development plans until he settled his family in Tulsa, OK with Senior Star/HCN to lead their expansion/renovation efforts.Community minded, Rocky volunteers in leadership positions in several charities effectively advancing their initiatives.Please join us today as we dive into his heart driving senior living development.Rocky's Links:LinkedIn: https://www.linkedin.com/in/rocky-goins-25773b4/Leading Light Development and Construction Consulting (company website): https://www.leadinglightdev.com/Twitter: https://twitter.com/RockyGoins

Mike is the Founder/Chairman CEO of Arena, which applies predictive analytics and machine learning to rewire the labor market around outcomes. Arena is deployed into over 850 healthcare locations that together process approximately 2.6 million unique job applicants per year, or approximately 13% the US healthcare workforce, with clients including Mt Sinai Health System, Sunrise Senior Living, HCR Manorcare, the University of Maryland Medical System, and RWJ Barnabas. When using its technology to predict for retention, Arena has succeeded in reducing employee turnover at every single client, with a median impact of a turnover reduction by 21% at 12 months of deployment and 43% at 24 months. Other outcomes for which Arena’s technology predict include employee engagement, patient experience, time and attendance, and even unique predictions such as sales yield.   Mike is also Founder/Executive Chair of Catalyte, a company that uses predictive analytics and machine learning to build technology workforces for the world’s most progressive companies, with the goal of improving productivity and results of software engineering efforts by removing implicit biases related to race, class, gender, and other factors. Catalyte’s platform identifies the most exceptional individuals without relying on resumes and other poor signals of quality, and unlocks their potential to thrive in technical roles. The company serves Fortune 1000 clients who use Catalyte’s technology and approach to drive their strategies and to build more diverse, capable, and local workforces.  Catalyte’s workforce, which today is over 750 people, has historically mirrored the metropolitan areas in which it operates. Living in Baltimore with family, he has a JD from Harvard Law School, an MSc in Economics from London School of Economics and Political Science, and a BA from Harvard College.

Ron is the founder, CEO, and Creator of Wow for Think Up Consulting, a management consulting company based in Greenville, South Carolina. The firm specializes in brand strategy, events, learning, and change management for Fortune 500 companies. With nearly 30 years of experience in consulting, learning, and business operations, Ron is an expert at bringing brands to life by connecting people to brand strategy and culture. He has a knack for understanding the issues organizations often face. This knowledge helps him and his team design, develop, and implement innovative solutions that broaden employee skills, advance change, and drive business results. The Think Up client list includes esteemed companies such as Marriott International, BMW Manufacturing, Sunrise Senior Living, The Ritz-Carlton Hotel Company, Fluor, and Michelin. Prior to Think Up, Ron spent 14 years with Marriott International. He's held leadership positions in hotel operations, information systems, and training and development. Ron has led major change initiatives that have realigned global brand cultures and customer service strategies, transformed company learning philosophies and practices, and propelled hundreds of thousands of employees forward. He holds a Master of Arts in Organizational Management. Katie Tyson is passionate about strategy that drives business results. As Think Up Consulting's “Strategic Steward,” she uses her extensive experience in leading global brands to help clients reach their fullest potential. A brand enthusiast, from her early days of working on political campaigns and in public relations, to her more recent endeavors leading billion-dollar brands for Fortune 500 companies, she has always had a passion for figuring out what customers want and how to best deliver on their needs. Before joining Think Up, Katie spent 20 years working with companies of all sizes, including leading global brands like Residence Inn by Marriott, The Ritz-Carlton Hotel Company, and The Coca-Cola Company's DASANI. Her expertise helped drive market share and customer and consumer satisfaction. She has repositioned brands, spearheaded new product development, reinvigorated service cultures, and led brand globalization efforts. Katie earned a Bachelor of Arts in Political Science at Boston College and a Master in Business Administration at the Fuqua School of Business at Duke University. What you'll learn about in this episode: How Ron and Katie's career journeys taught them the importance of creating a brand experience, and how they bring that knowledge to their work at Think Up Consulting What early steps you may take to begin creating a brand experience at your higher ed institution Why it's important to create a lasting emotional connection that builds brand loyalty, and why consistency matters How to train and create advocates for your brand within the institution, and why that helps ensure your brand experience's strength How to beat the challenge of high turnover and create a culture of consistency and brand identification in your teams How great companies (and higher ed institutions) differentiate themselves, and why hiring for talent and training for skill builds a great team How to avoid mistakes through strong alignment and confidence in your decisions, and how to overcome previous brand-damaging mistakes Why you must position your brand, and why you should stick to a five or seven-year plan and not deviate Additional resources: Website: www.thinkupconsulting.com Twitter: @RonDoney, @thinkingup Facebook: www.facebook.com/thinkupconsulting/ LinkedIn: www.linkedin.com/in/ron-doney-84b877, https://www.linkedin.com/in/katie-sullivan-tyson-4686544 FacebookTwitterLinkedIn

eCareDiary will speak to Sue Coppola, RN, BS, CHC, Senior Vice President of Care at Sunrise Senior Living about using current advanced technology to innovate, help and manage care for seniors.

In this episode of The Senior Caregiver, we are joined by Andrea Owensby, Vice President of Design at Sunrise Senior Living, who will outline simple changes and updates you can make to your home to make it more senior-friendly. We'll discuss the importance of making these updates sooner rather than later, and will highlight less obvious considerations when remodeling, including the height of items like counter tops and toilets, and furniture and décor choices that align with strength and mobility in old age.

This special Alzheimer’s Talks is presented by Sunrise Senior Living.Our guest speaker, Grace Whiting, President and CEO of the National Alliance for Caregiving, shares insights on resources and proposals to bring better systems and supports to family caregivers. Our guest moderator is Jill Lesser, an UsAgainstAlzheimer’s board member and President of our WomenAgainstAlzheimer’s network.They discuss the changing face of caregiving and legislative measures underway to support caregivers, including the CHANGE (Concentrating on High Value Alzheimer’s Needs to Get to an End) Act. The CHANGE Act is bipartisan legislation that would encourage timely and accurate assessment, detection and diagnosis of Alzheimer’s; foster innovative approaches to support family caregivers; and remove regulatory barriers to disease-modifying treatments. Support the show (https://www.usagainstalzheimers.org/ways-donate)

Stuart and Nina are joined by Janice Simon, Regional Director of Resident Care for Sunrise Senior Living in Glen Cove. A production of LIU Public Radio. Visit us at WCWP.org

UsAgainstAlzheimer's is grateful for the support of Sunrise Senior Living in this Talk, which was produced for Sunrise families, team members, and its community partners. Emerging science now reveals that proactive prevention of and maintenance for overall health concerns can help yield positive effects for a resistant and resilient brain. As we continue to learn, more evidence demonstrates that focus on our overall health—including brain health across the lifespan—will create a stronger foundation and better resistance to cognitive impairment as we age.No longer a concern simply for later years, proactive brain health across the lifespan requires understanding, attention, and commitment to our body’s most powerful organ. We need to know how to empower ourselves, our families and our communities to keep our brains healthy from the earliest years. UsA2 is here to help share this knowledge and understanding, to combat Alzheimer’s from every angle and to continue the urgent work that will ultimately bring about a cure.Dr. Neelum Aggarwal of Rush University and the American Medical Women’s Association describes ways that individuals, families, and communities can promote their cognitive health, helping to reduce their risk for diseases like Alzheimer’s. Moderating the conversation is Jill Lesser, UsAgainstAlzheimer’s board member and President of its WomenAgainstAlzheimer’s network.Support the show (https://www.usagainstalzheimers.org/ways-donate)

Rita Altman - Sunrise Senior Living & Go4Life Fitness Friday Interview with Rita Altman Welcome to The Not Old Better Show, I'm host Paul Vogelzang, and this is episode 258. That's right, Get Ready! Today's show is part of our Fitness Friday Go4Life Month celebration series, and it's another great one in our Fitness Friday programs.  We've got an important story about an important program from the National Institute on Aging, one of the 27 institutes and Centers at the National Institutes of Health. Do you want to learn easy ways to increase your activity level in everyday life? The National Institute on Aging, part of the National Institutes of Health (NIH), is launching its annual Go4Life Month in September 2018. This year's theme is "Get Ready! Get Moving! Go4Life!" The program offers free resources to help older adults work out a bit more, push themselves a little harder and try all types of exercise.  And this week we're focused staying on track to Go4Life! We've asked NIA, Go4Life partner, Rita Altman, from Sunrise Senior Living to join us. This will be another fun, eye opening conversation because Rita Altman is the Sr. VP for Memory Care and Program Services at Sunrise Senior Living. As all of you in The Not Old Better audience know, this is a favorite subject of mine, and memory, or losing it, is one of the top 10 concerns of adults over age 60. We'll also be joined by Go4Life director, Stephanie Dailey. Stephanie Dailey works closely with the NIA partners, like the Sunrise Senior Living Centers to better understand the aging process, as well as diseases and conditions that can occur as we grow older. Go4Life is an evidence based exercise program. An evidence-based program is a program that has been rigorously evaluated in other words, it has been shown that it is supported by data, not just based on theory. Please join me in welcoming via internet phone, Stephanie Dailey and Rita Altman. Learn more about this episode of The Not Old Better Show at https://notold-better.com For more about the NIA Go4Life program, click here: https://go4life.nia.nih.gov Enjoy.

This episode hears Neville Pritchard Speaking with Craig McCoy. Craig McCoy is a seasoned HR professional with experience across many sectors. Craig is currently the HR Director for luxury assisted senior care brand, Sunrise Senior Living. The pair discuss the importance of People Support provision throughout the organisation, the advancement of technology in the industry and a ‘culture of care’. If you would like to know more about People in Flow’s People Support services, or more on the topics discussed in this episode, head to peopleinflow.com or contact us at info@peopleinflow.com

In episode 4 I talk with Marty Ramseck about using the Predictive Index Assessment to make better hiring decisions and enhance communication among sales teams. Marty has cultivated 30 years of experience in hands-on sales management and double-digit growth in every one of his ventures. He has worked for companies such as Vintage Senior Living, LivHOME, Sunrise Senior Living, CORT, and Cigna. In order to deliver record-breaking sales in highly competitive fields, Marty had to have an advantage over others in the industry. He found that advantage through an exceptionally strong match in recruiting, training and individual coaching using the Predictive Index. Marty’s primary focus is on partnering with Senior Leaders to build effective teams and design innovative solutions to organizational issues. In 2016 Marty joined PI Midlantic as a Senior Consultant with a focus on California to help companies and sales professionals to reach exceptional results. Marty earned a Bachelor of Arts degree in Psychology from the University of Dayton. He lives in Southern California with his wife Nancy of 34 years. Marty's contact information is: 949-545-8121 mramseck@pimidlantic.com www.pimidlantic.com When you reach out to Marty, be sure and mention the podcast for a complimentary Predictive Index Assessment, a $200 value. Please visit our website www.thebusinessofbusinesspodcat.com, www.seniorlivingsalesandmarketing.com, and to find out more about Roy Barkers consulting and advisory services visit www.roybarker.com or email roy@roybarker.com See full transcript below.  Roy Barker:                        Good morning, everyone. Welcome to episode four of the Senior Living Sales & Marketing Podcast. Just as a reminder, you can find us on iTunes, Stitcher, or Google Play. Please download and rate the podcast to make it easier for others to find. You can also sign up for our newsletter at www.seniorlivingsalesandmarketing.com. Also, check out our sister podcast at the [00:00:30] businessofbusinesspodcast.com.  Today, I want to welcome Marty Ramseck with PI Midlantic to the show. We did another show for the Business of Business Podcast, talking about the predictive index and how it relates to turn-over in general. As me and Marty talked further, I felt like it would be good to do an episode that was focused strictly [00:01:00] on the Senior Living Sales & Marketing teams. Marty has a very extensive background in senior living and in sales. I think that the sales process ... That's one reason why I started this podcast is that, the sales and marketing process has become a much more important function in the senior living industry. Now more than ever, with the [00:01:30] economic environment with the affordability issues, with the competition that's coming online. Both other senior living providers and at-home care. It's more important now that when we do capture lead, that we're able to do everything that we can do to possibly close that. I'm not talking about being a used care salesman. My philosophy is always building relationships. But, [00:02:00] I think we have to hire the right people that aren't used car salesmen. That know how to build relationships with prospects in order to increase our occupancy. Having said all that, Marty, welcome back. I appreciate you taking time out of your day to talk to me again. Marty Ramseck:               Thanks Roy, great to be here. Roy Barker:                        If you don't mind, why don't you just tell the audience just a little bit about your senior living history and just a little bit about the predictive [00:02:30] index. As well as, PI Midlantic. Marty Ramseck:               My senior living history goes back to 2002, where I was the VP of Sales for Center of Senior Living. Which was at that time nationwide, but now it's an international company. Many Senior Livings not only in America but throughout in Europe and Canada. Then I spent about ten years [00:03:00] with a company called LivHOME where we did in-home care, versus assisted living care. But we did in-home care, custodial care for seniors. Then two years at Vintage Senior Living. Again, a high-end senior living on the west coast, California and Washington. So over that period of time, I have about 15 years in the senior living industry. Experiencing both in-home and assisted living care.  A little bit [00:03:30] about predictive index. Predictive index is a behavioral assessment that looks at a person's behavioral strengths. In terms of, what do they bring behaviorally to a company. In terms of, the behaviors that you'll see in that person. Then from that, you can understand what motivates them, the motivating needs, better ways to communicate with them, better ways to coach and train them. Once you understand what their behavioral needs are [00:04:00] and wants are that way. PI Midlantic is a consulting company based out of Annapolis. We're in Maryland, and Delaware, and Pennsylvania. Along with, Northern and Southern California. My job is to work with companies and consult with companies. Help them with predictive index and help them get better results using this behavioral assessment tool. To hire better, coach, train, and engage their employees in a more productive way to at the end of the day get better results. Roy Barker:                        [00:04:30] Well, I think that not only your background but your product, it's a very good combination for the senior living sales and marketing teams today. So let's talk a little bit about taking the predictive index. Can you kind of explain what that process is. If I ... excuse me. If I called you today and said, "You know what? I'm fixing to hire Joe or Sally. [00:05:00] I really would like to do the predictive index on them." What does that process look like? Marty Ramseck:               Yeah, it's a very simple process. It's a process of ... we send them out of ... everything's done online. We would basically email them a link to complete the predictive index. Generally speaking, it's a real short assessment. That's one of the values of predictive index. It doesn't take the person who takes it a lot of time to do it, it takes about six minutes to complete. From that, we'll understand [00:05:30] their behavioral needs. Predictive index measures four behavioral needs of a person. It measures their dominance, which is their drive to control or insert influence one's environment. It also measures their extroversion, which is drive to people and interacting with people. It measure patience, which is the drive for stability and familiarity with one's environment. It measures formality, which is the drive for detail and to do things perfectly. In [00:06:00] each one of those drives, they have a high dominance, which is more a drive for taking challenges. Or a low dominance, which is more seeking harmony. In high extroversion, which is seeking people. Low extroversion, which is more task-focused. High patience, which is more process-oriented. Low patience, they're more variety in terms of [inaudible 00:06:24] their tasks throughout the day. Then formality, you can determine how much detail they're into. How much [00:06:30] rules and processes they're looking at versus how much they're looking at more general guidelines. In terms of, how they like to be worked with. Roy Barker:                        Yeah, and I think there's a fine line between being an overly aggressive salesperson versus being someone that knows how to pursue prospects and do thoughtful follow-up. Will the predictive index [00:07:00] kind of help separate those two individuals? Marty Ramseck:               Yeah, that's a great point. I think what we've seen ... What you see with predictive index is that in the Senior Living business, you're gonna find people that do well. Or high with extroversion, which means they connect very, very well with people. They're low in patience, which means they're very results oriented. Their detailed, some detail, but not [00:07:30] over the top where you don't want really getting behind and falling love with the CRM system and doing that all day. But the key you want to see in Senior Living that's probably changed most over the last 15 years is the dominance. Dominance is the drive for results, it's the drive for challenging, it's a drive to get people to take the next steps. When I first started Senior Living back in 2002, you didn't need a lot of dominance in your Sales people because there was not as much competition, [00:08:00] there wasn't as much option. So you're looking for more of a ... really to serve the natural role of [inaudible 00:08:08]. A person that worked well with people, didn't push them too hard because there was not a lot of competition out there. Today you see that dominance driver, needing more dominance, because there is more competition. You need to drive them a little bit more for the next steps. It's also the drive to control. Today you need somebody that really controls the Sales process. In terms [00:08:30] of, getting people to take the next steps and keeping themselves in control of what's happening next in the Sales process. That is a key behavior that you want to see in your Salespeople. But, at the same time, they can't be over the top. In terms of, too controlling or too driven because you're gonna push people away. But you have to kind of manage that a little bit where you do have somebody that can drive somebody to the next steps. Control the next steps to keep them looking at your Assisted Living or your Home Care. Based upon [00:09:00] keeping them in your Sales process. Roy Barker:                        Okay, that's great. I do a lot of mystery shopping. I guess, I see both extremes as the ... There's the process that nobody is in control over that it seems like you are always having to run them down. Versus, the ones that they are just basically in your [00:09:30] face wanting you to sign up. It's not that they really care about you, which kind of leads into the next part. I feel that you've gotta have the drive, you gotta have the organization, you have to know how to prospect. You have to understand, not everybody is gonna be ready to make that decision today. Not everybody is gonna like you, your company, your community. You're gonna lose some people because of that. You have to be able to accept [00:10:00] the no's. But I think another important quality is empathy. That is that we need empathy for the family, for the prospective resident. In the fact that, their stuff is not in their car. They're not gonna walk in, and you're gonna sign them up, and you're gonna move them in today. It's a process we have to, like a farmer, you have to sew the seed, you have to maintain [00:10:30] it, and then you reap your harvest. Sometimes, I think especially in our world of instant gratification ... I say, "Marty, are you ready? Are you ready? Here's a paper, let's sign up. If you don't, you're off my radar and I'm moving on." There are a lot of studies out there that show that it can take between eight to twelve touches during the Sales process in order to make a client. A higher dollar [00:11:00] sales, tend to be at the higher end of that. So, will the Predictive Index kind of help us sort out this empathy factor? Somebody that's gonna be able to sit down and have a true conversation with Marty and his family. To find out what brought you in here today, are you a good fit? I'm not scared to tell you that what we may not be the best fit for you, but I know some people [00:11:30] that I can help place you. Will the Predictive Index help us in that respect, as well? Marty Ramseck:               Yeah, it would help. Predictive Index does measure behaviorally how empathetic, behaviorally, a person is and their certain drives. That's kind of the extraversion drive. It's gonna be a lot more empathetic, a lot more caring. So Predictive Index really does a good job of understanding how empathetic is. I think [inaudible 00:12:00] a [00:12:00] person really understanding the Sales process, also, and knowing a couple things. Number one, that your community or your Home Care company, they're not for everyone, everyone is an opportunity. You have to understand who the right people are for you from that standpoint. Two, is coaching Salespeople to really work in the best interest of the customer. Are they really doing the right thing? Because that's really what they're judging that Salesperson on, is are you working in the best interest of the customer. [00:12:30] Three, and as you brought up the point of the steps in the Sales process, of really understanding good ... What we call, buyer / seller alignment. Being with the seller, where they are at in the process. So, people [inaudible 00:12:43] and they're looking to move in asap, they have to do that and working with that person. At the same time people are just generally beginning to look and beginning the process. But, I think where most Salespeople get themselves in trouble is, they're not aligned with the buyer. They're trying to close too soon or not enough of [00:13:00] that process. That really upsets the buyer. But to be aligned, and take them through the steps, and kind of controlling those steps, but take them to the appropriate next steps in the Sales process. Knowing that this is going to take several steps to get them moved in or get them to become a client of your Home Care company, but be aligned with them in that process. They'll generally get those people because you're aligned and it makes the Sales process go very smoothly for you and for the prospective [00:13:30] buyer. But to your original question. Yeah, Predictive Index does measure empathy, it does measure how a person will interact with somebody. But also, I think, it's [inaudible 00:13:41] a Salesperson understanding good selling and understanding the Sales process. That it's gonna take steps and be aligned with them where they are at in that Sales process. Roy Barker:                        Right. You bring up a good point about trying to meet the prospect where they're at. We see that a lot as well, that when you walk in, [00:14:00] they want to start at the beginning of time. Tell you what ... This is an apartment, you're gonna get to live here, we're gonna feed you. What they don't understand a lot is that these ... Most, not everyone, but I would say that most prospects and their families have already checked out your community and your competition long before they come in. That's why it's good to ask some general questions about [00:14:30] where they are in the search process, what has instigated this, why are you even out looking to try to find ... You know, where they are and how much research that they've done. I think another big part of this process is ... Why I feel it's so important on this empathy is talking with families and prospects, is to gain information. Not only to see where they are in the process, if they're a good fit, [00:15:00] but you can also get good follow up information.  I'll be honest, a pet peeve of mine is when I'm trying to buy something. Taking my time and looking at different people, different companies, and you get the inevitable email. Like, "Hey, I'm just circling back with you." Or, "Are you ready to buy yet?" That's one thing that when I get to coach Sales [00:15:30] Professionals, it's very important to have these front end conversations. Because you find out what are some of the interests, what's going on in the lives of the prospects of family members. Because, when you reach out to them in follow up, if you're communicating even with the family member ... If they are into gardening, maybe you start off with, "All this rain we've been having has probably been good for your garden." Or [00:16:00] if you know that the prospect has been maybe in and out of the hospital, you can ask about their condition, how they're doing, are they back home ... It just gives you a lot more ammunition to have, what I would call, thoughtful follow up and try to build the true relationship. Marty Ramseck:               Yeah, I think another important point is, really understanding what their needs are and what they're going through. It could be a person who just lost [00:16:30] a partner after 60 years of marriage and there's a pretty lot of depression there. What do we do to get that person back to living a quality of life again. All those things play a huge role. So understanding needs in this Sale is hugely important. That's why I think questioning skills, those empathy skills are huge. Because, I need to know what their needs are, I need to know what their running into so I can adapt my [00:17:00] presentation to their needs and what's important to them. Not just do a generic type of presentation of my community or my Home Care company. But really adapting to their needs and what's important to them. Roy Barker:                        Right. A thought that just occurred to me was, we think of performing a Predictive Index on maybe the Sales and the Marketing Manager of a community so we understand [00:17:30] more about them. But does this work the other way, too? Is this good to maybe have the Regional Managers, or the National Sales Managers, or upstream? Have them to complete the PI, as well. So not only do they know how to communicate with their subordinates, but the subordinates may learn about how to communicate and what their [00:18:00] managers are needing, as well. Marty Ramseck:               Yeah, that's a great point to rise. Anybody in the organization has an opportunity to complete the Predictive Index is ... all it does is help them understand that person better, how to motivate with them, and how to communicate. So, Predictive Index, it's a great tool if I'm the manager. I can understand, number one, am I making the right hire based upon their PI. But once their onboard, am I managing them, or am I coaching them, or [00:18:30] am I communicating with them effectively. But at the same time, being transparent. If I'm the manager and my people know my PI, they know how to best communicate with me, how to best interact with me. It's also great for peers. How to best work with somebody, how to best communicate with them. Some people are more voice communication, some people more texting, so how do we best communicate with each other. It really takes out why somebody [00:19:00] acts the way they do. Have you ever been in a work relationship where you're frustrated and you say, why does this person act the way they do. Well, PI lets you know that, PI lets you know why people act the way they do.  Knowing that behavior is hardwired in you. Kind of like your eye color, it's kind of given to you. Like, how tall you are, it's kind of ... Those things you really can't change. Behaviorally, we really can't change our behavior. We can adapt, we can kind of ... When we [00:19:30] understand ourselves, we can adapt our behavior, but we really can't change it. Knowing that, how do we best work together and bring out each others strengths to create a better team. Not try to change somebody or just be frustrated with somebody on how they act the way they do. Roy Barker:                        Yeah. I think it's good to emphasize that while we've talked a lot about the hiring process and using the Predictive Index during that. It's also important for existing teams because [00:20:00] I think it would not only help the communication, but it might also help in you to sharpen that communication in both directions. Marty Ramseck:               Exactly right, exactly right. Again, playing to each others strengths. Lebron James is a great basketball player, but he's probably not a great Scientist. Or Einstein is a great Scientist, but probably was not a great basketball player. It doesn't make them bad, it just understands [00:20:30] what strengths you bring to the party and let's just play on those strengths to create the best team possible. Roy Barker:                        That's correct, correct. That's all we're trying to do. Not to get anybody ... put anybody in a bad light or in a bad way. But this is just a tool that can benefit not only management, but also the sales teams. As we talk this through further, I would assume that [00:21:00] it would probably be good to get the whole community onboard. At least the Administration, with like the Executive Director, the Director of Nursing, also the Sales Team because they all have to interact with each other daily. So this would help them communicate at the community level very well with each other. Then, there's just so many moving parts [00:21:30] with people moving in, people moving out. Just all the fires that come up during the day of a ... The day in the life of a Senior Living community. Marty Ramseck:               What it really is, Roy, it's a best sent ... Think about what is your most ... In Senior Living, what is your most important thing that you have? That's your people, right. If you have great people, you're gonna be successful. If you have [00:22:00] great care givers, you're gonna be successful. If you have great nurses, you're gonna be successful. You gotta have a great Sales team to be successful and a great Executive Director. Predictive Index helps you predict that, so it's really an investment in your most important that you have, your people. Making sure that you're making your people decisions correctly. Building a better job with making sure you get the right people on the bus. But secondarily, making sure that once they're on the bus that I'm engaging them, I'm motivating them, that they're [00:22:30] bringing their best. They do what they do best every day to create a different experience and great experience for people living in your community or the people who are working with Home Care from that standpoint. So, it's a tool to really make sure that you're getting the best people on the bus. That they're what your community needs are behaviorally. Then once they're on, I'm doing a great job in terms of engaging them and working with them. I think that Gallop did a survey a few years ago that seven out of ten American workers are not engaged, in terms of [00:23:00] what they're doing. They're not engaged in what they're doing on a daily basis. [inaudible 00:23:05] helps with better engagement. Helps you understand what that person's gonna bring behaviorally to your company. Then from there, how can I best engage with them to let them do what they do best every day. When you do that, you're gonna have more of an engaged employee and at the end of the day, you get better results. Roy Barker:                        Yeah. That statistic that you quoted, it's unbelievable that we have [00:23:30] employees walking around like zombies and companies that aren't engaged. That also relates to the ... about the same number are passively seeking other jobs. They may not be actively looking every day, but if someone approached them with another offer, they would be willing to listen. So here again, that relates back to the employee retention and how important it is to hang on to [00:24:00] our best players. So, we talked a little bit about how it would help teams communicate and managers communicate, both up and down the line. But let's say, I could put on my best suit, comb my hair, brush my teeth. Come in and sit down in front of the Hiring Manager and for 30 or 45 minutes, I can talk a good game. [00:24:30] I can really have a good attitude, "I love Seniors, I love Selling, I love getting on the phone making cold calls, or following up." I could say all the right things but I'm not that person. So can Predictive Index kind of help not only weed out those skills, but also the attitude. That's the one thing [00:25:00] that I talk a little bit about, as well. That when you hire, you really want to hire for attitude because you can teach a lot of skills. The other part of that is attitude is like a virus. You have to look at people and think, do I want other people catching this attitude. So, will the PI help on the attitude. Marty Ramseck:               It won't be as much [00:25:30] attitude as much as some of the other examples you used, Roy. In terms of empathy, in terms of follow up, that type of thing. Attitude a lot of times is more, we choose our attitude every day. We choose to get up and be positive today. Or we choose to get up and be negative today. Those are more choices. But the one thing where we go back to attitude is, if I'm doing what I do best every day, I'm gonna be more excited about my job. So, to your point about when a person comes in to interview. [00:26:00] If I have their Predictive Index in front of me, I understand behaviorally how they are hardwired, which allows me to ask behavioral based questions to see if they've actually done these behaviors that we're looking for in the past or can he do those. If it's follow up on, I'm asking questions of give me examples of when you had a follow up system, and your follow up system that you've used in previous opportunities that you had in career. Or if [00:26:30] we need strong closing skills, give me examples of how you close an indecisive client or prospect. So when we have a Predictive Index, I can behaviorally interview somebody to really see if I could pull off the behaviors that we're actually giving that person. Versus, a person telling me everything that they can do. [inaudible 00:26:53] Predictive Index will kind of make you see if the person can really walk the talk. Roy Barker:                        Okay. [00:27:00] Then, if you don't mind sharing just about how many of the PIs have been completed. I think from our talk the other day, that not only in general but probably for the Senior Living industry, y'all have a very good baseline for the different positions. So when somebody does, in the hiring process, somebody does take the PI, y'all [00:27:30] will know how they fit in with the high performers in those positions that have already taken the PI, correct? Marty Ramseck:               Yeah. We work with a lot of Assisted Living companies. A lot of Home Care companies are our clients, so we have kind of a baseline of the different positions of what PI they would be looking for, for different positions. But again, we want to treat every company individualistic. So what we do is kind of [00:28:00] a couple step process. Number one is, with PI we have what we call a job assessment, which is the people that are in the hiring of that particular position ... We usually recommend three to five people that have skin in the game for that hire. Fill out a job assessment, which is really going in and checking off the behaviors they think that they need for that role. From that, PI always gives a pattern, in terms of what we're looking for. So that would give us a pattern from what the hiring managers think that they're [00:28:30] looking for. Then, if they have top producers, we would go in and do a talent analytic on their top producers and find out what their top producers PI look like, in terms of the behaviors they're bringing. Then, we would compare that job assessment that people filled out with their top producers to look from consistencies. From there, agree on this is the behaviors that we're looking for a Sales person in that community, for a nurse in that community, for an Executive Director. We'd agree on it. Just like you'd [00:29:00] agree on educational requirements, just like you'd agree on skill requirements. Value requirements, in terms of ethics and honesty. Now you want to agree on what behaviors you're looking for each role for that particular company for each role that you have there. Based upon doing the job assessment, and looking at your top performers, and looking for consistencies to get a better target. In terms of who you want to hire for that role and get it right. Roy Barker:                        Okay. Well, Marty, [00:29:30] we've covered a lot of ground today. I certainly do appreciate you taking time out of your day to come back and talk more Senior Living and Sales focus. Is there anything else that you'd like the audience to know about the PI? Or how the Predictive Index can help them and their teams before we go? Marty Ramseck:               Yeah. The only thing I would say is, I think in Senior Living in my experience is, where people make a lot of mistakes is they just [00:30:00] hire other people's problems. There's a lot of turnover in the industry and people kind of bounce around from company to company. My experience has always been, I can teach ... especially, in Sales. I can teach somebody how to sell. Selling is a skill set, it takes some hard work to be really, really good at it, but I could teach somebody how to sell. My thought process is if I can get the behavior right. If I've got the right behavior, and the right attitude, and right ethics. [00:30:30] If I've got that, passion for Seniors, and I've got the right behavior, I was gonna be successful. I have a loyalty with that person, because I'm teaching them how to sell. So my recommendations to you is, not get in that game where you're just hiring other people's problems and people that are kind of bouncing around. But really get talent by hiring the right behaviors and teaching them how to sell, teach them how to do the job. Then I think you'll find a lot of success that way and have a lot of loyalty, [00:31:00] also, when it comes to that. Roy Barker:                        Yeah. I think that's a very good point. Sometimes, we rely on a box that's checked that, I worked for X, Y, Z Senior Living, so it looks like I have experience. But like you said, maybe I was just somebody else's trouble. Where the PI, the Predictive Index will help us get to the bottom of their skill set. Then, we can teach them the nuances of the Senior [00:31:30] Living industry that they need to know. Marty Ramseck:               Yeah. My thing, Roy, is if I'm a top producer, I've all this equity built with my company. So they're paying me fairly, I'm getting treated fairly, why would I ever want to leave? I have all the equity built in with this particular company. So generally, [inaudible 00:31:48] people leaving, they're generally leaving because they're not performing where they should be if they're ... The only time I look at a top performer is if they're not being paid fairly or treated fairly. That's the only time I look at them. But in [00:32:00] most cases, people are leaving because they're not cutting it with that company. That's why I would hire somebody ... Get the behaviors right, teach them how to sell. Then you'll not only have a great Salesperson, but they'll [inaudible 00:32:12] very loyal to you because you're the one that gave them the opportunity, you're the one that taught them how to sell. Roy Barker:                        Right, right. All good points. Well, Marty, if you could tell the audience how that they could get a hold of you to get more information on the Predictive Index. Marty Ramseck:               Yeah. If you wanted to ... [00:32:30] my email is mramseck@pimidlantic.com. Or my telephone number is 949-545-8121. You can reach out either way to me or connect with me on LinkedIn. If you do that, I'd be more than happy to have you complete a Predictive Index, if you haven't completed one.                                              It's $200.00 value, but for listening to the Podcast and connecting with me, I would that for no charge for [00:33:00] you and have you take it. It takes about six minutes, then in about 10 / 15 minutes, we'd be going over your results and seeing how it could help you and / or your organization. Roy Barker:                        Okay, great, Marty. Thanks for making that offer to the audience. I will also include your contact information in the show notes. Again, we want to thank Marty for being our guest today. Thanks, audience, for listening to the Senior Living Sales and Marketing Podcast. Don't forget to download [00:33:30] and rate our program. It will help others find us easier. Remember, you can find us on iTunes, Stitcher, and Google Play. The website is www.seniorlivingsalesandmarketing.com. You can sign up for a newsletter to stay up with the latest Podcast whenever we put them out. Thanks again for listening and until next time, wish you the most success in your business endeavors.    

Sunrise Senior Living will pay more than £2m after the Competition and Markets Authority stepped in. Read more >> https://ift.tt/2KMzuH9

Good nutrition is a key component of a healthy lifestyle, especially as we age. In this episode, we're joined by senior nutrition experts Tim Whelan, VP of Dining, and Caitlin Rogers, national director of Dining and Nutrition services. They explain how nutrition and dietary needs change as we age, why it's necessary to have variety as part of a healthy diet, and the importance of hydration. We're also re-joined by Rita Altman, SVP of Memory Care & Program Services at Sunrise Senior Living, who shares her take on brain-healthy foods. Head over to SunriseBlog.com to see show notes, including direct links to resources you've heard today.

Cooper Linton, Nicole Bruno, and Jason Kong discuss assisted living with English Edwards of Sunrise Senior Living (www.sunriseseniorliving.com). Cooper and Nicole also explain the origin of both Transitions LifeCare and Transitions GuidingLights, as well as the many services they provide.

Cooper Linton, Nicole Bruno, and Jason Kong discuss assisted living with English Edwards of Sunrise Senior Living (www.sunriseseniorliving.com). Cooper and Nicole also explain the origin of both Transitions LifeCare and Transitions GuidingLights, as well as the many services they provide.

In this inaugural episode of The Senior Caregiver, we are joined by Rita Altman, senior vice president of Memory Care & Program Services at Sunrise Senior Living. As a caregiver to someone with memory loss, you might be curious about the different stages of Alzheimer's and what to expect. We'll cover that, including tips for how you can remain meaningfully engaged with your loved one by using verbal and non-verbal communication techniques, based on the Validation Method. The theme for this episode? Don't give up. Head over to SunriseBlog.com to see show notes, including direct links to resources you've heard today.

Listen NowThis past July CMS announced a proposed demonstration that would either reduce or increase a Medicare home health agency's reimbursement based on quality performance.   With a rapidly aging and growing Medicare population home health utilization and costs have risen significantly over the past decade.  Per MedPAC, between 2000 and 2012 total Medicare home health spending increased 64 percent.  However, home health agency quality performance has been limited.  For example, again per MedPAC, less than half of all Medicare home health patients in 2013 showed improvement in medication management and only 65 percent showed improvement in pain management.    During this 22 minute discussion Ms. Mason explains the several, if not numerous reasons, why CMS announced this demonstration, how it will work, e.g., how quality will be measured or what quality metrics will be used, what are the specific financial incentives, in what states the demo will be conducted, when it will begin and for how long, and what are some of the perceived pros and cons of the demonstration as proposed.   Sherill Mason is currently Principal, Mason Advisers, where she provides strategic planning, program development and operations analysis for post acute care providers including senior living and nursing home facilities, home health, hospice, long term acute care hospitals, in patient rehabilitation facilities, and long term care pharmacy.  Previously, Sherill she served as a Vice Presient to the Marwood Group, a healthcare industry consultant, as Senior Vice President at Sunrise Senior Living and as a Director at KPMG.   Among other current professional activities Sherill currently is a Guest Lecturer at the University of Pennsylvania School of Nursing.  She received her RN diploma and training at the Englewood Hospital School Nursing and a BA in American Studies from Eckerd College.  For information regarding CMS's proposed value-based home health demonstration go to: https://www.cms.gov/center/provider-Type/home-Health-Agency-HHA-Center.html This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.thehealthcarepolicypodcast.com

  Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. In this episode we will address how God used near death experiences and second chances to bring about incredible Kingdom Work. God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management. Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you through email after the show contact@kingdomworkforchrist.com. More on Emma can be found at www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist. A very special thanks to Rooted Deep for their song Give Him Praise, our opening song! Check them out at www.rootedeepmusic.com.

Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. A very special thanks to Rooted Deep for their song Give Him Praise, our opening song! Check them out at www.rootedeepmusic.com. In this episode we will explore if Kingdom Work for Christ can happen through disagreements with Christ-believing and non-believing brethren and what tools the Bible provides in this situation. God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management.Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you contact@kingdomworkforchrist.com, www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist.

Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. In this episode we will continue to explore how Kingdom Work for Christ includes slowing down for a Spiritual tune-up and times when God works on getting us prepared as His Vessels through Vessel Work. We will also discuss practical tools, resources and life application. God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management. Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you through email after the show contact@kingdomworkforchrist.com. More on Emma can be found at www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist.   

Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. In this episode we will address how the Bible addresses illness and how God can use it to manifest and implement His Will in and through a person’s life. God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management. Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you through email after the show contact@kingdomworkforchrist.com. More on Emma can be found at www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist. A very special thanks to Rooted Deep for their song Give Him Praise, our opening song! Check them out at www.rootedeepmusic.com.

Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. In this episode we will present personal examples about how Jesus’ Approach to Grief rendered or could have rendered Kingdom Work for Christ through grief today. God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management. Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you through email after the show contact@kingdomworkforchrist.com. More on Emma can be found at www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist. A very special thanks to Rooted Deep for their song Give Him Praise, our opening song! Check them out at www.rootedeepmusic.com. 

Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. In this episode we will explore if Kingdom Work for Christ can happen through grief and how Jesus approaches this. God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management. Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you through email after the show contact@kingdomworkforchrist.com. More on Emma can be found at www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist. A very special thanks to Rooted Deep for their song Give Him Praise, our opening song! Check them out at www.rootedeepmusic.com. 

Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. In this episode we will explore what happens when God’s Workplace becomes our workplace. God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management. Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you through email after the show contact@kingdomworkforchrist.com. More on Emma can be found at www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist. A very special thanks to Jeff and Leah Rybak and Rooted Deep Music for Give Him Praise, our opening song. Please visit them at www.rooteddeepmusic.com. 

Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. In this episode we will continue to explore how Kingdom Work for Christ includes slowing down for a Spiritual tune-up and times when God works on getting us prepared as His Vessels through Vessel Work. We will also discuss practical tools, resources and life application. God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management. Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you through email after the show contact@kingdomworkforchrist.com. More on Emma can be found at www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist. 

Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. In this episode we will continue to explore how Kingdom Work for Christ includes slowing down for a Spiritual tune-up and times when God works on getting us prepared as His Vessels through Vessel Work. We will also discuss practical tools, resources and life application. God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management. Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you through email after the show contact@kingdomworkforchrist.com. More on Emma can be found at www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist. 

Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. In this episode we will be exploring how Kingdom Work for Christ includes slowing down for a Spiritual tune-up and times when God works on getting us prepared as His Vessels through Vessel Work . God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management. Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you through email after the show contact@kingdomworkforchrist.com. More on Emma can be found at www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist. 

Host Emma Boa-Durgammah is blessed to welcome this series’ Guest Co-Host, Diane Doumas, a Christ Follower and Kingdom Worker first. In this episode we will be exploring how gossip situations can be tied to Kingdom Work for Christ. God is currently positioning Diane as His Light and Representative in her capacity as an accomplished elder services professional and thought leader with an extensive track record of innovative management. Her expertise includes successful management of several Sunrise Senior Living communities; senior management consultant with Vantage Advisory Group; collaboration with health care professionals, social workers, regulatory agencies, and other senior services providers; leadership coaching and mentoring; development and delivery of sales and marketing strategies with senior living technology firm WellAware Systems; elder services consulting and blogging as a Certified Senior Advisor. For several years she was licensed by the Virginia Board of Health Professions as an assisted living administrator. Most notably, Diane describes herself as a very imperfect child of God who is blessed to be a wife of 32 years this October to a wonderful husband and mother of 3 terrific sons, all in their 20s. Host, Emma Boa-Durgammah would love to hear from you through email after the show contact@kingdomworkforchrist.com. More on Emma can be found at www.kingdomworkforChrist.com or www.facebook.com/kingdomworkerforChrist. 

Listen NowMedicare billing fraud is pervasive.  It's estimated at $50 to $60 billion annually or approximately 10% of all of Medicare spending.   While billing fraud is committed in numerous ways from never performed procedures to fake patient care, it's possibly no more prevalent than in home health care, an industry of 12,000 providers whom bill Medicare $18 billion annually.  For example, a 2010 DHHS Office of the Inspector General report found one in every four home health agencies had unusually high billing.   In one example, federal officials in 2012 arrested a Texas-based home health provider accusing him and his colleagues of running a $375 million home health scam.   During this 21 minute interview Sherill Mason defines home health, discusses how home health is reimbursed, how fraud or improper billing is committed via for example upcoding and over utilization, where, the prevalence of the problem, what CMS is doing to try to curb fraudulent behavior, rule making solutions and whistle blower (qui tam) suits.   Sherill Mason is currently Principal, Mason Advisors, where she provides strategic planning, program development and operations analysis for post acute care providers including senior living and nursing home facilities, home health, hospice, long term acute care hospitals, in patient rehabilitation facilities, and long term care pharmacy.  Previously, Sherill she served as a Vice Presient to the Marwood Group, a healthcare industry consultant, as Senior Vice President at Sunrise Senior Living and as a Director at KPMG.   Among other current professional activities Sherill currently is a Guest Lecturer at the University of Pennsylvania School of Nursing.  She received her RN diploma and training at the Englewood Hospital School Nursing and a BA in American Studies from Eckerd College.   This is a public episode. If you would like to discuss this with other subscribers or get access to bonus episodes, visit www.thehealthcarepolicypodcast.com

Doug Holladay is a Principal and Senior Advisor with Source Capital. In this capacity, Mr. Holladay brings 17 years of experience in private equity investing, investment banking, board service and CEO strategic advisory work for both private and publicly held companies.Mr. Holladay is also founder and chief executive officer of PathNorth, Inc. a 501 (c) 3 organization that helps business owners broaden their definitions of true success. Both BGA and Source have been supportive of this unique initiative. Mr. Holladay is a former senior officer of Goldman, Sachs & Company in New York. Prior to that, he held senior positions in both the White House and State Department where he was accorded the personal rank of Ambassador. Before joining Source, Mr. Holladay was a partner and co-founder of the middle market private equity firm, Park Avenue Equity Partners, in New York and was Chairman of the Thornton Group, LLC which made direct equity investments.Service has characterized Mr. Holladay’s life. He has served on numerous boards and Presidential Commissions including Morehouse College, Elgin Energy, Sunrise Senior Living, Inc., UNC School of Public Health, PlayPumps, ABC2, the Harvard Divinity School for Values in Public Life, and others. Mr. Holladay was also Executive Producer of the four part PBS documentary, The Question of God. Mr. Holladay holds an AB from the University of North Carolina, an MA from Princeton Theological and an MLitt. From Oxford University. He resides in Washington, DC with his wife and three boys.

Doug Holladay is a Principal and Senior Advisor with Source Capital. In this capacity, Mr. Holladay brings 17 years of experience in private equity investing, investment banking, board service and CEO strategic advisory work for both private and publicly held companies.Mr. Holladay is also founder and chief executive officer of PathNorth, Inc. a 501 (c) 3 organization that helps business owners broaden their definitions of true success. Both BGA and Source have been supportive of this unique initiative. Mr. Holladay is a former senior officer of Goldman, Sachs & Company in New York. Prior to that, he held senior positions in both the White House and State Department where he was accorded the personal rank of Ambassador. Before joining Source, Mr. Holladay was a partner and co-founder of the middle market private equity firm, Park Avenue Equity Partners, in New York and was Chairman of the Thornton Group, LLC which made direct equity investments.Service has characterized Mr. Holladay’s life. He has served on numerous boards and Presidential Commissions including Morehouse College, Elgin Energy, Sunrise Senior Living, Inc., UNC School of Public Health, PlayPumps, ABC2, the Harvard Divinity School for Values in Public Life, and others. Mr. Holladay was also Executive Producer of the four part PBS documentary, The Question of God. Mr. Holladay holds an AB from the University of North Carolina, an MA from Princeton Theological and an MLitt. From Oxford University. He resides in Washington, DC with his wife and three boys.

Please click on the POD button to listen to the latest Atlanta Business Radio  show podcast broadcasting live each Wednesday at 10am EDT from the Business Radio X studio in Atlanta, GA, USA.   Here's how to listen to the podcast of our show. First click on the title of the show you are interested in. Then there should be a player in the upper right hand corner of the screen. Now just press play and the show you chose should start playing. You can also download the show to listen on your mp3 player. We are now available on iTunes, click this link and you can find all our past shows. Press SUBSCRIBE and you will automatically get the latest show when you sync your iPod to your computer.We opened today's Senior Services Specail with Faye Vantreese with Northwestern Mutal who spoke about the importance of long term care insurance. to learn more about Faye please go to www.fayevantreese.nmfn.com or www.linkedin.com/in/fayevantreese Next up we had on Thom Corrigan MSW Geriatric Consultant with Metta Johnson and Associates who spoke about managing the unique needs of the elderly. To learn more please go to www.mettajohnson.com and www.elder-hillfirm.com Next we had on Scott Anderson with Trivest Construction. Scott spoke about aging in place. His firm helps seniors mofiy their homes so they can live at home longer. To learn more about their servies pelase go to www.trivestconstruction.com Next Jill Suranie with Sunrise Senior Living explained the benefits of assisted living communities. Sunrise is one of Atlanta's premier communities. You can learn more at www.sunriseseniorliving.com We closed the show with Chris Nuzum with Cremation Society of the South and SouthCare Funeral Homes. He expalined the grieving process and the benefits of cremation. To learnmore please go to www.cssouth.com and www.southcarefuneralhomes.com Also if you know of a business in Atlanta that we should know about please email Amy Otto at Amy @ atlantabusinessradio.com and we will try and get them on the show