Post on 19-Aug-2020
Modern Workforce
Paul Johnson – Chief Opportunity Officer
Our challenges
Our customers
- Greater numbers
- More educated
- More demanding
- Shopping around for service
- Tech savvy
- Person-centred care expected
- Seek authenticity
Our workforce
- More mobile
- More educated
- More demanding
- Shopping around for employers
- Tech savvy
- Person-centred work expected
- Purpose driven
BallyCara:
Gaelic for Village
of Friends
“Inspiring Healthy &
Happy Living”
1. Embrace each individual to genuinely understand them
2. Enhanceindependence and community engagement
3. Inspire each person to Prosper with real happiness.
SONA Ethos
‘Facilitating active ageing in residential aged care: Strategies, opportunities and future directions’(Evonne Miller, Laurie Buys & Nicole Devlin). Three Year Semi-Longitudinal Qualitative Research
Statistics: 2012: People entering aged care had 53% incidence of depressive symptoms, up to 73% in people with high care needs. SONA Ethos reduced to 18.2%
Research: QUT ARC Project (2013-16) &
Happiness Research
SONA FIT Tool
SONA: A Positive Psychology Approach
• Assessment of FIT:
1. Future
2. Identity
3. Thinking
• Sets goals
• Programs for individual
adventures, interests,
passions, purpose,
participation
• SONA Events created
PARTICIPATION“provide education
and learning opportunities;
recognise and enable participation in
formal and informal work; encourage full
participation in community life”
(WHO, 2002, p51-52)
Applying the WHO “Active Ageing”
Conceptual Framework to Aged Care
HEALTH“encompasses all aspects of
physical, mental and social
wellbeing, as expressed in the WHO definition
of health” (WHO,2002,
p47-51)
SECURITY“ensure the
protection, safety and dignity of older
people by addressing the social, financial
and physical security rights and needs of people as
they age” (WHO,2002,p52)
ACTIVE AGEING “the process of optimizing opportunities
for health, participation and securityin order to enhance quality of life
as people age” WHO – 2002
SONA for our people
1. How we support
performance and
potential
2. Embracing our passions
and purpose
3. Building a SONA
organisation
The RICH Review
• Our approach to driving performance
• Supporting RICH Conversations
– Reflection, Insight, Creativity, Happiness
• 12 month review cycle
• Making responsibilities and accountabilities clearer
• Standardising and updating PDs across the
organisation
RICH CYCLE
Building the SONA organisation
Specialist Services
Specialist LeadershipExecutive
Managers
Service delivery &
customer facing teams
CEO
Customers and community
Building the SONA organisation
Specialist Services
Specialist LeadershipExecutive
Managers
Service delivery &
customer facing teams
CEO
Customers and community
Specialist Leadership
Customer Leadership
Customer Facing (Service Delivery)
Building the SONA organisation
Executive
Our customers and community
Empowering leadership and customer excellence
Specialist Services
Building the SONA organisation
Empowering leadership and customer excellence
Specialist Services
Specialist Leadership
Customer Leadership
Customer Facing (Service Delivery)
Executive
Our customers and community
Specialist Services
Specialist Leadership
Customer Leadership
Customer Facing (Service Delivery)
Empowering leadership and customer excellence
Executive
Our customers and community
Empowering
Empowering
Supporting
Coaching
Our customers and community
Our SONA Organisation
People & Culture
Finance Facilities
Business Services
Recent learnings
• Contractors / Brokered Service
Provision
• Talent management
• Empowerment & delegation
• Communication
• Strategy vs operations
Key takeaways
1. Stay true to your
mission, vision and
values
2. Customer focused
3. Enhance experiences
for all
4. Reimagine titles, roles
and skill sets
5. Embrace the future!