As Baby Boomers age, the need for senior care – and for senior care workers – will increase to unprecedented heights between now and 2030. The competition for workers will be fierce (it already is), and organizations that focus on selecting the right talent will have an edge on their competitors.

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Organizational culture is essentially “how we do things around here.” It’s not what we say our values are. It’s what we actually do. This quote attributed to Ralph Waldo Emerson states it so clearly:

What you do speaks so loudly I can’t hear what you say.

As a manager, your responses to poor performance and bad behavior literally shape your organization’s culture. And they have far greater power than anything you say about your expectations for people’s performance and behavior.

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I was asked to write a blog on the topic of something to the tune of “So You’re Not a Leader.” This is a sensitive topic in today’s culture. Leadership, in many ways, is held up on a pedestal. Something to aspire to. Something to achieve.

I’d like to begin with a story I heard over a decade ago about “Robert.”

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By 2030 the world will need many more senior care professionals than ever before. It may not be a field that comes to mind first for college students and recent grads, but within the next decade, senior care providers, managers and leaders will be in high demand. And Millennials along with Generation Z (whose oldest members will be nearly 30 by 2030) will be most likely to answer the call.

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Emotional rehiring. It’s an odd phrase. Maybe you’ve never heard it before. But you’ve probably done it – or someone has done it for you – at least once.

It’s a specific expression of gratitude that results in “re-upping” your commitment to the relationship you share with another person. Here’s a simple, straightforward example:

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