Announcer: You are listening to the National University Podcast.

0:00:01 – Kimberly King

Hello, I’m Kimberly King. Welcome to the National University Podcast, where we offer an holistic approach to student support, well-being and success – the Whole Human education. We put passion into practice by offering accessible, achievable higher education to lifelong learners.

Today we are talking about understanding person-centered care with clarity in the workplace and, according to a recent article in Psychology Today, evidence-informed person-centered care is currently revolutionizing workplace mental health strategies. This approach not only respects individual employee needs and preferences, but also bases interventions on solid research evidence to maximize effectiveness.

Very interesting conversation today coming up on the podcast. On today’s episode we’re discussing the fundamentals of person-centered care, and joining us is Dr Peggy Ranke. Dr Ranke is a professor and serves as the director for the Bachelor of Science Health Administration Program at National University, where she’s worked for over 10 years. She has over 35 years of healthcare experience as a civilian and military nurse, serving in the United States Army. She earned three graduate degrees- a master’s a degree in public health, a master’s degree in human behavior, and a doctorate degree in health administration and leadership. She’s a member of the American College of Health Executives, ache, and served on the board for over 10 years and as a judge for the annual ACHE Graduate College Bowl competition.

Dr. Ranke served as a faculty senator and multiple governing bodies of the university and works closely with students and serves on the dissertation committee of her alma mater, Central Michigan University. She also serves in her community, her church, and contributes to humanitarian events, and has won multiple awards from National University, the APHA, Planetree, and ACAT.

Wow, so impressive. Thank you for joining us today. We welcome you to the podcast. How are you?

0:02:20 – Doctor Peggy Ranke

I’m fine. Thank you, Kim. How are you today?

0:02:23 – Kimberly King

I am great, thank you. Before we get started, why don’t you fill our audience in a little bit on your mission and your work before we get to today’s show topic?

0:02:33 – Doctor Peggy Ranke

Well, my mission is to help students cultivate knowledge and make future leaders. They will be shaping an evolving landscape of healthcare and the students we have today are the ones that will be running things in the near future and they need guidance, they need leadership skill, they need to understand that it’s about caring for other people and it’s about taking care of those you have. So my passion is just to instill that in every student, every person I meet.

0:03:09 – Kimberly King

I love that and you’re right, you know, sometimes it’s what is unsaid, but sometimes you have to really teach it, which kind of sounds interesting, and maybe with the new era of the new generation coming up. So kudos to you and also thank you for your service. Today we are talking about understanding, person-centered care, with clarity. And so Doctor, what exactly is person-centered care?

0:03:40 – Doctor Peggy Ranke

Well, Kim, person-centered care refers to an approach that holistically prioritizes the person’s well-being at home and in the workplace. And in the workplace, well-being might focus on engagement with, and professional growth of, employees. Essentially, person-centered care is about fostering a culture where every individual feels valued, respected and supported. You know, it plays a crucial role in enhancing workplace satisfaction and productivity, and that all leads to overall organizational success.

0:04:10 – Kimberly King

I love it and again, you know, sometimes it just sounds like it’s something natural that we should all know about, but it’s great that this is your passion and these are courses, and this is definitely valued, I think, undervalued, maybe right, I think we don’t pay enough attention to this. Why should employees and organizations care about person-centered care? 

0:04:33 – Doctor Peggy Ranke

You know, understanding person-centered care can help individuals and organizations create healthier and more inclusive work environments. Person-centered care promotes respect, open communication and mutual collaboration, and, again, that all leads to increased job satisfaction, innovation, and employee retention. So, whether you’re in leadership, HR or if you’re a team member, embracing this concept can lead to a more fulfilling work experience and work-life balance.

0:05:07 – Kimberly King

And it is true there are so many personalities aren’t there today and just you know there’s a line sometimes you don’t want to cross, but you do want to meet people with respect and meet them where they’re at. So this is an interesting topic and, I think, so relevant, also following COVID. You know we’re all kind of still tiptoeing around that. Now that we have a basic definition, let’s break down further what are the key components of person-centered care in the workplace.

0:05:40 – Doctor Peggy Ranke

So thank you for specifying in the workplace, because person-centered care definitely is an individual thing as well. So there are four key components to person-centered care in the workplace. And the first component is respect an individual’s strength and perspectives. Recognizing and valuing all employees’ unique contributions is essential. Another key component is holistic support, that is, addressing professional, developmental and emotional needs. Collaboration and shared decision-making is a third component and that is encouraging employees to participate in shaping workplace policies and culture. And the fourth key component is dignity and inclusion policies and culture. And the fourth key component is dignity and inclusion. This is accomplished by creating a safe and supportive and diverse work environment where trust lives.

0:06:34 – Kimberly King

Wow, what are some misconceptions and are there any common myths about person-centered care in the workplace that people often believe and that maybe not are true?

0:06:43 – Doctor Peggy Ranke

Well, like in many things, absolutely. One common misconception is that it’s only about employee satisfaction, but in reality, Kim, it also drives productivity and innovation. Another misconception is that person-centered care requires extensive resources, when, in fact, small cultural shifts can make significant impacts on an organization, as you know, and that is including positively affecting the bottom line.

0:07:13 – Kimberly King

That’s interesting. I work with the Sheriff’s Office and there’s a morale committee attached to the administration, and I think that’s great and there’s monthly meetings for everybody to come together and just yeah the morale, which I think is very important.

0:07:32 – Doctor Peggy Ranke

Indeed.

0:07:33 – Kimberly King

So a little plug in there. Let’s talk about the concept and bring it to life. And can you give us some real world examples of person-centered care in action?

0:07:58 – Doctor Peggy Ranke

Sure, and I think you just gave us one. One great example is companies that implement flexible work schedules which allows employees to maintain a health-work-life balance. This has been very successful. Flexible work hours also support full productivity and potential from the employee, and another instance is organizations that invest in professional development programs so that ensures the employees have the opportunity for growth and advancement.

0:08:14 – Kimberly King

That’s really key and I do find that you know, in so many workplaces just doing some research in it where people are working from home, it’s a different feeling when everybody comes back together again and you’re having conversations. And, yes, there are some great advantages from working from home. But I think overall, I think it’s nice when you come together and you know you can feed off of each other and everybody’s ideas are flowing. But it’s true, you probably can find out personalities that fit in certain arenas. Let’s talk a little bit about how person-centered health care functions in workplace settings and how can someone start applying this knowledge in their own professional environment?

0:09:03 – Doctor Peggy Ranke

Well, that’s a great question. A few simple ways to start incorporating person-centered care into your workplace might include well for employees advocating for your needs and collaborate with your peers to create a positive work environment. So managers could encourage open communication without fear of retribution and to recognize individual contributions from their employees and leadership well. They can develop policies with the employees that promote employee well-being and professional growth. And, lastly, the leadership can be good examples and embrace each of their employees.

0:09:44 – Kimberly King

Yeah, and you mentioned it earlier even sending some of your employees to leadership training or just you know something that, or just training basic, you know training, just to know that you’re investing in your employees. I think that’s a really key part too, In your experience, Doctor, what are some of the biggest challenges organizations face when trying to implement person-centered care and how can they overcome them?

0:10:10 – Doctor Peggy Ranke

Well, that is another good question. One of the biggest challenges is resistance to change. Many organizations have longstanding processes and shifting to a person-centered approach requires a cultural transformation. So it takes time, and overcoming this involves clear communication about the benefits, leadership buy-in and ongoing training to ensure everyone understands their role in creating a supportive work environment. That includes your suggestion for leadership training.

0:10:44 – Kimberly King

Interesting, yeah. And what about employees at all levels? Can they contribute to a culture of person-centered care, even if they’re not in leadership positions?

0:10:54 – Doctor Peggy Ranke

A fantastic question. Yes, all employees. Well, in reality, all people can foster person-centered care by actively listening to their colleagues, supporting teamwork and advancing for inclusive and respectful communication. And you know, it’s simple actions such as recognizing a co-worker’s contribution or offering assistance. This can create a more engaged and empathetic workplace. And, you know, to kind of sum it all up, it’s basically just being kind and respectful to each other.

0:11:26 – Kimberly King

Mm-hmm. Yeah, that is true, and for the longest time I kept thinking, wow, you’d see a t-shirt that said be kind, or whatever, and I’m like, wow, if we have to say that to remind people. But sometimes it’s a lost art, you know, and with you know, the political temperature rising no matter what across the board, it’s a good reminder.

0:11:46 – Doctor Peggy Ranke

Yes indeed.

0:11:48 – Kimberly King

Yeah. Can you share a success story where person-centered care made a significant impact on workplace culture and employee satisfaction?

0:11:56 – Doctor Peggy Ranke

Sure. One organization I worked with implemented an open feedback system. This allowed employees to voice concerns and to provide suggestions, and it was done in a structured, supportive environment. They felt no retribution or anything punitive would happen. There was trust and, as a result, engagement levels improved, team collaboration strengthened and get this, employee retention rates increased significantly and, as many of you know, employee turnover is very expensive. In addition to that, employees felt heard and leadership gained valuable insight into improving the workplace culture.

0:12:35 – Kimberly King

I love that and it’s true. When you get people’s buy-in you know they feel like you said, they feel heard. Do you think there’s a generational gap with some of these organizations that have people at all different ages in their lives?

0:12:50 – Doctor Peggy Ranke

I absolutely think that there is a generational gap, but I think it can be overcome by “living together,” so to speak. You know, earlier you mentioned being together in person is really nice. Well, Kim, I must say that when I’m in Zoom meetings with my colleagues, I can still feel their sweet spirits, I can feel their love, they can feel mine. You know, we can make it work. But again, to me it’s all about the way we treat each other. It’s all about relationships and respect, and I think that if the younger and the middle and the older generation can treat each other that way and learn from one another, it would be a much healthier and happier environment.

0:13:27 – Kimberly King

You know it’s funny to sit in on conversations you know with when you do work with ages across the board and a recent office visit, just it’s funny. Everybody was kind of making fun of each other, you know, and in a very funny way, about generations. You know, you’re a boomer, you’re a Gen Xer, you know, and so it is funny. You kind of fall into those little gaps, but as long as you can laugh at it, right, but learning is key.

0:13:55 – Doctor Peggy Ranke

Yeah, but you know it’s true, Kim, because there are so many gaps. The kids growing up today, I mean you know it’s there are generational gaps and they should be, they should be engaged. You know it should be engaging and fun, not something they- not a burden.

0:14:10 – Kimberly King

Right, right, no, but it’s true. When they’ve grown up with the cell phone in their hands and on the computer, and you know, sometimes it’s so easy for them, sometimes I’m like, wait, can you go back over that again? What about for organizations that are just beginning to adopt a person-centered approach, and what are the first steps they should take to creating a lasting change?

0:14:32 – Doctor Peggy Ranke

Well, the first step it would be to conduct an assessment of the current workplace culture. It’s essential you start there, because everything regarding how we treat each other and behaviorism and all that is the culture. So organizations should gather feedback from employees to understand their needs and to identify gaps. And from there, leadership should commit to change by setting clear goals, implementing small but meaningful initiatives, and by providing continuous training which will reinforce a culture of respect, inclusion, and collaboration.

0:15:12 – Kimberly King

Nice. Is there a key takeaway that you want our listeners to remember about person-centered care in the workplace?

0:15:21 – Doctor Peggy Ranke

Well, if there’s one thing to remember, it’s that person-centered care fosters a positive and productive work and life environment. And by embracing this approach and these concepts, organizations and employees can work together to build a culture of respect, engagement and success. And it helps to balance work-life structure and it helps people feel better about themselves. Again, it goes about kindness when you’re kind, when you treat people with the respect that they deserve, you feel good, so it’s a win-win situation.

0:15:58 – Kimberly King

And it’s true what you said. I mean I think, yeah, we all want to end up on a positive note and you were like, when you go into work, you want good vibes, right, so be kind, works well there. So interesting and I love what you do and I can feel your passion. Thank you for sharing your knowledge, doctor, and if you want more information, you can visit National University’s website at nu.edu, and we thank you so very much for your time today. For updates on future or past guests, visit us at nu.edu. You can also follow us on social media. Thanks for listening.