b'CULTURE & LEADERSHIPco-leadership model reminded all ofmore involved and respected, and theNow, two and a half years into our us what person- and family-centredoverall energy in the home shifted.three-year pre-designate period, Royal care really means. Morale improved, staff engagementOttawa Place looks and feels different. A leadership tool that buildsimproved, and leadership noted thisStaff are more engaged. Programs leaders everywhereimpacted everything. are stronger. Metrics in falls, pain and BPSO is not just about implementingNot just for perfect homeswound care are meeting or below provincial benchmarks. The sense of clinical guidelines. It is about buildingIt is easy to assume that programs likepurpose is palpable. And the culture? It a culture of continuous improvement,BPSO only work in homes that alreadyhas shifted in ways that go far beyond and that requires leadership at everyhave strong resources or stablepolicy or documentation.level. The Champion program givesstaffing, but our experience shows the multidisciplinary team practicalthat is not true. When we started thisWe, as a leadership team, now promote training in implementation science,journey, we were still recovering fromBPSO not only as a quality initiative change management, and evidence- the early waves of the pandemic. Webut as a core leadership tool. It builds based practice. More importantly, thehad gaps in education, processescapacity, it lifts people up, and it creates program gives them confidence and athat needed overhaul, staff who werespace for shared purpose. When you strong sense of ownership. exhausted, and morale was at an all- give staff the tools to lead, they dont time low. The support we received,just implement change, they own it. And In long-term care, where staff areparticularly from our RNAO LTC BPSOthats when real transformation happens.deeply embedded in residents day- coach, made all the difference. WeFor other long-term care homes to-day lives, this kind of leadershipdidnt have to be perfect; we just hadconsidering this path, our message is transformative. Our Championsto be willing. The BPSO frameworkis simple: you dont need to have became role models, and they didntmet us where we were and gaveeverything figured out. You just need wait for change to come from theus the tools to move forward stepto believe in your people and be willing top, they led it themselves. Leadershipby step. With each small win, ourto walk the journey with them. BPSO wasnt about job titles anymore; it wasconfidence grew. provides the roadmap. The rest unfolds about passion, commitment through trust, teamwork, and a shared and collaboration. That is one of the most powerfulcommitment to better care.aspects of this program. It works in This shift had a ripple effect. As staffhomes of all shapes and sizes, evenFor more information on thegained confidence, they inspiredthose navigating tough circumstances.long-term care Best Practiceothers. The BPSO model created aWith the right support, BPSO becomesSpotlight Organization program,positive feedback loop where staffa catalyst for renewal, not just anotherplease contact the RNAO office at felt proud of their work, residents feltquality improvement project. LTCBPP@RNAO.ca. LTCTSarah Anderson RN, MN, is the Director of Care at Royal Ottawa Place in Ottawa. She is completing her Doctor of Nursing at the University of Toronto with thesis work on supporting younger residents with severe mental illness in long-term care.Brooke Meredith, RPN, is the Clinical Support Supervisor at Royal Ottawa Place. Justin Madigan, RPN, is the Manager of Resident Sarah Anderson Brooke Meredith Justin Madigan Care Services at Royal Ottawa Place.www.oltca.com LONG TERM CARE TODAY 53'