Nudging the Culture of Wellness: Evidence-Based Approach
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Nudging the Culture of Wellness: Evidence-Based Approach

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http://www.nationalwellness.org/index.php?id_tier=128&id_c=225

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Healthy work cultures are not "built" as much as "nudged" over time. Nudge means gradual, intentional, peer-to-peer positive interaction and encouragement. Recognized in the National Registry of Evidence-Based Programs and Practices (NREPP), "Team Awareness" (TA) has provided nudge training to over 10,000 workers in various industries. Join this session to learn how any culture of health effort must consider the work group, leadership, and social health.

We will explain how TA works, how to start using quick tools from TA, and three tenets of wellness cultures: (1) Costs are incurred if you only invest in individual health when the work culture is toxic; (2) Strong wellness program don't guarantee worker engagement; (3) The strongest workplace influence on employee health is his or her immediate work-group and supervisor.

This third tenet is a force-multiplier which you can jump-start by empowering work groups to know their health benefits, coping skills, tolerance levels for unhealthy practices, by reviewing basic listening skills, and through NUDGE: Notice who may need your encouragement; Understand your role; Decide if you should say something; if so, use GUIDELINES for communication, and then Encourage!

Following the webinar, participants will be able to:

describe the six modules of Team Awareness and why it has been so effective
use tools from the Team Awareness curriculum
understand the basic steps of nudging

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Nudging the Culture of Wellness: Evidence-Based Approach Nudging the Culture of Wellness: Evidence-Based Approach Presentation Transcript

  • www.organizationalwellness.com Team Awareness nudging the culture of wellness Joel B. Bennett, PhD [Organizational Wellness & Learning Systems] 1
  • Team Awareness Organizational Wellness & Learning Systems • First workplace workshop 1984 • Incorporated 2002 • Over $3 Million in R & D • Patents pending (intelliprev, execuprev) • Served over 10,000 employees • 1st National evidence-based model for risk reduction at work OWLS • Recognition as leader in workplace wellness • Prevention for US National Guard • www.organizationalwellness.com 2 learn@organizationalwellness.com
  • Team Awareness
  • 3. Tools to use 2. Program 1. Effectiveness Q&A orientation 3 ideas Objectives 4 learn@organizationalwellness.com
  • 3 ideas our social networks are our greatest strength the facts keep us from seeing what we know transformation is over-rated 5 learn@organizationalwellness.com
  • Team Awareness Social influence does not end with the people we know. If we affect our friends, and they affect their friends, then our actions potentially affect people we have never met. We began by studying various health effects. We discovered that if your friend’s friend’s friend gained weight, you gained weight. We discovered that if your friend’s friend’s friend stopped smoking, you stopped smoking. And we discovered that if your friend’s friend’s friend became happy, you became happy. Nicholas A. Christakis & James H. Fowler; Connected (2009) 6
  • Team Awareness Normally, we add new facts to existing knowledge. But once in a while [something] comes along and does just the opposite -- it adds a new pattern of knowledge to existing facts. The result is striking. Old dull things you've known for years suddenly stand up in a whole new dimension. Robert Pirsig, author, in Zen and the Art of Motorcycle Maintenance 7
  • Team Awareness The conversations that build relatedness most often occur through associational life, where we are unpaid and show up by choice, rather than in large systems where professionals are paid and show up by contract… The small group is the unit of transformation and the container for the experience of belonging. Peter Block, Community (2009) 8
  • It’s not about SYSTEMS It’s not about PROGRAMS It’s not about COACHING It’s not even about OUTCOMES It’s about relationships: empowering the local, small group (peer to peer) to help themselves + each other = the work culture in small steps 9
  • Nudge: gradual, intentional, peer-to-peer positive interaction and encouragement 10
  • Team Drug-free workplace Awareness Mental Health Outreach Recovery Wellness Social Capital Referral Employee Relations Prevention Group Care Employee Assistance Compassion De-stigmatize Policy Engagement Coping Encourage Support Self-help Stress Management Culture Evidence-Based Friendship Camaraderie Risk management Responsiveness Communication Disease Management Team-work Community ROI Work Collaborative Spunk Occupations Training & Development 11
  • Objectives 12
  • Team Awareness Objectives Following the webinar, you will be able to: • describe the six modules of Team Awareness and why it has been so effective • use tools from the Team Awareness curriculum • understand the basic steps of nudging 13
  • Team Awareness Part 1 Effectiveness 14
  • Team Awareness What Team Awareness does (group is unity of analysis) • Improves positive health habits • Enhances positive work communication • Reduces health risks (alcohol) • Increases supervisor responsiveness to troubled workers • Reduces unhealthy social behavior • Improves the culture of health • Reduces stress at and away from work • Increases actual help-seeking • Increases peer-to-peer support 15
  • Team Resilience Team For Young Restaurant Workers Awareness 1994-2002 2002-2005 • Team Awareness developed--NIH Grant (8-hour program) • Identified as Evidence-Based (Model) Program by DHHS • Has reached over 10,000 workers in diverse settings • Adapted for corporate, military, tribal settings, union settings, municipalities, government, ex-offenders, young restaurant workers, NECA-IBEW, youth corps, others • National Guard flagship program • Small Business Wellness Initiative www.nrepp.samhsa.gov 16
  • Team Awareness Likelihood to seek help (Sample 1: Municipality) Likelihood of Seeking Help Employees Pre-Training indicating likely to 0.5 seek help if they Post-Training had depression or 0.4 stress 0.3 0.2 0.1 Team Awareness Control 17
  • Team Awareness Help Engagement (Sample 2: Municipality) Help/Support Engagement Employees who Pre-training contacted, 20 6 Month encouraged contact, 16 or were nudged to use counseling, 12 support, or EAP 8 4 0 Team Control Awareness 18
  • Team Awareness Organizational Wellness (10 items) (Sample 3: 14 Small Businesses) Organizational Wellness* • Healthy & Balanced 3.6 Perspective (e.g., Health & safety is a top priority here) 3.5 3.4 Team • Co-worker respect Co- Awareness (e.g., Differences in Health lifestyle are appreciated) 3.3 Promotion 3.2 • Organizational Control supports (e.g., Policies 3.1 are flexible to meet personal and family 3 needs) Pre 1 month 6 months Bennett, J.B., & Lehman, W.E.K. (1997). Employee views of organizational wellness and the EAP: Influence on substance use, drinking climates, and policy attitudes. Employee Assistance Quarterly, 13 (1), 55-72 19
  • Team Awareness Stress Away from Work (4-items) (4- (Sample 4: National Restaurant Chain) • Personal lack of direction or Personal Stress bothered by thoughts of where I am headed 1.7 in life 1.6 • Personal problems 1.5 with money (not enough, difficulty 1.4 budgeting) 1.3 • Difficulty managing 1.2 Team Resilience my time (work, Control family, school, other) 1.1 • Problems with 1 boyfriend, Pre-Training 6 Months 12 Months girlfriend, spouse (like fights, arguments) 20
  • Team Awareness Stressors at Work (4-items) (4- (Sample 4: National Restaurant Chain) • Problems with Exposure to Problem Co-workers coworkers (lazy, bring problems to 1.9 work, rude, not 1.8 responsible) 1.7 • Inconsistent 1.6 managers 1.5 • Problems between 1.4 people at work 1.3 (bicker, argue, rude) Team Resilience 1.2 • People at work do 1.1 Control hostile or illegal 1 behaviors (stealing, fights, vandalism, Pre-Training 6 Months 12 Months bullying) 21
  • Team Awareness Evidence- Evidence-based Benefits AWAKEN! the Healthy Culture “Value-Chain” “Value- – Improve willingness to seek/give help (peer to peer) Increase utilization of health services/benefits Reduce high-risk behaviors Leads to reduced poor health Leads to reduced stress at work Leads to reduced stress away from work Sustained by improvement in work culture • Return-on-investment – Estimated (for problem drinking alone) ROI of $2 to $6 for every $1 invested* *Uses standard training costs and epidemiological estimates: www.alcoholcostcalculator.org 22
  • Team Awareness Testimonials (1) Military Municipality “Team Readiness has “We saw decreases in undermining helped the Guard identify between employees and and deal with stress and supervisors, number of sick days, improve unit cohesion; number of minor injury/worker's comp claims; and increases in using this well designed, overall quality of communication, evidence-based program trust, support, work motivation.” has been an excellent “Program had "staying power" and choice for us.” positive outcomes were evident the SFC Janet Richards; Program following year.” Manager, National Guard Bureau HR Director; Large Municipality 23
  • Team Awareness Testimonials (2) Small Business Professional Team Awareness changed the “Trainers were intelligent, articulate, passionate, flexible. whole environment…our efforts to Training is "out of the box" deal with workplace health were thinking. Sent a lasting message seen as a commitment to getting to employees that "this help for our employees. Moreover, company cares." we reaped the benefit of having a "I would do it again work force attuned to taking in a minute!“ collective responsibility for workplace health” Manager, Construction Company HR Director, Research Institute 24
  • Team Awareness Testimonials (3) Executive Level Crew Chief "Team Awareness addresses “Team Awareness has helped me aspects of workplace culture, to take the perspective of workers teamwork, communication, and the stresses they face. It has stress, policy, substance abuse helped us as a business to work prevention and more. Team together and improve the overall Awareness also increases climate” awareness and utilization of EAP's” Small Business Worker Don Jorgensen, PhD, Former President of Employee Assistance Professional s Association 25
  • Team Awareness Part 2 The Program 26
  • Team Awareness The Six Core Modules (1 to 1.5 hours each) Download entire original curriculum NUDGE www.organizationalwellness.com Communication FREE Coping Team Tolerance • MODULAR (FLEXIBLE) Awareness Policy • SMALL GROUPS (9 to 20) Relevance • PPT DRIVEN (EASY) 27
  • Team Awareness Module 1: Relevance Relevance to You and Your Work Group: Orientation and Risk Identification PERSONAL EXER. 3.1 Personal Exercise 3 Listening is 1.Confidentiality (CHAT) part of Finding Your Voice: every job. 2.How is this relevant? Safe Communication 3.Prevention principles This exercise is for you to take with you. For me, real communication occurs 4.What are the risks & Do not write your name on this form. when I'm big enough to temporarily set aside the need to express MY ideas, MY strengths of your work “Not everything that is faced wishes, MY opinions, MY fears . group? Real communication occurs when I give can be changed But nothing can be changed until it is faced” the other person the time and opportunity to express their thoughts, 5.Risks of speaking up feelings, ideas, and dreams in an -- James Baldwin uninterrupted, accepting way” 6.Finding your voice 33 (adapted from P. Wilkerson) 28
  • Team Awareness Module 2: Policy Team Ownership of Policy: The Risks & Strengths Game 1. What is your policy? 2.What are your benefits? COSTS COSTS 3.Know how to get help? 4.What happens if you don’t get help? 5.Risks & Strengths board BENEFITS BENEFITS game 29
  • Team Awareness Module 3: Tolerance Reducing Stigma and Tolerance and Increasing Responsiveness Stigma - Tolerate - Respond 1. What do you tolerate? Stigma - Tolerate - Respond 2.What does your group tolerate? 3.Group discussion of Label Judge Avoid Minimize Care Approach scenarios of varying Reject Enable Act problem behaviors. Do Do Nothing Something 4.List ways to respond. 30
  • Team Awareness Module 4: Coping Stress, Problem Solving, and Your Habits (e.g., Substance Use) 1. List healthy and unhealthy ways of coping. 2. Signs of NOT coping well (EAP referral) 3. Goals for evaluating 4. Life-style habits 5. Video on positive health habits 6. Link to on-line tools 31
  • Team Awareness Module 5: Communication Improving Workplace Communication 1. What makes someone Let ’s not easy to talk to? complicat e our 2. Communication norms r elat ionship and rules at work by t r ying t o communicat e 3. Really listening exercise wit h each 4. Communication ot her . guidelines 8 32
  • Team Awareness Module 6: NUDGE Notice (someone with stress) Understand (if you have a role to play) Decide (if you should say something) Use Guidelines (for effective communication) Encourage CASE STUDIES 1. Review guidelines for John is a mechanic in your work group. John is casual & easy-going. Recently effective communication you’ve noticed that he’s gained a few pounds. At first, you thought it was just growing older. Later, you overheard that 2. Stages of change he’s been diagnosed with diabetes, but recently you caught a glimpse of him 3. Roll with resistance eating candy bars & drinking soda during lunch break. Your concerned that he’s jeopardizing his health & may need 4. NUDGE additional help dealing with the changes needed to treat his diabetes. 5. Role Play nudging scenarios (customized) 33
  • Team Awareness Why effective? What do employees What wellness programs What Team know? must acknowledge? Awareness does ? Social health and peer Costs are incurred if you only Identifies and celebrates encouragement is invest in individual health strengths (team, HR, contagious when the work culture is toxic EAP, policy, benefits) Employees recognize Strong wellness programs Trains peers to engage physical health is only don't guarantee worker peers (always more one facet of health engagement effective than programs (move up the Maslow engaging workers) Hierarchy !) Employees know that The strongest workplace Makes this fact their own health influence on employee health transparent and effects others is his or her immediate work- motivates workers with group and supervisor it 34
  • Team Awareness Why effective? Family Member Employee GROUP A GROUP C GROUP B 35
  • Team Awareness Part 3 Tools to Use 36
  • Team Awareness What do you needed to facilitate? • Download the manual www.organizationalwellness.com • Present before a group • Enjoy community • Some knowledge of group dynamics • Can point to resources in community or workplace (e.g., EAP, coach, etc.) 37 learn@organizationalwellness.com
  • Team Awareness Tool 1 (30 minutes) Handout information about your program What causes How do you Healthy? you stress? cope? Unhealthy? How to get Signs of Not help Coping Well 38 learn@organizationalwellness.com
  • Team Awareness Tool 2 (15 minutes) Handout information about your program COSTS Shame Get worse COSTS Money Lonely Fear Pay Later Get Better Keep Friends Happy Can Hide Friends BENEFITS BENEFITS How to get help 39 learn@organizationalwellness.com
  • Team Awareness Summary • Three ideas Social networks are a key leverage point to introduce peer support and encouragement skills, gradually, for sustained culture of health • Team Awareness is an evidence-based program that can do that • Six modules (flexible, easy, adaptable) • Tools easy to use 40
  • Team Awareness Joel B. Bennett, President Organizational Wellness & Learning Systems 3221 Collinsworth St., Suite 220 Fort Worth, Texas, 76107 817.921.4260 office Get Certified! 817.845.2772 cell Saturday, July 17 learn@organizationalwellness.com Monday, July 19 www.organizationalwellness.com 41