About NAAP
Founded by Activity Professionals
for Activity Professionals...

NAAP is the only national group that
represents activity professionals in
geriatric settings exclusively. NAAP
serves as a catalyst for both professional
and personal growth and has come to
be recognized by government officials
as the voice of the activity profession on
national issues concerning long-term
care facilities, retirement living, assisted
living, adult day services, and senior
citizen centers. NAAP is nationwide in
scope with a growing membership in
Canada and Bermuda.

The National Association of Activity
Professionals recognizes the following

The quality of life of the
served is the primary reason for our

The strength of NAAP lies in the
diversity of its members.  NAAP
recognizes the rich cultural, and
educational backgrounds of its
members and values the variety of
resources represented.

The strength of NAAP also lies in the
development and promotion of
scientific research which further defines
and supports the activity profession.

NAAP values the development and
maintenance of coalitions with
organizations whose mission is similar to
that of NAAP's for the purposes of
advocacy, research, education, and
promotion of activity services and
activity professionals.

NAAP values members who become
involved at the state and national level
to promote professional standards as
well as encourage employers to
recognize them as professionals.

NAAP affords Activity Professionals
across the country the opportunity to
speak with a common voice...

NAAP successfully worked with
members of Congress to secure a
change in the nursing home reform title
of the 1987 Omnibus Budget
Reconciliation Act (OBRA). Through
our efforts, it became mandatory that an
activity program, directed by a qualified
professional, be provided in every
nursing home that receives Medicare
and/or Medicaid funds.

NAAP was the only professional activity
association to participate in HCFA's
workgroups that revised OBRA's
interpretive guidelines now in effect.

NAAP provides assistance at the state
level to promote certification of activity
professionals, working toward uniform
professional standards for activity
NAAP Mission Statement
To provide excellence in support services to activity professionals through
education, advocacy, technical assistance, promotion of standards,
fostering of research,
and peer and industry relations.

There are so many benefits when you
belong to NAAP!  Each member will
receive a newsletter which will give the
updated reports on Government
Relations, Special Interests,
International Updates, Professional
Development, Nominations, Standards
of Practice, Financial Updates and a
Membership Report. Along with this
comes an update from our President,
Diane Mockbee, and our Executive
Director, Charles Taylor.

Members will also receive a discounted
rate at the Annual Conference which is
held in March/April of each year.

Effective JAN 1, 2006 membership dues
Active Membership = $75 US dollars
Associate Membership = $65 US dollars
International Membership (outside US)
= $65 USD
Student Membership = $55 US dollars
Supportive Membership = $99 US

Email us for more information at

Join Now!

You can download and mail in this
application with your payment or use
our new
online registration.
Providing Internet Resources
for Activity Professionals
in Long Term Care Settings

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The Activity Director's Office
All Rights Reserved

The NAAP Page
National Association of Activity Professionals
Founded by Activity Professionals for Activity Professionals...
Join Today!  You can download and mail in this application with your payment or use our new online registration
Improving Your Communication Skills
Brenda Scott ADC, NAAP Vice President/Standards of Practice Trustee

Communication is a learned behavior. Good communication skills can be the key to a strong
team in your activity/recreation department. Employees often show concern about the quality
and quantity of communication at work. Ineffective communication often results in poor
cooperation and coordination, lower productivity, undercurrents of tension, gossip and rumors,
thereby increasing turnover and absenteeism.   

Some ideas for effective communication are simple.  Understand that communication is a two-
way street. It involves giving information and getting feedback from employees. It isn’t finished
when information is given.  When you are giving instructions, is your message clear? Be
specific. Listen to what they are saying, show respect for them while they are talking. Ask
questions, show interest, clarify by feedback. Don’t rely on bulletin boards, memos and other
written communication. Hold regular department meetings. These should be held at a
convenient time when all employees can attend. Make sure everyone has an opportunity to
speak. Practice the “open door” policy and demonstrate it by walking around and observing
your staff.  Comment positively on their performance. Conduct one-on-one meetings with your
staff on a regular basis. Ask how you can help them do a better job.  Then ask how they can
help you to be a better supervisor.

Learn to delegate. Proper delegation creates a team spirit and helps accomplish more in a
shorter period of time.  Pick people who are responsible and will follow through.  Match the
person to the task. Try to delegate assignments that will utilize the person’s talents.  
Remember that the person performing the task may not do it as well as you. Don’t be temped
to take over the project. The important thing is that it gets done. Build a new employee’s
confidence by assigning low-risk projects at first.  Let delegates do it their own way, who
knows, their way might be better. When communicating a task, use words that are easily
understood and follow up with printed instructions.  Keep track, check to make sure things are
on schedule and you will meet the deadline. Always give a due date and if necessary, relate it
to other priorities.

When conflict arises, learn to deal with it in a positive non-threatening way. Don’t take sides!
Ask those who disagree to paraphrase the other person’s concern. Just saying it may help
them learn if there really is a misunderstanding. Work out a compromise. Engage in give and
take and finally agree on a solution.  Convince team members they may sometimes have to
admit they’re wrong; let them know that develops strength of character. Always be firm, fair and
friendly in that order.

Do you “walk the talk?” If you want teamwork, do you work well with others? Do you lead by
example? If you recommend continuing education, do you attend workshops and
conferences?  Managers and supervisors who fail to practice what they preach lack credibility.
Are you willing to “pitch in” when needed? Good supervisors have a positive attitude and sees
success before it arrives. Think “outside the box” by looking for new and fresh ideas. Be
enthusiastic and excite staff. Encourage your staff, be a mentor, help staff to rise to their full
potential. Set and maintain high standards for your department.  Be trustworthy; don’t be afraid
to admit mistakes. Tell your staff everything…this builds loyalty and trust. Be loyal, if staff
knows you are loyal to them, they’ll be loyal in return.  Remember that fairness establishes

Communication is a learned behavior.  It comes out of attitudes as well as through specific
methods and techniques. Improving your communication skills and confidence is possible
through a concerted, conscientious effort. Set goals for yourself.  Evaluate your skills. If you
need help, reach out to your professional community. Choose a role model.
NAAP and your state associations are full of successful activity professionals that would love to
help you.
Subscribe Today
(Just $24 per year)