Transcript Generated by AI 00:00 Hey Mark Parkinson back with Park Place and I'm here today with a story that I 00:04 would really call an inspirational story. 00:06 You know, times have been pretty good in the 00:08 skilled nursing sector over the last few years. 00:10 Census is back, our workers have come back, 00:14 rates have stabilized and most companies have done well, but not all, sadly. 00:19 Genesis, once one of the most storied companies in 00:22 the space and certainly one of the largest, 00:24 declared bankruptcy a little bit over a year ago. 00:28 Now, this isn't a story about the Genesis 00:30 bankruptcy and why it declared bankruptcy and what went wrong and all of that. 00:34 This is really more of an inspirational story about the leadership at Genesis 00:39 that could have left but stuck around at a time when the demand for C-Suite 00:44 leaders in our sector has never been greater. 00:47 The folks running Genesis could have left, but they didn't. 00:50 They stuck around and for what has been a very protracted period of time, 00:54 haven't just served as caretakers, they've actually moved the company 00:58 forward. 00:59 We're here today to talk with them, really celebrate what they've done, 01:02 find out what they've done over the last year and where they see things headed in 01:06 the future. 01:06 So I'm super pleased to be joined today by Lauren Murray, 01:09 who's the chief operating officer of Genesis, Kristen Morris, 01:12 the chief clinical officer, and Nicole Kaufman, 01:15 the chief transformation officer. 01:17 Welcome all of you to Park Place. 01:19 Thank you so much, Mark. 01:21 Now, Lauren, you know Stacy and I ran 6 buildings and 01:24 it, that drove us crazy. 01:26 I, I can't imagine what it's like to run 175 01:29 buildings, but then to find out that you're going 01:32 into bankruptcy and you have 10s of thousands of employees and 10s of 01:37 thousands of residents. 01:39 I just can't imagine what it was like. 01:40 And we could talk about, there's so many different angles we could 01:43 talk about. 01:43 But what I want to focus on is something I really admire from all three of you and 01:48 really your entire team, which is that you could have left, 01:51 but you didn't. 01:52 You, you stuck it out. 01:53 So Lauren, tell us about that. 01:55 Yeah, absolutely. 01:57 You know, Mark, I think you just said it when you said 02:00 10s of thousands of residents and 10s of thousands of staff. 02:04 You know, this has been an enormous undertaking for 02:08 all of our staff, particularly our leaders, and of course, 02:12 you know, a transition that has occurred. 02:15 But what I will say is we've been very fortunate that the executive team has 02:21 remained intact through this transition. 02:24 And even with the transition that we've been through, 02:28 we've been able to attract some significant talent into the organization. 02:34 We over the last year have had three market operations leaders join us from 02:39 outside organizations now running various markets within the organization very 02:45 successfully. 02:46 And we've been able to bring a lot of new administrators and DONs into the 02:51 organization. 02:52 And we'll share a little bit of that with you, but I'd like to take a minute to, 02:57 you know, turn to Kristen Morris as our Chief 02:59 Clinical Officer and ask her to share why she chose to join, 03:02 come back to the organization. 03:04 Yeah, Thanks, Lauren. 03:07 I, you know, was with Genesis for I started my career, 03:10 skilled nursing career with Genesis. 03:13 So I really looked at this as an opportunity to come home to really be a 03:18 part of it. 03:19 I knew that there was changing and I knew about the bankruptcy, 03:22 but I really felt like with Lauren's leadership that we could get through this 03:27 and come out stronger. 03:29 I had the opportunity to work with Lauren many years ago and was part of her team 03:34 now then and now I'm excited to say that I'm back in a part of it and it's an 03:40 exciting time. 03:41 Well, Kristen, it's not a normal career move. 03:43 I mean, I remember I went with you last year. 03:45 You had a big job on the West Coast with an important company. 03:48 And so I was really both surprised and impressed when you came back. 03:52 Not a lot of people would come back during the bankruptcy and I know you 03:55 haven't just sort of, you know, treaded water while you've been there. 03:58 You guys are really been trying to move things forward clinically. 04:01 Tell us about that. 04:03 Yeah, we really have focused and on clinical 04:06 leadership and accountability. 04:09 We've made sure that we're we have a great feedback loop with the directors of 04:14 nursing so that they're able to communicate the challenges they have and 04:18 what they need from us. 04:20 You know it's very important that we keep the clinical decision making as close to 04:25 the residents and patients as we can. 04:28 As a company. 04:29 We've added clinical resources to support the centers. 04:35 We have a one to six ratio of clinical support structure. 04:39 We've added clinical education specialists to the market to really help 04:44 train and coach and improve clinical skill sets with the licensed nurses and 04:49 nursing assistants. 04:52 So and one of the things that I think I'm probably the most proud of and I think 04:56 Nicole's going to go over this a little bit, 04:58 is we've developed a director of nursing and training program, 05:02 a true training program. 05:03 And I'm proud to say that this week we have our first director in training 05:07 starting in one of our markets. 05:10 Absolutely. 05:11 And it's it's been really exciting to see our continued investment, 05:15 not just in the traditional administrator, but the Director of nursing and multiple 05:20 other department head leaders. 05:22 And I think it speaks to the pod model and how we're really trying to make sure 05:27 we get across that local leadership is really what makes centers thrive. 05:32 And so we have a recruiting partner who is right there in the community and now a 05:37 people strategy partner that's all about finding the talent that love the 05:41 community that they're in and also know exactly what the seniors need in order to 05:45 have great environments. 05:47 And with leading with heart. 05:48 Lastly, that has been a wonderful way to invest 05:51 in talent. 05:52 As Kristen was talking about, we've been able to recognize 3000 over 05:57 3000, I'd say CNAs and other individuals giving 06:00 about $350, 000 of recognition money to people who 06:04 are going above and beyond. 06:06 And that's been a really cool thing for us to be able to suspend. 06:10 So Nicole, I know you're, I know you could get the job about 06:13 anywhere, all of you could. 06:15 Why have you stuck it out? 06:17 These ladies here. 06:18 I mean, it's, it really is a big deal truly to be a 06:21 part of a team when everyone is committed to excellence, committed to quality, 06:26 operating at a high level. 06:28 And it's a female executive team. 06:30 We've got wonderful folks that have stayed, you know, 06:33 throughout the organization as Lauren has talked about. 06:35 But to be able to work alongside these two leaders in the space is something 06:40 that you just can't, you know, you can't make that up. 06:43 I feel very lucky to be able to have that. 06:46 Let's focus on a couple metrics before we close out. 06:48 So Kristen, you know, I'm all tied to that and I want to see 06:50 improvement in numbers and all of that. 06:52 And I've looked at your data over the last year and there's some really key 06:55 areas on the clinical side where you haven't just been, you know, 06:58 treading water. 06:59 As I said before, you've been, you've been making things better. 07:01 What are a couple of the metrics that you've been able to move that you're. 07:05 Yeah, we've really made some dramatic 07:08 improvement on re hospitalizations as well as reduction of antipsychotic 07:12 medications. 07:14 That's great. 07:15 And Nicole, I know on retention, you, I know you spend a lot of time working 07:18 with employees and satisfaction. 07:19 What what have you seen there? 07:21 We were able to drop by about 5 percentage points over the last couple of 07:26 months, getting to below the national average of 07:28 45%. 07:29 So that has been a a wonderful feat. 07:31 And we continue to work toward getting that to drop even more. 07:34 Yeah, well, I've known all of you for a while and I'm 07:37 super proud of what you've done over the last year. 07:39 I I'm just proud that you've stuck it out, let alone, you know, just I haven't quit, 07:44 haven't given up when it's be so easy to do, 07:46 but let alone you've actually moved things forward and Congrats and, you know, 07:50 major kudos, Lauren, where, where do you see things headed for 07:54 Genesis? 07:55 I, I know, I think the new owners are taking over 07:57 maybe sometime here in the very soon. 07:59 Where, where do you see very soon, right. 08:02 You know, I, I think that, you know, really the goal is going to be to focus, 08:06 continue to focus on quality and to continue to focus on local, 08:10 local leadership and to really continue to work with and empower the local 08:14 leadership to lead at the highest level possible. 08:17 I know that's, that is what our, you know, the new entity will be committed to. 08:22 We're very much looking forward to the change in the transition and putting the 08:27 past behind us and and moving the organization forward with a wonderful, 08:32 you know, team and many, many employees and residents that, 08:35 you know, we have the pleasure of caring for every 08:39 day. 08:40 Well, it would be really good for the sector, 08:42 for the 10s of thousands employees, for the 10s of thousands of residents for 08:46 Genesis to, to be a great company again. 08:48 And the three of you, you know, have created a platform to make that 08:51 possible. 08:51 So thanks and congratulations for that. 08:53 Great to have you here with us today. 08:55 Thanks Mark, and thanks to all of you for watching and 08:58 for for your continued support of Park Place.
