Client Testimonials

Working with PHI, we’ve been able to significantly increase the meaningful training that we provide our Guides [administrators of the Green Houses] to support their work coaching self-managed work teams. The communication and coaching skills that PHI has developed and helped us integrate into our program have been essential in nurturing the empowered and creative relationships that are central to The Green House® model. They have been partners in the fullest sense of the word – listening, understanding, and sharing their knowledge generously.

The PHI team has brought talent, experience, imagination, and humanity to meet us where we are as an organization and truly collaborate for learning and change.

Our work with PHI over the past three years has moved our organization much closer to being truly person-centered. Not only have we implemented major structural changes, but also now have in place a much-strengthened participatory approach to management and problem-solving. All this translates directly to better care and quality of life for our residents.

Previous management programs we provided did not address the specific skill sets we explored in the PHI Coaching Supervision seminar. I fell I have come across a “missing link” in our training programs, and I look forward to blending the PHI experience and materials with ours, to turn our management and supervisory staff into coaching supervision dynamos.

Coaching Supervision has transformed the culture of this organization. Relationships between our office-based HHA Supervisors and home health aides are much more positive. We have seen improvements in job satisfaction — both with the aides and staff. We also are seeing improvements in retention, because when people are happy, they tend to stay where they are.

Loretto Geriatric Center struggled with turnover of direct-care staff during the first three to six months of employment. After implementing the PHI peer mentoring program at PACE, retention of new employees rose from 52 percent to 83 percent. The program was so successful, we decided to expand it throughout Loretto.

After implementing the PHI peer mentor program, we worked with PHI to identify other ways we could reduce turnover. We decided to implement coaching supervision, because the concept of coaching supports everything we were trying to do to improve retention.

The best decision we ever made at CNR was selecting PHI to be our education partner in training our peer mentors. As a result of the program, our staff satisfaction scores have increased. Mentors realize the value of their skills as they lead discussions, make presentations, and host visitors who have come to learn about our culture change initiatives.

Coaching Supervision fits perfectly with our mission and goals. We are training our household leadership teams to use this tool. As a result, our direct-care staff have improved their problem-solving skills and become more effective as participants in our household teams.

Coaching supervision is one of the most powerful tools nurses can have to help them support person-directed care. It gives nursing supervisors the skills needed to support direct-care workers while also holding them accountable for their actions and teaching them to problem solve. It is an invaluable resource and a masterfully developed training. It has the potential to reduce turnover and retain the best employees. It is a great leadership training.

We have partnered with PHI for two decades in developing and refining our nationally recognized training program. Most importantly, PHI helped us to integrate the teaching of communication and problem solving skills with core personal care and clinical skills in order to ensure that graduates are prepared to build strong caregiving relationships.

PHI has tremendous expertise in developing training programs for direct-care workers. Their quality care through quality jobs philosophy ensures that they approach program design with a holistic perspective that incorporates respect for the learner, recognition that direct-care work is challenging and requires relationship building skills, and a thorough understanding of the intricacies of eldercare/disability services policy.

At Cathedral Square, we have Resident Assistants representing many different nationalities and cultures from around the world. As a result of working with PHI, our staff and residents have a deeper appreciation and understanding of everyone’s unique differences. It has helped us enhance our teamwork and enrich our work environment.

For the Village Nursing Home’s dementia unit, the PHI Coaching-Supervision program was the easy path to true culture change. The hierarchy all but disappeared, and staff joined together to solve problems and improve the residents’ experience. It’s now been over two years, and we’ve had zero CNA turnover, as well as a significant drop in falls and a significant improvement in resident mood scores. I highly recommend it!!