WEBINAR FROM http://www.nationalwellness.org/index.php?id_tier=128&id_c=225 (Can listen to audio there) 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

1. www.organizationalwellness.com
Team
Awareness
nudging the
culture of wellness
Joel B. Bennett, PhD [Organizational Wellness & Learning Systems]
1

2. 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

3. Team
Awareness

4. 3. Tools to use
2. Program
1. Effectiveness
Q&A
orientation
3 ideas
Objectives
4
learn@organizationalwellness.com

5. 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

6. 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

7. 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
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8. 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)
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9. 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

10. Nudge:
gradual, intentional, peer-to-peer
positive interaction and
encouragement
10

11. 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

12. Objectives
12

13. 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

14. Team
Awareness
Part 1
Effectiveness
14

15. 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

16. 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

17. 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

18. 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
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19. 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

20. 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)
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21. 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

22. 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

23. 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

24. 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

25. 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

26. Team
Awareness
Part 2
The Program
26

27. 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

28. 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)
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29. 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
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30. 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

31. 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

32. 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

33. 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

34. 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

35. Team
Awareness
Why effective?
Family Member
Employee
GROUP A
GROUP C
GROUP B
35

36. Team
Awareness
Part 3
Tools to Use
36

37. 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

38. 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

39. 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

40. 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

41. 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
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