Decoding Team Success and Building Successful Leaders in Long-Term Care Communities

Building Culture Leaders Project

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Back in May of this year, I wrote a blog about the Building Culture Leaders project after attending one of their in-person trainings in Greensboro. This was the last in-person training for the Year One Cohort and it was an awesome experience to sit with 40 leaders from long-term care communities from across the State and listen to their experiences after participating in the project for a year. By this point, all of the participants had attended multiple in-person leadership trainings hosted by the Building Culture Leaders project and many of them had gotten to have their two-day on-site visit with Mark Gogal, the Building Culture Leaders project leader. While the in-person training was insightful and full of great information, the on-site visit testimonies from participants were what left me with a renewed sense of excitement. One thing I kept hearing about over and over from participants was the "Trust Circle" and how it changed the way staff were interacting and communicating with each other. I had to know more.

Year Two of the project began in July 2025, which meant a whole new group of Cohorts began their in-person trainings for the year. Let me clarify a little further.... Forty (40) facilities were accepted to participate in the three-year project. During years one, two and three, a different leader from each facility attends the in-person trainings throughout the year. So, Year One may be the Administrator, Year Two may be the Activities Director, and Year Three may be the Housekeeping Supervisor. During this three-year period, the project coordinator also visits all forty (yes, ALL forty) of the participating facilities for a two-day on-site training for leadership and direct care staff to provide additional in-depth training and team building.

The outcomes at the end of the first year were phenomenal. Year two looks pretty promising already.

Elizabeth City Health & Rehab staff members participating in the two-day on-site Building Culture Leaders training

I had the opportunity to attend an on-site training at one of the participating facilities last week, and let me tell you, I was not disappointed! Each of the 20+ staff members took the Myers-Briggs Personality Test (MBTI) and The 6 Types of Work Genius Assessment prior to the two-day on-site training. The results of these assessments were used throughout the two days as a way to showcase their unique personalities and talents and how their differences work collectively to make them a team.

The results were typically SPOT ON. I was given an opportunity to take the MBTI and 6 Types of Working Genius Assessment myself prior to the on-site training. Here are my MBTI results, which I found pretty insightful.

It didn't stop there though. It gave some insight into each trait. For me, none of this was a surprise. But for those that know me, some of it may be (especially the introverted and self-conscious!)

Using these assessments in long-term care communities is beneficial in team building, because it helps staff to identify the different personality types and where each person is the strongest. Another tool that was used was The Five Dysfunctions of a Team by Patrick Lencioni. This model addresses the five things that keep teams from being successful:

• The Absence of Trust

• The Fear of Conflict

• The Lack of Commitment

• The Avoidance of Accountability

• The Inattention to Results

Mark Gogal, Project Leader, with staff from Elizabeth City Health & Rehab

TRUST was stressed throughout the two-day training. Day Two consisted of the Trust Circle (which I did not participate in but remember I mentioned earlier on in this post). This is a pretty intimate experience where staff are gathered in a circle, and each person is given an opportunity to have other staff members answer three questions about them. The person is encouraged to write down these responses - some are positive, some are constructive feedback, all are meant to open the line of communication and build trust. I re-joined the group at the end of the Trust Circle activity and there is a different "vibe." You could FEEL it. There were a few empty boxes of tissues and lots of notebooks and scratch paper with comments from peers.

My take-away from the two days spent at Elizabeth City Health & Rehab participating alongside of their staff and leadership in this training was that this was more than just your average leadership training. Staff and leaders that participate in this training walk away with very useable tools to help build their team and create unity, longevity, and an overall better care environment for residents living in these communities.

I'm excited to see the continued momentum with the Building Culture Leaders project! If you are participating in this project, please feel free to share your stories to your social media page - and tag #BuildingCultureLeaders #NCHCFA and #NCCCC

Thanks to the good folks from Elizabeth City Health & Rehab for letting me join you!