Being the Best You Can Be

    The highest level on Maslow’s hierarchy is the need for self-actualization.  Self-actualization means to reach your highest potential and “be the best that you can be”.  Personally, I feel I am working at this level when I am making a difference for others and giving of myself openly and wholeheartedly.    Being a leader, helping staff to learn, grow, and become better people is motivating for me. This gives me energy and passion.

    When you search you own heart, what motivates you?  If you are a nurse leader in long term care, my guess is your mission is to help others.  Sometimes days get long and the stress can be high.  But when you realize the difference you  make, it's all worth it. We all have a chance to write our stories every day.  What will you write today?  Natasha Bedingfield says “live your life with arms wide open, …today your book begins, the rest is still unwritten."

Creating Shining Stars

        The highest levels of self-development according to Maslow’s hierarchy include the need for self-esteem and self-actualization.   This week we will look at the fourth level of the hierarchy which is the need for self- esteem.  This means to feel respected and valued by others.    We can help our staff develop self-esteem and become shining stars by offering opportunities for growth and recognizing outstanding performance. 

      A learning community offers educational opportunities through facility education programs, supporting staff to further their education, and by offering financial assistance such as tuition reimbursement or scholarships. Another way to support staff in their development is to allow them to take increased levels of responsibility.  Allow staff with special expertise to participate on committees and give in-services.  It is true that you develop an even greater level of knowledge when you are called upon to teach on a topic.  This will not only create a shining star, but will also make your job as a manager easier.  Ask staff for ideas to improve the work environment and include them in quality assurance plans.
     Recognizing outstanding performance helps build self-esteem.  Give compliments to staff on a daily basis.  At one workplace they use a thank you board for staff to give thanks and compliments to each other.  Employee of the year or month programs and certificates for outstanding performance are other ways to build self-esteem.  I like to send a text message to a staff member, letting them know that I noticed something outstanding they did that day.  One of the greatest joys of being a leader is seeing individuals develop confidence, self-esteem and truly “shine”.

Belonging

     The third level of Maslow’s hierarchy is the need for belonging.  Everyone needs to feel that they belong to a group.  People need the support of friends and family in both their personal and work lives.   Staff celebrations, newsletters, and parties are an important part of creating an environment where people feel they belong.  We recently had a words with friends tournament at my work place in which any staff member could participate.  Staff were placed in a double elimination tournament.  This simple idea created a lot of camaraderie among the staff.  Other ideas to build a sense of belonging include bowling leagues, softball teams, cook outs, carry ins, holiday parties, talent contests.  Working together for fundraisers and participating in an Alzheimer’s or Breast Cancer walk promotes a sense of belonging and helps others.  Promoting teamwork and supporting friendships at work are important ways for individuals to build community and feel a sense of belonging.

The Basic Needs

     Last week, we discussed the lowest level of Maslow’s Hierarchy of needs. The next level is the need for safety and security.  The first two levels of the hierarchy are considered the basic needs.  Individuals do not become motivated by higher level needs until their basic needs are met.  Staff in long term care often have difficulty having basic needs met.  I have seen staff struggle with health care needs of their families, finances, and security.  One problem such as a sick child can lead to a call off which then snowballs to not having enough in the paycheck to pay for gas or rent.  Calling off also creates the problem of job security

     Often staff cannot afford insurance to meet their health care needs.  When someone in the family is sick the emergency room is utilized.  Preventative care is not used.  This can contribute to attendance problems.  Staff members also need to feel they have some measure of job security.  When people are in fear of losing their job, they cannot move up to the higher levels of motivation.  Ways we can support the staff in meeting these needs include financial planning classes, employee assistance programs, low cost insurance plans or health care provided at the facility, free flu vaccines, and supportive supervision.  Once the basic needs are meet, individuals can begin to focus on personal growth and fulfillment.