Crazy Times Call for Crazy Teams

Are You Hiding Under Your Desk… or Riding Your Tricycle Down the Hallway?

Let’s be honest.

Senior care leadership right now can feel overwhelming. Regulations, staffing challenges, burnout, shifting generational expectations, budget pressures — it’s enough to make anyone want to hide under their desk.

But what if instead… we chose to ride our tricycle down the hallway with excitement?

That’s the heart behind my recent presentation, “Crazy Times Call for Crazy Teams.”

Because the truth is this:

We cannot control the chaos. But we can control the culture.

The Workforce Reality We Cannot Ignore

The data tells a clear story:

• Only 21% of employees are engaged

• 82% have considered quitting because of their manager’s behavior

• Only 22% strongly agree they trust their leadership 

  
  

Read that again.

This is not a staffing crisis. This is a leadership crisis.

And in senior care — where compassion, teamwork, and resilience matter every single day — engagement is not optional. It is mission critical.

I will share the highlights of this presentation with you.

Employees Are Telling Us Exactly What They Need

When we listen closely, employees are not asking for gimmicks. They are asking for consistency, integrity, and respect.

They want leaders who:

• Communicate consistently and directly

• Live the values they promote

• Take action on feedback

• Respect work-life balance

• Develop their people

• Create belonging

• Use team strengths wisely

  
  

None of this requires a new software platform.

It requires intentional leadership.

Understanding Personalities = Unlocking Team Potential

In the presentation, we reviewed the DISC personality framework — Dominance, Influence, Steadiness, and Conscientiousness

Why does this matter?

Because when leaders misunderstand personalities:

• They label instead of develop.

• They judge instead of connect.

• They correct instead of coach.

  
  

Every personality style brings value:

• The D drives results.

• The I builds energy.

• The S creates stability.

• The C protects quality.

  
  

And here’s the key: Everyone has a place on the team. 

Strong leaders don’t try to make everyone the same. They build systems that leverage differences.

Goal Setting Is Not a Top-Down Activity

One powerful reminder from the Gallup research: collaboration around goals has decreased by 8%

We cannot achieve our goals without our teams.

When we invite:

• Administrators

• Directors of Nursing

• CNAs

• Housekeepers

• Dietary staff

• Charge nurses

  
  

…into the goal-setting process, something shifts.

Ownership increases. Accountability increases. Collaboration increases.

We stop building mountains of to-do lists and start building momentum together.

Work-Life Balance Is Not a Luxury

Burnout is real.

Wellness programs can reduce absenteeism by up to 19%. Employees who feel supported are significantly more likely to stay.

This doesn’t always mean expensive programs.

It can mean:

• Flexible scheduling

• Strong PRN pools

• Encouraging PTO use

• Monitoring overtime

• Family-inclusive events

• Mid-shift stretch breaks

• Step competitions

• Casual dress days

• Intentional moments of joy

  
  

It means leaders recognizing that exhausted people cannot deliver exceptional care.

Recognition Is Not Optional

Only 23% of employees feel recognized and appreciated

Yet those who feel recognized are four times more likely to be engaged.

Recognition doesn’t have to be grand.

It can be:

• “We see you.”

• “We are happy you are here.”

• “You matter.”

• “We are better because of you.”

• “Let’s do this together.”

  
  

Imagine if those words became part of your daily leadership vocabulary.

You create the culture of your community. Make it one of recognition.

Engagement Is Not About Technology

This may be my favorite part:

Staff engagement isn’t about technology, someone else being elected cheerleader, or the latest fad. It’s about you leading a culture.

It’s about stepping away from the “hard things” for a moment and intentionally investing in the soft skills — because soft skills create strong teams.

It’s about:

• Looking for what’s right

• Celebrating small wins

• Breaking down silos

• Giving continuous feedback

• Creating shared space

• Listening more than talking

  
  

The Challenge: Start Right Now

One of the exercises in the presentation was simple:

Go find five people doing something right — and tell them.

Not tomorrow. Not next week.

RIGHT NOW.

Because culture shifts in moments.

Final Thought

Crazy times are not going away.

But we can build crazy-good teams.

Teams that:

• Trust each other

• Respect each other

• Understand each other

• Celebrate each other

• Work toward shared goals

• Feel seen and valued

  
  

And when that happens?

You won’t find leaders hiding under desks.

You’ll find them riding tricycles down the hallway — energized, intentional, and proud of the culture they’ve built.

If your community is ready to move from surviving to thriving, let’s talk.

Crazy times call for crazy teams.

And I believe in building both strength and joy in senior care leadership.

—Tina Gotsch, RN, LNHA

Founder & CEO, Nurse Leadership Solutions