James Boley talked to Tracey S. Lawrence about her bestselling book “Dementia Sucks” and to gain some insight into writing, dealing with PTSD and get a preview of what’s next. Check out this wonderful, provocative interview!
My friend, Carlos Drouet, is an amazing guy. He’s sweet and humble. A US Army Vet of 9 years, he now serves as a Firefighter in Jersey City, NJ. He’s also a loving father. And the lead singer in a rock band called “Faith In Chaos.” In April, Carlos contracted COVID-19. Hear his story. You have a right to know that there IS a safe, effective treatment!
Rumor has is that the national shutdown is going to lift soon. Depending on where you’re located, it’s probably time to start giving serious consideration to how you’re going to get your business rolling again.
I am speaking specifically to employers who had at least 100 employees before the pandemic. Many companies have been implementing remote work, and for some industries, that works. For others, it’s a bandage, but not a permanent solution. Are you confident that all of the people upon whom you rely will be there on the day you officially “reopen”? Were you struggling to find and keep qualified people BEFORE all this happened? Maybe now is a good time to revisit how you’re going to rise to the challenge.
During this period of staying in place, many of your employees had a rude awakening. In addition to having to deal with keeping their kids safe and entertained, and finding ways to stay on top of their business emails, phone calls and tasks, another issue arose for many: their parents suddenly needing them more than before.
This virus is scary, particularly for older adults. For people who were previously independent and competent, the prospect of having to shop for food and medications in the shadow of this menace became a daunting new worry for them and their adult children. So employees who were previously untroubled by the prospect of caring for their parents were awakened to the notion that their folks may need significant ongoing assistance from them a lot sooner than they imagined.
What does that mean to you? Well, aside from having your own parents’ increasing dependence to contend with, you may also want to leverage this knowledge to bring those wandering kittens back into your fold. How? By speaking to their new concerns in your communications and offerings.
For instance, at a pre-pandemic interview with a candidate, maternity leave benefits might be featured as an inducement. What if you spoke of “elder care leave”? What if you told them about some wonderful initiatives you were offering to your employees who help aging parents? Do you think you might get their attention? Might that differentiate your business from your competitors?
Communicating to your current employees about your responsiveness to these kinds of needs has great value, too. Let’s face it: it costs a LOT of money and time to train employees. Having to replace and indoctrinate new ones is a huge waste of resources. Keep the great ones you have by letting them know you support them and want to help them manage better. They will be grateful and a lot more likely to stick with you for the long haul.
There are a lot of other ideas you might find beneficial, and Grand Family Planning is offering FREE webinars to share them with you! Write us here, and we’ll let you know when the next event is scheduled.
Don’t wait. Those kittens will be waking soon and running to whoever has the best treats.
A big part of my life is devoted to educating people. My mantra for 2016 was about the need for everyone to appoint an advocate. When you get sick, you can’t fend for yourself. HIPAA laws require that you put your choice in writing so your advocate will be able to do their job should the need arise. My husband and I have done this, and we are clearly in the minority.
On New Year’s Day 2017, my husband, Bob, had a health emergency. Miraculously, I was able to find an internist who was willing to come to our home and see him on that holiday Sunday. Upon examining him, this doctor sent us to a hospital that, while less than convenient geographically, admitted him with relative speed and got him connected to all the specialists, tests and treatment he would need to recover.
Bob remained in the hospital until January 11. He had four roommates during his stay. Three of them were single males with no advocates. Their fates were all frightening and sobering.
The first roommate was in great distress when I came for my first visit to Bob’s semi-private room. He had not been fed in 27 hours. There were no doctor’s orders for meals and no one to follow up for him; just the nurses and staff, who were overwhelmed caring for lots of other patients. He was alone and apparently had no primary care physician. This guy was pulling out his IVs as he howled in anguish. A nurse helped him removed his tethers to prevent him from hurting himself and the fellow immediately checked himself out with his condition untreated.
Roommate 2 came in with COPD and pneumonia. Single and apparently lacking a primary doctor, he had stumbled into the ER in crisis and was admitted. Over 24 hours later, no meals (but he stayed long enough to finally enjoy the “cuisine”). No advocacy. He did receive some treatment but needed to go home. His pets had been unattended for the two days he’d been receiving care. With outdoor temperatures in the 20s, he lived two miles from the hospital and had no money for a cab ride home.
Roommate 3 was a young man with several doting female family members (his mom, grandma and an aunt). There was not a lot of room for all of us, and there were a lot of strained smiles and “excuse me”s getting in, out and around in the room. But that fellow apparently received adequate care and was released within two days with his mom to help him.
The saddest case was an elderly gentleman who was in my husband’s room for just a few hours. He had been a heroic policeman who had disarmed killers and saved lives. Having lost use of all of his limbs over time, his family abandoned him. He brought Bob first to anger with his protestations and then to tears after hearing his story.
As I managed Bob’s care from the outside, I was impressed with the internist who got us there. He was communicative, respectful and responsive. He coordinated with other specialists he respects. He got things done and kept his eye on the big picture. This is someone I want on my team.
This challenging return to caregiving has made me refocus on an important priority: starting with the right doctor. Most of us begin with our insurance and go from there. Searching the “provider locator,” we try to find a network doctor who will serve us along with suitable “in-network” facilities as we need them.
Unfortunately, playing the game from the insurance company’s perspective, we are at the mercy of actuaries rather than medical professionals. The decisions being made are based on finance, not health. And that’s a dangerous approach. The needs of the patient, the human being in question, should always come first. But that’s not how the current system is built. That’s why it’s broken. The cards are stacked against us and we often don’t realize how badly until we’re in the middle of a crisis.
So here’s what I recommend: find a good doctor. Not just someone who tells you what you want to hear. We all need someone who is more than simply qualified, but who listens and is willing to work as part of our team; someone who knows how to navigate. Otherwise, we can find ourselves stuck in the cracks of this broken system.
And please appoint an advocate: select someone you know and trust, who will stand up for you and follow up with the professionals, because we’re all human. We all miss stuff. And you need to put it in writing, or they’ll never get anywhere.
It doesn’t matter what hospital you’re in so much as who’s writing the orders and who’s coming to visit. That’s all part of a much bigger prescription that requires a team to implement.
While these suggestions may seem overwhelming, acting on them while you’re healthy is the smartest thing you can do to protect yourself. Doing it by yourself from a hospital bed is damned near impossible.
How’s that for short and sweet?
Merry Christmas, Happy Hanukah and a Happy New Year to our friends and families!
This interview with Beverly Hills Chairs reveals a wealth of information for employers who need to attract and retain the best people who often have more on their plate than anyone realizes. Read the full interview here: https://www.beverlyhillschairs.com/office-digest/post/tracey-lawrence-interview
…And other symptoms of incongruent workplaces
When I first began caregiving my demented mother in 2010, I was in no position to work outside my home. I had been a self-employed graphic artist for many years. My husband had a full-time job with good benefits, affording me the ability to work from my home-based office, take care of the house, my pets, and my mother, managing her care while performing duties that kept my clients happy.
In 2012, my husband lost his job, and we had to pay COBRA (paying both the employee and employer’s share) for our health insurance while we figured things out.
I had become rather adept at navigating long term care insurance, medical insurance and other bureaucratic systems on my mother’s behalf. And I had, at that point, placed Mom in a memory care facility. But I was not well-versed in financial instruments and was disappointed in the alternatives I had been offered in pursuit of ways to preserve my mother’s resources for her care. I investigated ways I could become better educated and possibly earn a salary with benefits.
The financial services company I employed for my household needs offered a program for business owners looking to make a change. I applied and they recruited me. They paid for my education and enabled me to attain securities and life insurance licenses. I studied hard and passed all the exams on the first shot. I was appointed and was expected to bring in new accounts right away.
During my first year, I was paid a salary with benefits, including health insurance for my husband and me. That was a big relief. And I was encouraged to go “out in the field,” to acquire new business. My appointments granted me some flexibility to see and care for my mother. But there were also a lot of demands on me to be in the office for meetings, paperwork and training sessions.
The trajectory of my mother’s illness often called upon me to drop everything and go wherever she landed, because she couldn’t speak for herself. My employers knew my situation, and in fact, found it a compelling reason to hire me. My story was a powerful “why” in talking to potential clients about planning, particularly for long term care.
The summer of 2014, my mother was hospitalized twice. In July, she had sepsis (a blood infection), which required her to be restrained and medicated. I really thought she was going to die then, but she recovered. After a challenging period of dealing with a bad rehab facility and getting her transferred back to her home with physical therapy provided there, she did better. But I was having to take a lot of time off to coordinate.
With her condition improving, I dared to consider spending more time focused on my profession. Then, in August, I got the call that Mom was bleeding profusely and was on her way back to the hospital.
My mother had a rare, undiagnosed disorder that produced too many red blood cells. Her body responded by rupturing her intestines to compensate. It was time for hospice.
And that was about the time I found myself weeping in the bathroom at my office. My employers were pressuring me, writing me up for poor job performance. My mother was dying and needed me to be with her. I didn’t know which way to turn.
Emerging from the sanctity of the ladies’ room with red-rimmed puffy eyes, I ran into my manager in the hallway, and he asked me what was wrong. I could barely get the words out.
He said there was a way to get me the relief I sought. He gave me the phone number of a benefits administration team, and they connected me to resources that enabled me to apply for family leave. I could take up to twelve weeks off without jeopardizing my position. And because I live in the state of New Jersey, I could also apply for benefits that would pay some compensation. I would have to fill out forms (corporate, federal and state) and get signed statements from two of my mother’s doctors certifying her need. The important thing was I COULD take time off to do what I needed to do for my mother and myself.
I ultimately left that job, but at least I had time to make an informed decision beforehand. I was able to weigh the pros and cons. And I left on good terms.
Since then, my life has changed a great deal, but the memory of that day in that restroom stays with me. I know that there are thousands of people, working outside the home and caregiving someone inside their home, faced with a lot of the same angst I faced. I want to shine a light on this issue, both for the employees who are suffering and the employers who rely upon them.
There are over 43.5 million people in the U.S. providing unpaid care to another person. With the ranks of the aging increasing by 10,000 per day, and the vast majority being unprepared for a long term care event, the need for adult children to intervene and provide care is going to skyrocket.
Why should employers care?
- The sheer number of people in need indicates that virtually everyone with a family will have some kind of caregiving responsibility at some time in their lives
- Finding qualified candidates to fill the open jobs is extremely challenging
- Retaining excellent employees is difficult in light of the number of opportunities being offered
- If you don’t provide a supportive atmosphere for caregiving employees, they will leave one way or another
- Employers have families, too. Without understanding the risks, they may succumb to the demands of caregiving their own aging loved ones
Why should employees care?
- Their lives are in danger: 50% of family caregivers of people with dementia die before their loved one
- Their physical and mental health are threatened
- Their careers are threatened: many caregivers lose their jobs because they never disclosed their situation to their employer and their performance was suffering. Many others leave without notice during a crisis
- Their futures are threatened: if they aren’t careful, they can easily spend everything their loved one had on care, and wind up dipping into their own resources, impoverishing themselves
- Their marriages are threatened
- Their children suffer, too
So, what can be done?
First thing, caregivers need to recognize that they are, in fact, caregivers. It may sound silly, but a lot of people in that situation think of themselves as just being “good kids.” It usually starts slowly, with “favors,” but can grow quickly when there’s a health crisis. So know this: if you are providing support to another adult, you ARE a caregiver.
Second, employers need to align with employee’s needs and develop a policy that
- Encourages employees to speak about their situations at home
- Provides support and resources to employees in caregiving situations
- Trains management to recognize and respond to the problem
- Enables applications for family leave
- Offers cross-training and the creation of teams so staff-members can fill in for each other
- Allows for remote work if at all possible so caregiving employees can spend more time at home
- Sponsor workshops and seminars for employees to obtain the knowledge they need to become legally-appointed and capable advocates for their loved ones
If you’re an employer who is curious about enacting the kinds of policies discussed here, there are resources available. And if you’re an employee (or an employer) who has aging loved ones, I encourage you to seek help with your questions. Please don’t wait for a crisis, or you might find yourself crying in the bathroom.
This blog was originally posted on the “Light Of Gray” in 2014.
These days, I am reading the powerful Stephen Covey classic “The Seven Habits Of Highly Effective People.” The principles outlined make so much sense to me, I feel as if everyone else probably knows them already. But in reality, few embrace proaction and effective living. This knowledge comes, in part, from my membership in the caregiver community.
Family caregivers are some of the nicest, most sincere, hard-working and generous souls on the planet. They are also some of the least healthy, most angry and stressed out people who draw breath. I am often frustrated by the things they say and do, because they are quite clearly destroying themselves. Too many of them die young. Many more injure themselves permanently and wind up needing care (too often without the necessary resources or plans in place to enable their own adequate care).
To drive the point home, I offer the Seven Habits of Doomed Caregivers:
1) Always do exactly what your loved one asks as soon as they ask no matter how unreasonable it might seem. After all, they are your (fill in the blank: mother, father, grandparent, etc.) and they always knew best (at least once upon a time).
2) Do everything yourself. No one else cares enough and nobody can do it all as well as you can, right?
3) Never take a day off. You’re strong. You can handle it. Your loved one can’t go on like this forever, can they? Maybe it just seems like forever.
4) Never ask for help. People will only let you down. If you ask and they say “no,” it will only make things more awkward. If they say “yes,” they won’t do what they promise. Or they’ll make you sorry you asked.
5) Don’t see your doctors. It’s hard enough getting your loved one to their doctors, so you don’t have to go for your own visits. Who has the time? You’ll be fine. Until you aren’t.
6) Don’t vent. People will think you’re crazy. Or weak. Or exaggerating. So hold it in. Until you can’t and explode.
7) Give up doing everything you enjoy in order to spend the maximum amount of time with your loved one and to save as much money as you can. Life is short but seems much longer when you don’t have any fun, ever.
I see people making these terrible decisions all the time. And there’s no pay off, no good reason for it. They usually have options; they just choose the wrong ones out of some misguided idea that the old rules somehow still apply. THEY DON’T.
Once a loved-one becomes ill and you are in charge, TAKE CHARGE. If you are caregiving a parent, once you start paying their bills and taking responsibility for your parent’s life, you must also have AUTHORITY. If mom or dad make unreasonable demands, your life-long programming will compel you to comply. But you must learn to fight the impulse. Because what they think NOW is generally irrelevant. They are failing. They are frightened. They want control. But they are no longer capable. You need to take control. That’s not easy, but it’s essential, for their survival and yours. You are the adult now. You have the experience, strength and perspective to make the best decisions. They no longer do.
And if you need help, ask for help, hire professionals, and educate yourself as to the resources available.
Facing caregiving alone, following the seven habits outlined above, is a recipe for disaster. Please don’t succumb. Life is too short to be squandered on wreckless caregiving. Be more effective and proactive. Develop a team. You have the right to live your own life, on your own terms. It’s a shift you can make happen if you have the will. Use your strength wisely.
Teaching is a pursuit I really enjoy. Creating syllabi, designing presentations, setting the pace and structure for the instillation of concepts are all fun for me. I have a lot of information to share, and having the opportunity to disseminate what I know to enthusiastic seekers is a privilege.
This year, at Bergen Community College, through the Institute for Learning in Retirement, I am conducting a course called “Dementia Sucks: The Class.” My book is the basis for the material, but I’ve gained a great deal of new insights since the book’s publication, and I’m eager to share them.
While I’ve delivered a number of classes and talks on this subject matter before, I have to admit this session was a little unsettling for me. I like to ask attendees why they come to my talks to ensure that I hit on topics people really want covered. This time, I got a surprise.
Two of the eleven students in attendance had been diagnosed with Alzheimer’s Disease. This was a first for me. I am accustomed to speaking to people who are caregivers, or who are in the red zone for becoming caregivers. One gentleman was accompanied by his wife. The other was still high functioning enough to drive and conduct an independent life, but he was clear that he had this dire diagnosis and wanted to learn all he could while he could.
The way I structured the course, the first class was designated to introduce my qualifications, define dementia and outline the most important considerations for potential caregivers and potential dementia sufferers before the worst happened. The second class was about preparation and the third was about surviving. And I promised that in the last session, I would be discussing the latest exciting research and suggesting resources.
I had to gently change up my approach, because I didn’t want to upset the folks who were already in the grasp of this dreaded disease. And their situation is more urgent. Waiting to take action is particularly dangerous for them.
Something Substantial to Offer
In the last few weeks I have been lead by several different people to look at “The End of Alzheimer’s” by Dr. Dale Bredesen. I had noticed this book at my library recently, but I was in the middle of another book on the subject, so I passed it up.
Then I got followed by someone on Instagram whose handle is “Alzheimer’s Has Been Reversed.” I didn’t pay much attention, because I thought it was probably a scam of some sort.
At a business seminar, I spoke with a wellness coach following his talk. He suggested I read Dr. Bredesen’s book.
And then, leaving a business expo in New York I met another wellness coach. We actually had dinner together and she recommended the book.
Looking more closely at the Instagram message I’d initially disregarded, it was, in fact, about Dr. Bredesen’s work!
So I went back to my library, found the book and took it home. Apparently, everything I believed to be true about Alzheimer’s Disease, that it was caused by a variety of ailments and could be treated, successfully, with lifestyle changes, better nutrition, supplements, exercise and meditation, was empirically documented.
I don’t know anyone personally who has benefited from Dr. Bredesen’s protocol, but the reputable sources validating the work made it clear that it is legitimate. I emailed a link to my student (the independent gentleman) suggesting he investigate further.
The universe is miraculous, and I am grateful to be witness to this incredibly important development. I suspect the mainstream media will not be announcing this discovery anytime soon. There’s too much money to be derived from advertising the ineffective drugs that don’t work, and all the expensive ancillary services that reap profits from the misery of others.
It is my sincere hope, that while the rest of the world shakes their head over the latest political affront, that we will quietly guide those in need to this non-medical solution to a hideous epidemic and solve it before millions more succumb.
And I’m happy to do it, three to twelve students at a time if need be.