I've found that each DNS (who lasts any length of time, that is!) tends to set the standard in a facility; unfortunately for the person who replaces them, you're walking into an established workplace culture. And as is so often the case in LTC, that's not necessarily a good thing. All too many times, the former DNS was a drill sergeant/dictator who made everyone step lively and do everything her way, OR s/he was a laid-back (or even lazy) supervisor who pretty much let everyone do what they wanted (CNAs running the facility, infighting between shifts, and so on).
Either way, when someone new comes in, the staff tends to balk at her direction, because they're used to doing things the "old way"; and change---even if it's for the better---is always hard. So what you have to do is involve the staff in making these changes, rather than merely imposing them........give them some ownership in the process, and most will come around eventually. Meet with them, learn how things used to be done, and see if there can be some compromise; often, you can 'turf' something to another staff member in exchange for some other duty, and it works out for everyone concerned. And whatever you do, never ask someone to do something you yourself are not willing to do---it will cost you dearly in terms of credibility.
Above all, be patient; it takes time for people to adjust to new ways of doing things. If your facility is like a lot of LTCs, these staff members have seen DNS's come and go, and every time the management changes it creates additional stress for people who already have plenty of job-related stress. Eventually they will come around to your way of doing things; in the meantime, you need to get to know them well so you can help facilitate THEIR success in the workplace. Nobody comes to work thinking "Oh, let's see how much I can mess up today". They want to do well; just give them guidance, and give them time.
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