• The Power of Storytelling in Sales
• A Different Approach to Senior Living Sales
• Socialization is the Key to Resident Well-being
• Building a Story Bank
• Storytelling Tactics That Work

This episode of Foresight Radio explores the concept of Value-Based Care (VBC) and why it's a hot topic in healthcare and senior living. Guest Brian Fuller, explains how VBC is shifting healthcare from a fee-for-service model to an outcome-driven approach focused on both cost and quality. He highlights that accountability is at the core of VBC, meaning organizations must take ownership of patient outcomes and financial risk.

The episode covers:

✅ VBC = Accountability – Organizations are responsible for both quality of care and cost management.

✅ Three Core Models of VBC:

1️⃣ ACOs – Full accountability for a patient population.

2️⃣ Episodes of Care – Managing costs within a set timeframe.

3️⃣ SNPs – Specialized Medicare Advantage plans for high-need groups.

✅ Why is VBC a Hot Topic Now?

1. The aging population is moving into higher-risk categories (75+ and 85+).

2. Healthcare costs are growing at an unsustainable rate.

3. VBC is the only bipartisan-backed solution to improve care and reduce costs.

✅ Senior Living’s Role in VBC

1. Senior living is shifting from hospitality to healthcare.

2. Residents expect integrated, whole-person care.

3. Providers must start engaging in VBC strategies now to stay relevant.

✅ Getting Started with VBC

1. Understand your market and unique opportunities.

2. Invest in data, analytics, and care models.

3. Plan for scalability and long-term success.

4.  

Is your organization ready to embrace Value-Based Care?

• Personalized menus tailored to resident preferences
• Tech that empowers both staff and residents
• Ethical sourcing & farm-to-table dining
• Employee ownership that drives engagement

1. Commitment and Retention Stem from Three Key Factors
   • Employees are most engaged when they have an ideal job, are doing meaningful work, and have a great boss who supports them.
2. Companies Must Shift from Hiring the Best People to Creating the Best Jobs
   • The traditional model of “filling a role” is outdated. Employers must structure roles that align with employees’ evolving needs.
3. Workplace Culture is Not a Pizza Party
   • Culture is not defined by occasional perks but by consistent, repeated actions that reflect a company's values and commitment to employees.
4. Turnover Has Hidden Costs That Leaders Often Ignore
   • Burnout, lost productivity, and training new hires cost far more than simply improving pay, workload, and flexibility.
5. A Simple Conversation Can Save an Employee from Leaving
   • Leaders should proactively check in with employees, using structured conversations to assess what they need to stay engaged.
6. Gen Z and Millennials Demand More—and That’s a Good Thing
   • Unlike past generations, younger employees won’t tolerate toxic work environments. Businesses that adapt to their needs will thrive in retention and performance.

• Resident and Family-Centered Approach:
• Jaybird Senior Living focuses on building trust and comfort for families, ensuring transparency, consistent care, and communication.
• The organization acknowledges that family members often act as decision-makers and works to engage them effectively.
• Commitment to the Middle Market:
• Jaybird strategically operates in rural and underserved areas by leveraging clusters of properties to share resources and reduce costs.
• They balance affordability with quality by maintaining efficient staffing and tailoring services to specific community needs.
• Innovative Wellness Programs:
• Jaybird’s Ascend Wellness Program promotes the Six Dimensions of Wellness for residents in assisted and independent living.
• Team members are also encouraged to embrace wellness, with tools and initiatives designed to enhance their physical, emotional, and social health.
• Technology-Driven Solutions:
• Jaybird is implementing tools like TSO Life to enhance resident engagement and facilitate personalized connections between residents.
• Programs like a nurse triage system allow nurses to fully disconnect during off-hours, improving work-life balance and reducing turnover.
• Rethinking Activities and Purposeful Living:
• Justin emphasized shifting away from outdated, generic programming toward purpose-driven, meaningful activities tailored to individual residents.
• He challenges leaders to reassess the value of current activities and to consider whether they would enjoy participating themselves.
• Effective Crisis Management:
• A story of a resident intervening during a crisis (a man with a chainsaw entering the facility) highlighted the resilience and courage found in senior living communities, as well as the importance of having a strong, responsive support system in place.
• Challenges and Opportunities in Staffing:
• Recruiting and retaining skilled employees in rural areas remains a challenge, but Jaybird aims to be the employer of choice in these communities.
• Shared staffing models across nearby properties provide flexibility and learning opportunities for team members.
• Leadership’s Role in Building Trust:
• Justin’s personal involvement, like sitting with concerned family members, exemplifies the importance of empathy and listening in creating positive resident and family experiences.

Laurie Orlov, Founder of the Aging and Health Technology Watch, joins Steve Moran to discuss their recently released comprehensive report on how AI is being used in Senior Living. They'll be talking about her exciting findings!

In this episode of Foresight 5, Steve Moran and Dennis McIntee dive into crucial leadership strategies for senior living professionals. The conversation explores the importance of creating great experiences for residents, team members, and families, along with the challenges posed by regulations, feedback culture, and fostering collaboration.

Top Takeaways:

1. Feedback as Information: Feedback is not personal—it's information about someone's perspective. Leaders must focus on fostering emotionally mature teams that can handle and grow from constructive feedback.

2. Ownership Culture: Excuses hinder progress. Leaders should ask reflective questions to help team members see, own, and address problems.

3. Regulation as Opportunity: Instead of using regulations as excuses, adopt a mindset of "How can we still achieve great results within these boundaries?"

4. Process Over Vision: Mission and vision are important but don't overshadow the day-to-day processes and habits that drive real change.

5. Reframing Niceness: Being "nice" in leadership shouldn't come at the cost of excellence. Focus on serving residents and families through hiring and retaining top talent.

6. Self-Directed Teams: Empowering teams to take ownership creates better experiences for everyone involved, fostering a stronger organizational culture.