2B Bolder Podcast : Career Insights for the Next Generation of Women in Business & Tech

Career Insights from a Successful Elderly Care Home Executive Director: The Importance of Aligning Your Passions.

December 27, 2019 Patty Kleckner, Executive Director, and Licensed Nursing Home Administrator at Marquis Companies Season 1 Episode 3
2B Bolder Podcast : Career Insights for the Next Generation of Women in Business & Tech
Career Insights from a Successful Elderly Care Home Executive Director: The Importance of Aligning Your Passions.
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2B Bolder Podcast : Career Insights for the Next Generation of Women in Business & Tech
Career Insights from a Successful Elderly Care Home Executive Director: The Importance of Aligning Your Passions.
Dec 27, 2019 Season 1 Episode 3
Patty Kleckner, Executive Director, and Licensed Nursing Home Administrator at Marquis Companies

On episode #3 of the 2B Bolder podcast, guest, Patty Kleckner, Executive Director, and Licensed Nursing Home Administrator at Marquis Companies discusses her career journey in elderly care. Patty shares what drives her, how her grandmother has been her biggest inspiration, and what challenges she faces in her daily work, all while trying to achieve some sense of balance in her family life.

The 2B Bolder Podcast is designed to provide you first-hand access to some amazing women. Guests will include women from leading enterprise companies to startups, women execs, to coders, account execs, engineers, and innovators.

To be inspired visit https://www.2bbolder.com/podcasts 

Show Notes Transcript

On episode #3 of the 2B Bolder podcast, guest, Patty Kleckner, Executive Director, and Licensed Nursing Home Administrator at Marquis Companies discusses her career journey in elderly care. Patty shares what drives her, how her grandmother has been her biggest inspiration, and what challenges she faces in her daily work, all while trying to achieve some sense of balance in her family life.

The 2B Bolder Podcast is designed to provide you first-hand access to some amazing women. Guests will include women from leading enterprise companies to startups, women execs, to coders, account execs, engineers, and innovators.

To be inspired visit https://www.2bbolder.com/podcasts 

spk_1:   0:00
Hi there. My name is Mary Kill Olia. Welcome to the to be bolder podcast. Providing career insights for the next generation of women in business in Texas. To be bolder was created out of my love for technology and marketing. My desire to bring together Lifeline is women and my hope to be a great role model in source of inspiration for my two girls and other young women like you, encouraging you guys to show up to be bolder and to know that anything you guys dream of, it's totally possible on to be bolder. You're gonna hear inspiring stories of how successful women some I know some I just want to bring to you guys and they're gonna talk about their careers in business and tech. And they're gonna tell us their stories about their passion in their journey. And they're challenges. And we're gonna learn some of their advice along the way, too. So sit back, relax and enjoy the conversation. Hi, everyone. Today's guest is Patti Kleckner, a woman I have admired for years not only because she is a good carried mama balancing life with a career like me, but she is a kind and sonny human being, And when I say kind I mean, she is very kind. Um, she is a great tennis player, and I recently picked up tennis for the first time. I think it was last summer and we entered a tennis tournament together. And I know it was killing you, Patty, that a long time we didn't match. You're nothing but encouraging and supportive to me that whole time, so I thank you. Um, that is word for Marquis companies. For the past 20 years. She is executive director and a license nursing home administrator of marquees companies. Welcome to the show, Patty. Thank you for being here.

spk_0:   1:42
Oh, thank you, Mary. It was really nice introduction,

spk_1:   1:44
and I

spk_0:   1:44
was not. You played tennis really great. And I was happy to be your partner.

spk_1:   1:50
That's fun. Kind of you way haven't played since. You know that, right?

spk_0:   1:56
Well, yeah,

spk_1:   1:58
it's nothing against you. You could

spk_0:   2:01
be I just haven't played. So

spk_1:   2:03
So

spk_0:   2:04
you were a great partner, so I would I would play it another tournament with you if I If I played,

spk_1:   2:11
I'm gonna hold you to that. Okay? Okay. I can't adequately begin to cover all your rules over the years. So please tell everyone a little bit about your current role. And what that 20 year journey with Mark he has looked like,

spk_0:   2:27
Well, I'm an executive director in what that means is I'm in charge of, um, total operations for, ah, nursing rehab facility. And so and then we have an assisted living that's attached to us. And so when people maybe have a stroke or maybe hip fracture, they come to stay with us for a short stay less than about 2025 days. Then they get physical therapy, occupational therapy and speech and nursing. And then, um and it's a highly regulatory industry. It's the second most regulated industry next to nuclear science. And so there's a lot of regulations. Federal, state, um, OSHA, Fire Marshal, You name it, we're regulated by it. So I'm in charge of, um, all the regulations and the financial outcomes of of the building as well.

spk_1:   3:27
Wow. I had no idea it was that stringent of What did you say it was? Second to

spk_0:   3:33
nuclear engineering

spk_1:   3:35
section analyst,

spk_0:   3:36
regulated industry and next to nuclear engineering. Yeah. So we have, um, the state and federal surveyors come in on an annual basis and or on a complaint basis. So in a normal facility they could come in the state. Surveyors could come in, you know, 2 to 3 times a year. And look at your total care of all the patients that you have certain served over the over the year and, um, do citations if they see any a thing that went against the regulations. So

spk_1:   4:11
Oh, that's a daily regulatory. Yeah, so So how did you end up here? And when you started out your career, Did you have this and did your current role as your goal?

spk_0:   4:26
Well, um, I might get myself here, but I graduated from college and I started into the sales world of selling pagers,

spk_1:   4:38
and I

spk_0:   4:39
had Nike account's Intel account. I had a bunch of different accounts, and I was very, very successful in that when I loved it. Um, but I was interested in in health care sales and kind of roundabout way ay, ay and ended up doing marketing for ah rehab facility. And I had this great mentor. Her name is Diane Richardson, and she was an administrator, and she really I just loved her way of caring for the patient and, um, all the things that she was responsible for. And so that's how I got into becoming an administrator to training program that you have to go through. Um, and then you you have to pass the federal and the state exam to become a license administrator. And so that's the path I took. Um, and then I, uh my first building that I ran was ah, one of the largest facilities in Oregon at the time was 100 and 75 beds facility with pediatric, um, chronically ill unit and a Gero psych unit. And so I ran that building, and I would never recommend that for a brand new administrator. But, um, I did a lot. I learned a lot and, um, that that company was generations, which is a lovely company. But then they sold to Marquis, And so that's how I became a marquee administrator. And that was almost 20 years ago that I started working for marquee. And, um, I just really appreciate it, Marquis and their support of the administrators that, um because we do, we need a lot of support from just a lot of different angles of, you know, how do we make sure that we're in compliance? And how do we make sure we're driving the financial outcomes? Positive outcomes for that. So Marquis has been a, uh, company that I've learned from and grown with a lot.

spk_1:   6:51
That's wonderful. So so is there such a thing as a typical day? And if so, what would that look like for you?

spk_0:   6:58
Uh um, that's what I actually love about my job. There's not a typical day. I mean, I have regular meetings, but, um, it's health care, so it's always coming different angles, everything I help, um, I oversee our human resource is I am. I'm interacting with staff all the time. We have staff that our entry level, and then we have staff that are clinical nurses, nurse practitioners and then doctors. And so, um, I can go from, you know, an interaction with a c n a. That just started in this industry to talking to a doctor within 10 minutes. And that variety is very, um, fun. And and, um and I just learned from each each person that I come into contact with, and I love the collaboration that we do Thio get good outcomes for our patients and get them home safely. And, um, have them really be, um, happy with their state with us. So, you know, they're only there for 10 days. If they think, Wow, I could go back to Marquis because it was a great um, stay. That's that's the best outcome. So that's my days is, um, surrounded by that review the medical charts for everyone in the last 24 hours, Uh, my route reviewed with my team, I make sure that we're going in the right direction with each patient that we care for. Um, there's a variety of diagnosis that I deal with, and I and I wasn't clinical from college, but I really enjoyed that piece. And so, um, probably half my job is clinical. Um and so we, um, have that meeting, and then I go about my day of either dealing with a financial peace or recruiting um, for our team and, um, going from, you know, maintenance of the building. Thio Computers are are our medical chart is, um, Elektronik. And so, you know, did we have a computer problem or something? So I really have a different day every day. So there's people that really specialize in, you know, hr and different things that I I because I'm in charge of operations. I I am touched everything. Every component of running a building, it makes it fun And never a dull

spk_1:   9:42
day. Yes. I don't know how you ever get us

spk_0:   9:46
get well, that is Yeah. We are administrated. Are, um our on call, you know, 24 7 And so, um, that is, but you don't want to get your building going and and, um, in the right direction. You mean the own call kind of goes away? Um, because your staff know what to expect from you and what you expect from them. And so, um, you know for that when you first take over a building and, you know, you might get a lot of calls because there's just making sure they're doing what is in line with you. Um, but then after a while, it calm down, put a bit. So

spk_1:   10:29
I maybe

spk_0:   10:29
get a call on off hours? I don't know. Maybe once or twice a month.

spk_1:   10:35
Well, that's not that that

spk_0:   10:36
go. Not that bad.

spk_1:   10:39
So you mentioned you had a mentor. I believe you said Diane, Is that correct? Yes.

spk_0:   10:43
And I am Diane Richardson.

spk_1:   10:45
So did you. Did she know she was mentoring you at the time? Did you outreach to her and say, Hey, I'm hungry for a career in this field, and I you inspire me, or how did that relationship come to be?

spk_0:   11:01
Ah, well, she hired me for the marketing and, um, admissions. And, um, I didn't have a new interest. I had more of an interest in going into sales for medical supplies. I wanted to get that medical experience. Um, but through I I worked for her for about three years. I just really enjoyed, um, watching her, um, run a building. And she was, um, one of the highest accreditations you could get is, um, shoot only. It was the only facility in Oregon that she had the accreditation. And so, um, she was very successful administrator. And so, about a year into my job, I expressed to her that I was interested in, and she's super excited because, um, she thought I had some, you know, um, assets that could really lend to being a good administrator and zone. She helped me develop and and gave me insight to what she was doing and why she was doing it. And so, um, it was really nice to kind of get her information. She had been in the industry for a long time. She was actually a a nurse that became an administrator. So that's where I got my clinical kind of interest because she had such a clinical eye to be being an administrator. So she's very strict. Administrator, Um, so I learned, you know, some of that as well. But when you become your own mint administrator for ability to kind of take on your own personality, um and so But I learned just the process. And systems are so important to quality care that that was probably the biggest take away that I had from her.

spk_1:   12:56
That's wonderful. Um, who in mentoring is one thing, and then you've got life inspiration. So who in your life has been the biggest inspiration to guide you as a businesswoman or, I think has like six? There's there's something that drives each of us as individuals to be successful, whether that's your parent, whether it's a teacher, you know besides mentors who actually help you shape you for a specific role. Who would you say has inspired you?

spk_0:   13:31
Um, I would say, I mean, I don't know if this is the the angle, but my grandma I was really close with her when she was when I was younger, and then she helped take care of me. And, um, she was, uh, born and raised in Apia, Samoa, and, um, didn't know any English. And she came over to the States and, um, just taught me the respect of the elderly and just, um, howto have fun with the elderly. We would have a slumber party. She would sleep

spk_1:   14:06
on the floor with me. She's just like, 75 years old.

spk_0:   14:08
And, um, I think that is probably my biggest driver of why I do the job. I do. And, um, So when someone comes in and and, you know, scared Teoh be in a facility and and I just, um I just go to that thought of my grandma and how I would treat my grandma if she was there. And so she was probably my my biggest hero and inspiration to, and I only had, um 12 years with her. And so she was probably the biggest impact. And And she was the only, um, women plus postman post woman in similar, uh, um And she was the only one of the only women that knew how to drive in Samoa. And so I think that level of, um, just independence for a woman really inspired me. And this it showed me how you can You can do your own thing. You can be who you want to be. And, um, she had so much, you know, so many people say, Why are you doing that? You're a woman. She would just say, you know, I had to provide for my family and and she didn't. And so and so that was I mean back then, you know, unheard of. And so she would tell me stories about it. And that was probably my biggest inspiration.

spk_1:   15:38
That's fantastic. And I love that, you know, until I think we stop and think about some of these things, We don't realize those silent influences that we have in our lives. I'm sure that you know your grandma's. Obviously, you've thought of this inspiration before, but it's a collection of role models and women's throughout our lives that touch our lives. You know, either one and directly that have, um, impact on us impact, either internationally or no. Maybe even things we don't want to do because we witnessed it and we see reactions. It's like it's a learning process. So having role models is fantastic, and I think that's a wonderful story. Um, okay, so let's talk about challenges. What are some of the challenges that you faced in the past or face today in your in your role within the health care field or the elderly care field?

spk_0:   16:31
Well, it's such a growing industry. I mean, with the baby boomers going into it, it's It's so many facets to, um, caring for the elderly. And, um, reimbursement challenges are always, um, a huge issue. We just went through Medicare's, changed our reimbursement models, and it's completely different dynamic change for my whole industry, like across the United States. So, um, that's one of the largest challenges. And just reimbursement for Major Moe's, um is really hard. There's one H M O that we're currently, um, trying to negotiate with, and they haven't adjusted her rates in 10 years. and I have to have to recruit staff and hey, them well, in order to keep them. And And, um, you know, if you're hmm Oh, isn't reimbursing you in differently in 10 years? That's a really big challenge. This industry is about, on average, about 1% profit. There's some buildings that are not operating in a profitable way, and when you change their their reimbursement model and it could be a very big challenge to be able to operate a building. Um, you know, you're our business, our largest expenses labor. And and so, um, sometimes we have temporary agency, um, people because, um, it's not the sexiest job to come to, um, but in when a thriving economy, it's even harder to recruit. So not to say that I want a bad economy,

spk_1:   18:29
but

spk_0:   18:30
it doesn't make an impact on us because people tend to go to health care because it's more stable

spk_1:   18:35
when

spk_0:   18:36
the economy is bad. Um, and when the economy is good, then it's really hard for us to recruit. Um, so in an industry that is about average 100% turnover in a year, um, that's a big challenge as

spk_1:   18:51
well. So There's a lot of things

spk_0:   18:53
that the labor market impacts are our, um every day. That's a challenge for us. And to maintain your team and thio have them drive to provide good character. Your residence is probably the biggest challenge we we face every day.

spk_1:   19:14
Ah, 100%. That's amazing. And that's really shocking. Yeah, that's in every

spk_0:   19:20
department. It. So you know, your diet Here you're, you know, nursing your housekeeping. Um, when we've been able to, you know, in the last couple of years in my particular facility, take that turnover down, um, to less than 75%. So that's good.

spk_1:   19:37
So

spk_0:   19:38
those good things, But you just have to maintain that every day you have to thio be working on recruiting young mean in them retaining staff.

spk_1:   19:47
So I think this might tie in Good, but, um, does technology is changing almost every business across industry. So how is technology impacted your company in the way that you do your role in the way you do recruiting? Um, tell me the pros and cons, if you will around technology and even if, like, there is such a thing as digital transformation happening within your organization I mean, you're very human. Touch, high touch type of business. So I'm curious.

spk_0:   20:27
Well, um, on the recruiting and we just implemented within the last few years, um, new, um, recruiting, um, program and new application program That that, I mean, increased our applications from I like almost 100% because of our application before was so hard to get through

spk_1:   20:54
that

spk_0:   20:54
people would give up. And now that it's pretty easy to go through it, it's so nice to have applications actually

spk_1:   21:02
coming through for

spk_0:   21:03
for staff. And, um, the data that we get from this new, um, program is so nice because we can see how many people were recruiting. How many people are actually looking at our website. How many people are, um, applying for the jobs where we're actually doing well at recruiting. Oh, that data is coming at us now, which is just fabulous. We haven't had this. And I think we just started this about two years ago. And so when you've been dealing with staff retention and staff recruitment and you don't have the data,

spk_1:   21:41
you

spk_0:   21:41
don't know if you're doing the right thing or not and so us to see this on a daily basis, monthly basis. Quarterly basis is just so nice to see for even moving the bar towards, um you know, are we doing anything right in

spk_1:   21:59
our recruitment effort

spk_0:   22:00
in our retention efforts? You know, um, another big pieces to my dated a thing is to just see outcomes that are like, Oh, you know, we did. Indeed. Adam, this, uh, for this, our end that registered nurse. And we got five applications. That's good. That's a really good ad that we invested in. And that was smart. It's the smartest way to use your money,

spk_1:   22:25
right? No, Are

spk_0:   22:26
We didn't get any applications on this, you know, other advertisement that we did. And let's not do that again. And so we haven't been able to do that. And so to have that at your fingertips and being able to look at report, it's so nice.

spk_1:   22:43
Do you do that? Um, advertising and outreach in house Or have 1/3 party agency. That helps you with that.

spk_0:   22:51
We do it in house. Um, we ah, have ah, recruiting department is about I think 55 or six people deep. Um, and they help us with recruitment at each site. So Marky has about 26 sites, plus therapy, plus pharmacy. So it's a pretty So our marquee facility. We have five people than consonants Pharmacy. That's a sister company. Toe has recruitment people as well, so it's probably the whole all of sister companies for Marquis. I would say there's probably no tent. Oh, maybe 15 people recruiting, um, or it within that kind of either digital marketing are doing, you know, different facets that help us to get our name out there. And to get kind of the reason why it would be be a marquee. Employees not just come work for us. It's There's a lot of social media that were really aggressive about and showing videos of our what we're about That's all on social media. So it's really nice to kind of show people. This is why you should come work for marquee, not just yeah, we have a job

spk_1:   24:11
that's gone away. So yeah, well, I think it's great to have the data and really begin to understand the r o. I on some of your advertising investments and so on. Optimizing it, you know, that's that's the key out data or using the data. So is regarding technology. Do you use technology for patient care?

spk_0:   24:31
Yes. Um, well, we are, um Elektronik Medical record is, um, it's been there for probably 10 years or a little bit less than 10 years. Um, yes, it electronic medical record is used. And so all we have this program, it's called, um, co pilot, and it draws information from our medical record. It helps us see any trends of what's going on with our patients to see if there's any, um, things we do quality assurance every almost every day. And it shows shows anything from, um, re hospitalizations, which is, um, hospitals and nursing facilities are penalized for re hospitalizations. People that come to our facility and then go back to the hospital. And so it shows that information and shows what their diagnosis was, why they went back and gives us the those reports Thio to do a quality assurance and see, you know, are we doing things well? Is there a big trend of wire? Person's going back? Um, is there education? We need to do more for the nurses. Thio. Help them see signs and symptoms of Ah, you know someone that may need, um, medical doctor or a nurse practitioner involvement, Um, And to involve them quite quickly so that we can prevent a rehospitalization. So those are all things that gives us this data that is given chest and so we can see any and identify any trends?

spk_1:   26:21
Yeah. I mean, I think that the use of technology and how it's impacting everyone's day to day life and business is incredible. And I look forward to I mean, all the advancements that technology brings to the learning through the data that businesses and are getting these days. So yeah,

spk_0:   26:41
and then it's it's also, like, helped us break down, um, silos between the hospitals and facility. You know, when I started, there was just like we just operated by ourselves and and, you know, to reach out to a hospital, they would just not respond. The statin has helped us get into the hospitals and say, Hey, you know, we are a facility that has, ah, a small amount of rehospitalization. Um, this might be a reason that you would refer more patients to us. Those there kind of things that we've been able to as a marketing perspective to give them more data, which helps the, you know, the people that are in leadership in the hospital's understand that we're making an impact and we're working with them collaborative collaboratively and, um, trying to, um, prevent any kind of unnecessary, um, rehospitalization. So that's really critical right now in the world of health care.

spk_1:   27:47
Well, in as, ah, as a person who has aging parents who, you know, I am coming to the years where I'm gonna have to be looking after my parents, those air, those air critical things that I would want to be aware of. So I think that's amazing that you have that data. What is it like all

spk_0:   28:05
the people in our world the sandwich

spk_1:   28:07
people has,

spk_0:   28:10
It's very challenging. And I see it quite a bit that you know, you have Children that you know, either in high school grade school, whatever. And then you have aging parents and, um, you know, it's it's a big challenge for those kids to manage both. And so, um, I I appreciate that, and I see that, and I and I gravitate to help them

spk_1:   28:34
because I

spk_0:   28:35
just I understand their world. It's challenging.

spk_1:   28:39
Yeah, I have heard that term before, and I totally it is the world I live in right now. And, um, speaking of life, work, balance. I know it's unique to each individual and there's no recipe for success. How do you feel? You've dealt with life work balance over the years. I know our kids are about the same age, but when they were younger or even today, how do you deal with the pressures of feeling like you're doing enough as a mom to check the box like Okay, I'm good bomb and your desire to be a successful businesswoman because it really fills you up in a way that motherhood can't. How do you keep the house?

spk_0:   29:26
Um, I I think it's probably well, it is the biggest challenge for ah, mom to dio, I think that I, um I really focus on when I'm there at work. I'm there, Um, and when I leave by, my team understands. And I talked to them about what's going on in my world so that they understand that I, um, need to get home at a certain time. I strategically look at my day and and organized my day so that I could be home, um, at a relatively normal time to be present with them. Um, I think if you I mean this job, you can, you know, work 10 hours a day and and still not, you know, feel like you have everything accomplished. But I think that balance of saying no, I gotta go home and be at home and and still get it. Um, everything done. I think I always give myself some grace too, because I think you, you know, convert yourself up pretty good if you're, you know, a little bit late to the baseball game or volleyball game. And, um, you know, you have to give yourself grace and say I'm doing the best I can. Um, I'm I'm not a religious person, but I'm you know, I do pray a lot about it

spk_1:   30:51
and

spk_0:   30:52
ask God to help me, you know, remain that balance. And, um, I kind of exercise. I think that's important, too. Um, the stress load.

spk_1:   31:03
And

spk_0:   31:04
I love to do spin class and those kind of things to help me just have that balance of health and family and work. Um, the work does to fill me with the work of I feel like, um when I was in sales, I was only as good as my last sale. And I feel like there's long lasting impact that I make on some someone's life. And, you know, when they say this is the best place to come, I'll come back here again if I need, you know, need this level care. Those are things that are really fill my cup. Um, and then I just I just try to make sure that I just make it home in time to do the things that are important to my kids, and I do. I do take all my vacation. I used to. Not when I

spk_1:   31:59
just have

spk_0:   31:59
kids. That's a big thing to me. Um, and I It's really important to me to make it to their events. Um, and you know, if I if I have to work a little bit after everything's down the events done, then then that's OK. It's the balance that I put on myself,

spk_1:   32:17
and that's

spk_0:   32:18
okay to me. You know, I don't I don't beat myself up because I may have to do a few email responses in the evening. That's okay.

spk_1:   32:25
You

spk_0:   32:25
know, I was as able to get there for my kids, so I don't know if I'm doing it right.

spk_1:   32:30
You can see. But, you know,

spk_0:   32:32
um, I feel like I, um I can do it. I'm very involved in my kid's high school. Um, I'm on the booster board. I tried to get myself just a little bit of involvement in their lives at the school. And so those things are important to me, too. It's that time goes by so fast. And so I think that I just need Thio. Um, you know, have a little bit of pepper in there, like, you know. Okay, I have boosters. Okay. I'm gonna do concessions.

spk_1:   33:05
Okay. You know,

spk_0:   33:06
I'm gonna connect with other parents, and that's important to me. I think that to be present there and, um, to be seen, You know, I think that's important that the kids see me doing that kind of stuff and not an absent parent because I'm working.

spk_1:   33:23
Yeah, that's wonderful. So what advice would you give the next generation of women who are either in the workforce now or looking for a career change, or someone who's just starting out and wanting to educate themselves on opportunities in the field of El Elder Care. And, you know, is there certain training or resume resume building tips that you would recommend?

spk_0:   33:44
You know, I do this mentor program, um, through Oregon State for people that are interested in our, um our field and I meet with one particular student and for, um um I think it's six months. Um, but the biggest thing I work with them on is, um, knowing. So when people say in an interview, you know what you're you know, three great strength.

spk_1:   34:11
I

spk_0:   34:12
don't think people when they're coming out of college, I don't think they understand the importance of knowing their strength because the strength it in the interview go through every almost every question, you know, and, um, when I asked the people that I'm mentoring would your strength, you know, they give the canned message, you know, the cans. Oh, yeah, I'm organized that, uh, but they don't really drive into what their strength is. That can really make them true asset to the company. And they, um, they don't drive like what the what's their passion through their strength? Does that make sense.

spk_1:   34:54
E think

spk_0:   34:55
they don't know their passion and they don't know they're there to what they've gone through in life. Even

spk_1:   35:02
if it's, you know,

spk_0:   35:04
22 years of life what they've gone through to help them, um, understand. With their best quality there

spk_1:   35:12
it might be helpful if someone talks about a strength to actually give a tax. Uh, the tactical example. Yeah. To make it more riel and meaning, right?

spk_0:   35:25
Yeah. And to really dive into themselves to see that through this mentor program, I I really work with them on at least two sessions to to talk to them, to see, you know, And this one person gave me their strength, and they're, you know, they're just a canned messages. And I was like, Okay, that's great. But that at the end, um, it was funny because she really flourished. When when we kind of dove into more of what her true strengths are, she has, um she was a person that I went back to college after having kids and kind of, um, a second career going back to college. And I said, You know, you're organized, you can handle a job and three kids and you know those air really important things. Yeah, you're right.

spk_1:   36:15
Yeah. So,

spk_0:   36:16
yeah, I am super organized. I couldn't get any of this done. And, you know, it wasn't one of the things that she brought up. And I was like, You know, that's a big thing that and you can give, you know, reasons and meat, too. The reason why you chose that as your one of your greatest strength. Um, so I think that's a big thing. And what you can really contribute to the company is another thing that I look for when I'm interviewing people. Um, I think that I can see their passion behind what they can bring to the company. And there's a lot of people I interview that they don't know much about our company. And there's so many things that you can research about our company or any company. Um, and I just I think that shows a lot when you come into an interview that you haven't done your homework on the company. I just ask, you know, tell me three things about Marquis, and that kind of throws them off. And I just think that if you're really interested in investing in that company and working for that company. You You'd want to take some time to know I was at work in threes. I don't know why,

spk_1:   37:23
but I just say,

spk_0:   37:25
you know, I know three things about the company that the reason why you would want to work for us, And so those things that to mean that shows interest in passion. And and, um, you're gonna be a, um, asset to our company.

spk_1:   37:43
What about in college? Are there particular on? This might be my naive nous, but is there a particular degree that you would get?

spk_0:   37:52
There is, um, at Oregon State. There is a health care administration degree, and there's actually there's, um, other colleges that are, um, starting and or have it have it have had it for a few years in health care administration. I think we're in Korea in Oregon State are the prominent ones that we recruit from, Um, but, you know, you don't have to have that particular, um, degree. I didn't, um but I I fell into this in a different way. But there's people that have social service is degrees. Um, there's a multitude of things that could bring you to our industry. But then I think through becoming, you know, department manager of a certain department within our facility. There's a lot of people that say, Hey, I really am interested in becoming a minister. I really like doing this job, are working in this industry And then they go into our program that's called a administrator training program. And so that's where we recruit typically from internal because they've been exposed. And we do internship program through Oregon State that you, um, work in each department and learn the departments. And then you become a department head and then you, um, apply for the administrator and training program. So it's a whole process. We have a big leadership program called Ascend, where we identify people that have leadership qualities are are interested in it, and then we expose them to more and more leadership classes and, um, education. Ah, at firm, our home office that helps them develop. And then they, um, go into the administrator and training program.

spk_1:   39:49
That's fantastic. I love that you have that same yeah, built and that's amazing. And I love the fact that you're participating in the Oregon state mentor program. I didn't know that. So that's really

spk_0:   39:58
Yeah, It's a fun program. I actually really enjoy it. And, um, this is my third, um, person that I'm mentoring and we meet once, Oh, a month and either in person or on, um, online. And it just helps us. Um, you know, have give that person a little bit more direction and helps them. I actually help the person get it a job at another company, Not not within the same industry. But, um, you know, it was I knew a person, and so I helped them get a job, and so it was very successful. Her that person toe do the mentor program and they get credits. So it's kind of nice that way.

spk_1:   40:42
That's fantastic. So many women struggle with self confidence, and I personally have, you know, had challenges over the years owning my own business and then going to corporate America. There was some self confidence issues, and security is whatever you wanna call him. Have you experienced that personally, or what kind of advice do you give Others who might be battling with not having the voice at the table and helping them to be ableto to value their contribution and really show up and shine at work.

spk_0:   41:18
You know, it, it gets intimidating in some level. You know, you're in front of a doctor and you're trying to advocate for your patient. Um, that could get intimidating. But I really do believe, um if you do your homework and you know the answer or, you know, you're, um vision is a big deal to see the vision of that conversation or or to see, um to remain, um, I don't know what the word is, um, loyal to yourself of what you want to get out of that conversation is to me showing that confidence. And it's not easy. And when you're brand new, employees are brand new administrator. Wow. Did I ever learn

spk_1:   42:08
some sought

spk_0:   42:10
to be really president and confident in meetings. And it was, um, you know, I failed a lot in my first few years, and I continue to learn, I don't I don't think I have all the confidence in the world, but I do believe that my passion, in my vision, are what drive me to be confident. And, um, I don't go away from that I don't compromise on that. And I think that's a big important tool tohave for a person that, um, is gonna be in a leadership role. I think you you know your values. You know, you're where you want that your particular you

spk_1:   42:50
know,

spk_0:   42:50
in my case, my building to go to.

spk_1:   42:52
And

spk_0:   42:53
I always keep those in mind when I'm dealing with any kind of situation, whether be recruitment, employee relations, customer satisfaction and those things, I always think, Okay, how would I wouldn't want to be treated? How would how would we? You know, if my mom was in the facility, how

spk_1:   43:12
would

spk_0:   43:12
I received that as a family member? And I always think about that. And I think that helps my confidence because I think of the empathy

spk_1:   43:20
of

spk_0:   43:21
the situation. And I, you know, my job is a lot. There's a lot of empathy. There's a lot of trying to see through what, how, what they're dealing with. And, you know, nobody knows our industry. And when they come into the facility, it's like, Oh, my gosh, I saw this on 60 minutes

spk_1:   43:36
and got

spk_0:   43:36
it

spk_1:   43:36
on. You

spk_0:   43:38
know, it's it's a little bit negative and so you try to empathize with them. And I think if you you know your stuff and you know, um, what you're like I said vision and purposes. I think that helps with your confidence.

spk_1:   43:55
That's great. So do you have any good books? I know you have a short commute, but many podcasts Um,

spk_0:   44:05
actually, I'm reading a book, but I think one of my biggest ones is that I read in the the company owner, um is he's really big on reading. And so to become a leader within your the company, there's a few books that he wants us to read, which I think is a really good thing. Thio I have driven It was in the company, was good to great was

spk_1:   44:31
a good

spk_0:   44:31
one for Mito Thio. Um I kind of just help with leadership and and, um, it was one of probably the more pivotal ones for me. But right now I'm reading radical candor. Ah, from Kim Scott. And, um, it's really good book. It just It's, um, a woman's perspective. And she worked for Amazon and and I think Google and a lot of different companies, but, um, she talks a lot about how to get the point across, but to, um, make sure that you're doing it in a positive way

spk_1:   45:16
and

spk_0:   45:17
productive way. So it's a really good read.

spk_1:   45:20
Thank you for that one. I have not heard of that one. I'll have to add that I've read good to great. It is good. Yeah. Um all right. Two more questions and then I'll let you go. Um, if you could tell your 20 year old self one thing, what would it be?

spk_0:   45:37
Um um, I would say to always stayed true to yourself. And, um, if your intention is good, um,

spk_1:   45:55
I

spk_0:   45:55
know that your intention is good in it in any approach, and you'll do fine.

spk_1:   46:03
That's excellent advice. So what last question? What's next for Patti Kleckner? Um on that could be next week. It could be five years from now. 10 years from now, it's open to you,

spk_0:   46:17
um, to get my kids through high school and get them to college. That just always in my mind right now I have a senior and a sophomore. And to have them be happy at their choice in college, or or or not, you know, they're they're, um journey, but, um, to get them through and then to, um, just continue the balance of of, um, life with my husband and and life at work and with the kids. And it just enjoy every moment with the kids. As long as I have him in the house. Just hard to think about the next year. I won't have one of them in the house. And, um, that's just, you know, that's my focus right now. Um, my work is you know, Marquis, He's been so kind of mi Teoh. Allow me to focus on both. That's the nice thing. So that's probably That's what I can think of right now off the top of my head.

spk_1:   47:19
That's wonderful, Daddy. Thank you. Thank you. Thank you so much for being here today. Uh, it's been a pleasure having you on the show. If someone wanted to connect with you, where could they connect? Lincoln. Okay, so just Patti Kleckner That's seared. Yeah, Okay. Perfect. Well, thank you so much. I really, really think very fun. Thanks for listening to the episode today. It was really fun chatting with my guest. If you like their show, please Like it and share it with your friends. If you want to learn what we're up to, please go check out our website at to be bolder dot com. That's the number two little be bolder dot com.