Category: Latest industry developments

at Catholic Healthcare’s St Hedwig Retirement Village 

It was an emotional moment when Kathy Eberl announced her retirement as Village Manager for St Hedwig Retirement Village in Blacktown, 34km west of Sydney’s CBD, after more than 30 years diligent service.

Kathy was CEO of St Hedwig Village when Catholic Healthcare took it over in February 2020. She was instrumental in the doubling of the size of the site in 2000. It is now undergoing a complete redevelopment of the village with 72 contemporary, one-, two- and three-bedroom self-care apartments, along with plans for a new aged care residence.

St Hedwig was established 36 years ago by Sydney’s two German-speaking Catholic communities St Raphael in Blacktown, and St Christophorus in Croydon, 9km west of Sydney’s CBD. St Hedwig was orginally predominantly for German-speaking people.

Kathy’s departure sees Jenny Roberts (pictured left) became St Hedwig Village’s new Village Manager.

Jenny joined as Village Manager from RSL Lifecare last September.

She is most excited about opening the brand new state-of-the-art village and welcoming both current residents and new residents.

Opening a new village and having a hand in shaping the culture of a community is a fabulous opportunity for a village manager and Jenny looks forward to creating a thriving community where people can be themselves, and live independently but with piece of mind knowing that she is there to support them with home and community services and should their needs change, our onsite aged care facility.

 

At VILLAGE SUMMIT in Sydney on 30 November we welcomed another nine Village Managers into the 1,000 Club. 

Live in five capital cities in November, this single-day event brought together the largest network of Village Professionals in Australia with more than 600 delegates attending. 

One highlight at each event has been recognising Village Managers committed to their own professional development and have achieved 1,000 Professional Development Points in the DCM Institute Professional Development program. 

Joining other Award recipients from around the country were: 

• Lauren Jackson Brown, Linton Village, RSL Lifecare
• May Ann Fontimayor, Rochford Place, Keyton 
• Jodi Martin, Oxley Village, UPA
• Sarah Fuller, Uniting NSW.ACT Head Office
• Eloise Knowles, Uniting NSW.ACT’s Head Office
• Doug Read, Uniting Uniting NSW.ACT Head Office

Professional Development Points are awarded to participants in DCM Institute’s Village Manager Professional Development Program each time a topic is completed, or an event attended either online, or in person.  

“Most participants achieve 300 points per year, which demonstrates these professionals’ commitment to their learning and development over a number of years with us,” said Tiffany Folbigg, DCM Institute’s Operations Manager. 

“The points serve as a transcript of each participant’s achievement. Over the course of VILLAGE SUMMIT, we have had the privilege of recognizing those who have excelled, year in, year out.”  

Congratulations to Lauren, May Ann, Jodi, Sarah, Eloise and Doug.

Village Summit concluded in Sydney yesterday, with DCM Group CEO, Chris Baynes, declaring a ‘golden decade’ ahead for Village Professionals. 

Speaking on the fantastic job Village Managers did in supporting residents, Chris explained,

“We have waiting lists at many, many retirement villages, so we are in the golden decade where demand exceeds supply.” 

Across the month of November, the DCM Institute presented Village Summit in five capital cities. This single-day event brought together the largest network of Village Professionals in Australia with more than 600 delegates attending across the county. 

“There are sales to be had. We’re getting price uplift and greater appreciation by families, the media, the government.”

Golden Decade = Opportunity 

“Village professionals can turn a village’s culture around like ‘that’.”  

Thoughts shared by Matt Church in a stirring presentation on leadership at Village Summit in Sydney yesterday. 

Ranked among one of the top ten motivational speakers in the world, Matt Church (pictured) returned to Village Summit 2023 with a keynote address to prime those in attendance to make the most of the opportunity presented by the ‘golden decade’ ahead. 

Matt inspired attendees to see themselves as leaders, and to understand how the choice to lead can have a big impact on the people around them. He says:

“There are many such ‘moments of truth’ in our days, where what we choose to say and do, how we show up, and the intent we hold as we go about our lives, impact the people and world around us. Leadership happens in moments, not meetings.”

Sector leaders agree, village management is the key 

The conversations around the ‘golden decade’ with leading executives in the sector spoke to the role of the village manager in the years to come. 

Sally Taylor, Managing Director of Retirement by Moran spoke on the increasing care needs of residents. “Our job is to adapt to their [the resident’s] needs and partner with care providers where it’s needed. That will be once again falling back on the Village Manager and the village management team.” 

Daniel Dwyer, CEO of Fresh Hope Care noted a big part of their mission is to address social isolation of residents. “If we’re truly combating loneliness and creating a sense of community, that’s a huge piece… that a village manager is dealing with.” 

Training and professional development can’t be overlooked 

As the sector looks to the decade ahead, its clear that the training and professional development will continue to be key. The NSW Rules of Conduct require an operator to invest in the training and professional development of their staff. This is on the radar of Department Auditors. 

Further, the Retirement Living Council’s Code of Conduct requires signatories to also be investing in the skills and development of their people. 

Speaking on the need to invest in their people, CEO of RetireAustralia, Brett Robinson spoke at the Brisbane event stating,

“The investment and support you [the DCM Institute] provide to us and our organisation in developing our leaders is wonderful. Days like today are incredibly important to all our people to step out of the issues that they stare into every day in our villages to get their heads up and out and learn and grow.” 

For more information about the DCM Institute and our professional development program for Village Managers, contact dcmi@thedcmgroup.com.au. 

That’s a wrap. After three weeks and five capital cities, Village Summit 2023 finished up in Sydney yesterday.   

Across the country we were joined by more than 600 village professionals, executives, sponsors and one world class motivational speaker in Matt Church. 

This year we presented delegates with the inaugural DCM Institute Learning Journal to allow attendees to capture those learning moments to take back to their communities or discuss with their peers during the networking breaks. 

From a Learning and Development perspective, it was fantastic to see these journals put to use across the day, capturing insights and those little nuggets of gold shared by our speakers. 

Now, before you put those Learning Journals away in your desk drawer, we wanted to take a moment and ask you to STOP. 

Here is why.  

For the next five minutes, take out your Learning Journal for a moment of ‘reflective learning.’ 

Reflective Learning is when you look back on an experience like the Village Summit or any of our Professional Development Days to reflect, adapt and sow the seeds for success.  

Here are a few questions to consider when reviewing your notes on the day. 

• Which sessions stood out the most to me, and why? 
• What were the key takeaways or actionable insights that I can apply in my professional practice? &, how? 
• Did any sessions challenge my existing beliefs or assumptions? How can I further explore or reconcile these differences? 
• In what ways can I share the knowledge gained from this conference with colleagues? 
• How can I set up a support system so I can track how the implementation of the above ideas are tracking? 

Reflective learning can be a powerful tool. As a technique, it ensures insights from an experience are adapted into our professional lives so they might be replicated for success. 

We hope to see these Learning Journals back with you in 2024.

For those who couldn’t make it to VILLAGE SUMMIT, the content will be available online and in the Knowledge Centre for our program participants soon. 

As a Village Manager, ensuring a welcoming and festive atmosphere for residents during the holiday season comes somewhat of a priority the moment the calendar ticks over to December. 

It is important we keep up our spirits (not literally), in making this month memorable each year. For some residents, this might be the first Christmas in their new home, for others their social circle might be getting smaller, or they might be living away from their family. 

Reflecting on my time as a Village Manager, I thought I’d list some of the go to ideas that helped my community to be engaging and festive each year. 

1. Plan thoughtful outings 

Getting out of the retirement village can be a great way to engage with residents who are looking to do something different. Arranging special outings can be a thoughtful gesture and can range from a trip to the shops to give residents a chance to pick up last minute gifts, through to an evening drive to admire the Christmas lights in your local area. 

These outings not only bring joy but also contribute to a sense of community spirit. 

2. Encourage guests and visitors 

Making the community centre available for residents and their families and friends entices residents to have visitors outside of their unit – which might sometimes be a bit too cosy. Some go as far as having set times when residents can access barbeque areas or lounge rooms exclusively. Certainly something to consider. 

For family and friends who can’t be physically present, find a way to support your residents using technology. Enabling them to make a video call can go a long to bridge the gap and maintain connections. 

3. Uphold or establish traditions 

Finding a way to continue residents’ Christmas traditions is something to have on your radar. This may include an annual event the Social or Residents’ Committee host, through to valued decorations. 

For newer communities, or if no established traditions exist, consider initiating new ones like cookie decorating sessions, collaborative Christmas card writing, or small gatherings for carolling with fellow residents. 

4. Engage in community festivities 

One of my favourite things to personally engage in was wider community festivities. Finding time in our busy days and taking part in what was on around the village became a great way for me to spend time with residents and encourage their participation. I really found this fostered a sense of belonging and good will that lasted well into the new year.  

5. Welcome the generations 

A lot has been written about the value of intergenerational activities. The presence of younger generations in our villages can bring immense joy to residents. Encourage residents to invite their families, especially grandchildren, for a visit during the holiday season. Coordinating activities where school children can distribute treats or engage in festive crafts or carol singing not only brightens the residents’ spirits but also creates connection with the wider community. 

We are sure you have some of your own tips for the festive season. Feel free to share them with us. We’d love to hear them.

As we travel around the country for VILLAGE SUMMIT, there has been one topic of discussion that stood out. That topic – Village Rules. More specifically, the need to review them. 

Changing Village rules is not a simple process, it takes time, collaboration, discussion and input from residents.   

Having been through this process before, our starting point was simply that the Village Rules hadn’t been updated in over 20 years.  

When we began discussing an update with residents, one of the questions we all asked was “were they still relevant?” 

In this example, about 70% were and 30% were outdated and needed to be removed, updated or reworded. 

What was also interesting during the consultation process was the introduction of new rules, mostly at the request of the residents.  

Once you consult with the committee and ask for their input it can be like opening a can of worms.  Everyone will have an opinion on what should and shouldn’t be in the rules and all opinions will be different.  Strap yourself in for the crazy requests for change, right down to the type and brand of shoes allowed to be worn on the bowling green. 

In all seriousness, the rules that were raised for consideration were those that weren’t considered 20 years ago, for various reasons. Think smoking, pets, even the use of common area amenities which had recently been introduced. 

Village rules are not something to set and forget.  They will need reviews and massaging to make sure they keep up with your ever-changing communities. 

You may put it in the too hard basket because of the time it can take, the multiple consultations with the residents and the hassle of a special resolution meeting.   

My experience is the opposite. I found the benefits of reviewing and updating can make for a happier community, entice new residents into the community and in my case allow four legged friends into the Village. 

Oh, and the specification of what shoes to wear on the bowling green, was approved. 

DCM Institute’s 1,000 Club continued to grow at Village Summit 2023 in Adelaide last week.   

One of the highlights has been the DCM Institute taking the time to recognise those Village Professionals who have achieved 1,000 Professional Development Points through the completion of self-paced learning and attending networking days and events.  

In presenting the award, Tiffany Folbigg, DCM Institute’s Operations Manager commented,

“It is an absolute privilege to recognise the achievement of an exceptional group of people with a passion for their residents, their learning and their professional development.” 

South Australian recipients for 2023 are: 

• Jodie Webb, Village Manager at Barunga by the Sea (Barunga Village Inc.) 
• Kelly Reading, Village Manager, Magill Retirement Village (RetireAustralia) 
• Megan Davis, Village Manager at Warrawee Lodge (Waikerie Community Senior Citizens Home Inc.) 

“These individuals continue to demonstrate a commitment to elevating the standards of the Retirement Living sector through their own development which is an inspiration to us all,” said Tiffany. 

DCM Institute shares this commitment to the ongoing Professional Development of Village Professionals and welcomes these recipients to the ever-growing 1000 Club.   

Congratulations to Jodie, Kelly and Megan. 

We can all agree that one of the key requirements of a Village Professional is to put people first. The trade off can sometimes be this focus on people doesn’t allow to stay up to date with advances in technology that could help boost our productivity. 

In the last year we have heard a lot of talk about ChatGPT and Generative AI. We’ve heard how it will disrupt the way we work. 

Generative AI creates new content and data (e.g. ChatGPT and DALL-E), while Traditional AI solves specific tasks with predefined rules (e.g. Siri and Alexa).

As we make our way around the country for VILLAGE SUMMIT, we are being asked by Village Professionals, “How can we make this disruption a part of our daily lives work?” And, if it could make our jobs a bit easier.

Recently Salesforce commissioned a YouGov study on Australian workers usage of AI and Generative AI.   

According to the study, 90% of Australian workers are already using AI for their jobs with 68% using Generative AI. 

With this many people using AI and Generative AI, you would think that employers are providing training on how to use this technology safely and securely. Sadly, the figures from Salesforce suggest differently, with only 17% of those surveyed indicating that their employer gave them any training on this subject. 

Based on some of the conversations we have been having with leaders in the sector, the reason for this slow adoption rate is business coming to grips with an ‘ethics-first approach’ on how to use Generative AI at work.

This relates to keeping commercial and in-confidence data safe. Keeping resident data and information safe. Keeping staff information safe.

That said, the study also suggests 82% of Australian workers are currently use Generative AI anyway, reaping the rewards of increased productivity.

A great place to start would be to ensure your business has effective policies in place outlining limitation in usage, ensuring that confidential data isn’t exposed, as well as suggestions of how to best use AI in the workplace. Not to mention training staff on these policies.

When developing a policy for the use of generative AI applications like ChatGPT in the workplace, it’s important to address various aspects to ensure responsible and ethical usage. Here are some key points to include in the policy:

Purpose and Scope

Clearly define the purpose of using generative AI applications in the workplace. Specify the scope of application and outline the areas where these tools will be utilized.

Ethical Use

Emphasize the importance of ethical use of AI technology. Clearly state that the use of Generative AI should align with the organisation’s values and ethical standards. Specify any prohibited activities or content.

Data Privacy and Security

Address concerns related to data privacy and security. Outline how user data will be handled, stored, and protected. Ensure compliance with relevant data protection regulations, such as GDPR or other local laws.

Transparency

Communicate the use of Generative AI to employees and stakeholders. Be transparent about how and where these tools are employed. Make sure users are aware that they may interact with AI systems.

User Guidelines and Training

Provide guidelines for users on how to interact with generative AI applications appropriately. Offer training sessions to educate employees on the capabilities and limitations of these tools, as well as best practices for usage.

Monitoring and Accountability

Establish a system for monitoring the use of Generative AI to ensure compliance with the policy. Clearly define roles and responsibilities for those accountable for overseeing and managing the technology.

Bias Mitigation

Acknowledge the potential for biases in AI outputs and highlight efforts taken to mitigate them. Encourage users to report any instances where they believe bias may be present in the AI-generated content.

Feedback Mechanism

Implement a feedback mechanism for employees to report issues, concerns, or suggestions related to the use of Generative AI. Foster an open dialogue for continuous improvement.

Fairness and Inclusivity

Ensure that the use of Generative AI promotes fairness and inclusivity. Avoid generating content that may be discriminatory or exclusionary. Regularly review and update the models to address any emerging concerns.

Legal Compliance

Ensure that the policy complies with relevant laws and regulations governing the use of AI in the workplace. Stay informed about updates to legislation and be prepared to adjust the policy accordingly.

Periodic Review and Update

Commit to periodic reviews of the policy to assess its effectiveness and relevance. Update the policy as needed to address evolving technology, concerns, or organisational changes.

Incorporating Generative AI within the day-to-day functioning of Retirement Villages and Communities can mean more than technological adoption; it’s also a way to enhance our productivity and spend more time with residents and staff. In doing so we need to have a clear framework for employees to refer back to, including a comprehensive policy that guides the responsible and ethical use of generative AI applications in the workplace.