Page 85 - Play to Learn -- In the New Nursing Home Environment

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edesignofOrientatio
PURPOSE
To involve facility leadership in thinking through (and therefore supporting) the design of the way new staff is introduced to the culture-changed organization.
DESCRIPTION
Uses brainstorming and group discussion to think creatively about the existing orienta¬tion and how knowledge about culture change can be integrated into orientation.
PARTICIPANTS 4 - 15
TIME 45 minutes
SUPPLIES
Pens and paper, flipchart and markers
or copies of percentage information below.
Steps:
• Share the following information with the group in writing – either on a flip chart or on handouts. Read the information out loud:
We learn 1% through taste; 1.5% through touch; 3.5% through smell; 11% through hearing; 83% through sight. We remember 10% of what we read; 20% of what we hear; 30% of what we see; 50% of what we see and hear; 80% of what we say; 90% of what we say and do. Rigg
• Read or paraphrase: We need to come up with ways to introduce culture change in our new employee orientation. Using this information about how we learn, let’s think of ways to introduce culture change and what it means in our organization.
• Ask that the group spend 5 minutes doing private brainstorming, 10 minutes in group discussion and finally 15 minutes in group decision-making (building an action plan to re-design and implement a re-designed orientation).
Redesign culture change orientation
CULTURE CHANGE GAMES