Value focussed care...

Shared Values

Shared Values

Leon Smith, Chief Executive – Nightingale, outlines the positive impact providing values focussed care can have to a person living with dementia. He also explains what a difference having shared values and an inclusive culture can make to delivering excellent dementia care.

The Challenge

Creating a positive value focussed care environment is easy rhetoric but much more difficult to put into practice. The process starts at the beginning of the employee journey; value based recruitment is as important as skills and knowledge in the recruitment process. Introducing people who do not have the same values can change the environment and create uncertainty for the person living with dementia.

What was the difference we made

By creating a positive inclusive culture with shared values Nightingale have created an environment were people live happy and fulfilled lives. Staff have higher satisfaction and fulfilment levels.

What we did

Leon explains:

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to create a positive culture and maintain the positive culture at Nightingale we focused on value based recruitment and comprehensive induction. We have developed a clear set of values that all staff need to understand and sign up to and ensure that they are put into practice through their behaviours on a day to day basis."

Leon explains that he knew they had got the recruitment process right and the value focussed care was being strengthened. A specific example of this is the care and support an older man with dementia receives:

Mr John likes to take the lead and be in charge which links back to his previous working life. This is especially apparent when staff are having meetings, or going about their duties. However when Mr John talks to staff his words are jumbled, but it is clear he is giving polite but strict orders.

The staff could easily still complete their job requirements of caring for him if they led him out of the room during their meetings, or helped him dress in the usual manner. Instead staff understand from Mr John’s tone he is clearly assigning them duties. Staff are happy to say “yes sir” or “ok sir”. It is clear that Mr John is very satisfied with himself, as though his ‘job is done’ and ‘his’ staff have obeyed him. But to enhance well-being, the staff - through subtle role play - fulfil the resident’s psychological needs of identity and occupation. This maintains his quality of life, a preservation of personhood - far beyond simple ‘quality of care.

How we did it

We take our lead from the people we provide care and support to. We always find out as much as we can about the persons life and respond to the behaviour that they display. In short, they take the lead; we follow and provide the care and support that meets the individuals’ needs. This is enshrined in our values and all our staff are fully signed up to working in this way. We recruit for values, skills and knowledge.