This document discusses culture change in care facilities from a person-centered perspective. It begins by defining culture and culture change, emphasizing respect for residents, staff, and families. The bulk of the document aims to debunk common myths about culture change. For each myth, the reality is presented based on research and expert opinions. Key realities include that culture change focuses on attitude, kindness and respect rather than costs; it applies to all types of care facilities; and positive results can be seen within months rather than years. The document advocates for culture change models tailored to individual facilities and emphasizes small initial changes can spark larger shifts in care practices.

1. CULTURE CHANGE:
THE ART OF ACCEPTING THAT 1 + 1 DOES NOT ALWAYS EQUAL 2!
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Mary Ann Johnson, MA, Program Director
The Alzheimer’s Association Greater Richmond Chapter
Bonnie M. Cauthorn, IIDA
Design Source

2. Goals and Objectives
Define culture change
State the reality and debunk the myths
List steps to begin to make the effective change
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3. Why Culture Change?
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4. Number of Americans 65 or older (in millions)
100
90 90
80
70
60
72
50
40 50
30
20
10
0
2020 2030 2045
Three million of today’s babyboomers will reach age 100.
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5. 65 years
9 out of 10 will deal with
at least one chronic health condition
Projected Population Change in the US
(by age): 2000-2050
percentage
389%
114%
46% 32% 26% 49%
..0-4 ..5-19 ..20-44 ..45-64 ..65-84 ..85+
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6. By 2050, someone
will develop AD every
33 seconds.
By 2010, there will be
almost a half million
Every 70 seconds NEW cases of AD a
someone develops year, and by 2050,
AD there will be almost a
million cases each
year.
10 million baby
CALL The number of
persons with Young
boomers will develop
AD
TO onset AD (under 65)
is growing
ACTION
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7. What is culture?
collective beliefs that, in turn, shape
behavior.
based in part on experiences of the
geographic location and culture that a
person lives in and the social encounters
that a person has with others.
based on a foundation of historical
continuity.
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8. What is CULTURE CHANGE?
The new “buzz” word in aging services
A common name for the transformation of services,
based on person-directed and person-centered
values and practices.
Focuses on the social and cultural decision factors
and the way in which these interrelate with
elements such as access to and availability of
information or financial options or incentives facing
individuals to drive behavior.
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9. Culture change is……..
…the focus on
respecting the
differences in
…the way in …the manner
each person
which services in which
and provides a
are provided services are
culturally
that are offered
sensitive
centered in determined by
environment of
person residents, staff
care for both
directed care. and families.
employees
and the
residents.
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10. The 8 Myths of Culture Change
• Culture change = change in program for providing quality care to
MYTH 1:
residents in communities.
• The goal of culture change is to move from the current medical model to
MYTH 2:
the social model.
MYTH 3: • Culture change and patient centered care is too costly.
MYTH 4: • Culture change applies only to long term care skilled nursing
communities.
MYTH 5: • Patient centered care is the job of nurses.
MYTH 6: • The administrator or executive director need to be “on board” before
these principles are initiated.
MYTH 7: • It takes several years before the value of culture change can be seen and
evaluated.
MYTH 8: • One specific model of culture change fits all.
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11. Myth #1
MYTH:
Culture change is a change in
program for providing quality
care to residents in
communities.
REALITY:
• Culture change is a process by which
change occurs in the way care is
provided.
• Culture change focuses on respect for
staff, residents, and their families.
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12. Myth #2
MYTH:
The goal of culture change is to
move fully from the current
medical model to the social
model.
REALITY:
• Culture change promotes the person centered
care model and is more holistic in nature.
• The goal is quality medical care and quality of life.
-- David Farrell, MSW, LNHA, Director, Care Contium
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13. Myth #3
MYTH:
Culture change and patient centered
care is too costly.
REALITY:
• “Culture change is about attitude, kindness, respect, compassion
and empathy, all of which are free.”
• “Providing this type of care does not require hiring more staff but
rather optimizing the interactions between residents, families and
staff on all levels.”
• Research shows that involving the staff, residents and families
in the care actually takes less time and provides better quality
care. (Cornelia Beck) --2008 by Planetree and Picker Institute.
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14. Myth #4
MYTH:
Culture change applies only to
long term care skilled nursing
communities.
REALITY:
• Culture change can occur wherever there is a
community of people.
• Culture change is needed in all aspects of care, for
both long term and short term care residents, in both
skilled nursing and health care communities as well
as assisted living communities.
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15. Myth #5
MYTH:
Patient centered care is the job of nurses.
REALITY:
• Patient centered care is the job of
all staff and involves all levels of
staff, including administration.
• Families and the resident should
also be a part of this process.
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16. Myth #6
MYTH:
One specific model of
culture change fits all.
REALITY:
• Just as everyone who has a dementia disease is an
individual, so are the residential communities.
• There are many different culture change models.: LEAP,
Eden Alternative, HATCH. All have good points and
similar principles.
• Organizational change should consider the principles of
each model and design it to fit the individual community.
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17. Myth #7
MYTH:
It takes several years before the value of
culture change can be seen and evaluated.
REALITY:
• Positive results are seen within the
first 6 months.
• The longer the principles are in
place and used by the community,
the greater the value will be.
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18. Myth #8
MYTH:
The administrator or executive director
need to be “on board” before these
principles are initiated.
REALITY:
• Change can be difficult for all staff members but it
only takes a few leaders on staff as role models,
showing courtesy, respect and developing care
plans to fit individual needs to spark a change,
• Often it takes time for administrators to see the shift
in care. --David Farrell, MSW, LNHA, Director, Care
Continuum
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19. “Change does not necessarily
bring improvement. But there
can be no improvement
without change.”
“The 21st Century Hospital Innovative Care for Older People Conference 20-21”,
2/03, A Consumer Perspective- Nancy Pierce
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20. Questions? Call……
800-272-3900
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21. Resources
• Patient Centered Care, Improvement Guide, 2008, Planetree and Picker
Institute, www.pickerinstitute.org
• Myths and Misconceptions of Culture Change, David Farrell, MSW, LNHA,
Director, Care Continuum, www.ccerap.org
• Pioneer Network web site, www.pioneernetwork.net
• www.culturechangega.org
This program was compiled by Mary Ann Johnson, MA.
Program Director, Alzheimer’s Association Greater
Richmond Chapter. Program may be used only with
permission from the Alzheimer’s Association, Greater
Richmond.
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