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Wellness that Lasts: Nudging the Culture of Your Worksite with Dr. Joel Bennett
 

Wellness that Lasts: Nudging the Culture of Your Worksite with Dr. Joel Bennett

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    Wellness that Lasts: Nudging the Culture of Your Worksite with Dr. Joel Bennett Wellness that Lasts: Nudging the Culture of Your Worksite with Dr. Joel Bennett Presentation Transcript

    • TWEET: @orgwellness |www.organizationalwellness.com |learn@organizationalwellness.com |
    • TeamAwareness Nudging the Culture of Wellness
    • OUTLINE • Basic Ideas • Effectiveness • Adaptations (SAMPLES) – Team Readiness – Team Resilience – TeamUpNow • NUDGE • SIX CORE MODULES • REFERENCESTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Healthy work cultures are not “built” as much as “nudged” over time. Nudge means gradual, intentional, peer-to-peer positive interaction and encouragement, group, leadership, and social health.TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Three Tenets of Wellness Cultures Costs are incurred if you only invest in 1 individual health when the work culture is toxic Strong wellness program don’t guarantee 2 worker engagement The strongest workplace influence on 3 employee health is his or her immediate work-group and supervisorTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Learning Objectives The purpose and six basic objectives of 1 Team Awareness (TA) How to incorporate principles of TA into a 2 lunch n’ learn The Research behind an evidence-based 3 approachTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • What is Team Awareness? • It is a delivery system, NOT a program (like a PHA, HRA, wellness campaign)… • the content within the system can vary from implementation to implementation • There are core features (fidelity elements) that are universal but each adaptation ASSURES A FIT WITH THE CULTURE Team AwarenessTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • The use of effective interventions without implementation strategies is like serum without a syringe; the cure is available but the delivery system is not. - Fixsen, Blase, Duda, Naoom, & Van Dyke, 2010TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • What is Team Awareness? • A facilitated peer-to-peer learning environment with a focus on enhancing communication to reduce RISKS both within the team and the self • With clear avenues for getting resources once the risks are identified (wellness, EAP) • As participants learn healthy stress management skills, the limits of their tolerance, real employer benefits, and the value (de-stigmatized) of owning a problem and getting help for itTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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) 10TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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) 11TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • It’s not about SYSTEMS It’s not about PROGRAMS It’s not about COACHINGIt’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 12TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • ONLINE CERTIFICATIONS (CHES, CPH, ACSM, RD) • March 7 and March 8 • May 7 and May 8 • August 7 and August 8 Revitalizing Work and Tribal Culture Through Team Awareness http://nativelearningcenter.comTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Sally and Elena: Sally, a fellowcoworker, tells Elena that she isgoing to quit smoking after 5 yearsof spending hundreds of workbreaks together. Sally recentlyfound a free quit-smokingapplication on her Smartphonethat she likes. After seeing Sallymake her initial efforts, Elena alsoends up quitting. Bob and Gary. At lunch one day, two team-mates, Bob and Gary, talk idly about struggles they are having in their respective marriages. They find out they have many interests and issues in common and over the next months are able to support each other with friendly advice that helps save their marriages.TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Team Awareness Part 1 Effectiveness 16TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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 • Reduces counter-productivity • Increases actual help-seeking • Increases peer-to-peer support 17TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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 25,000 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 18TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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 19TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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 20TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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 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 monthsBennett, 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 21TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Stress Away from Work (4-items) (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) 22TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Stressors at Work (4-items) (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, Pre-Training 6 Months 12 Months fights, vandalism, bullying) 23TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Evidence-based Benefits AWAKEN! the Healthy Culture “Value-Chain” – 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 24TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Team ReadinessTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Team ResilienceTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • TeamUpNow(blending online social game with learning)
    • Willie Robert CorinnaTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Well-Being • Introduces TeamUpNow, • Puts the content in a broad framework of health and the workplace culture of health. • Diet, exercise, and work-life balance in connection with both work and home life • Encourages moderation • Especially alcohol and drug • Raising awareness of the potential harm from misuse • Introduces signs for concernTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • In the game, users strategize to answer questions in strength areas and earn their team points with correct answers.TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • NUDGETWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Conocer Observar Decidir Enfrentar Ayudar ReanimarTWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Team Awareness 40TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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) 41TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Module 1: Relevance Relevance to You and Your Work Group: Orientation and Risk Identification 1.Confidentiality (CHAT) 2.How is this relevant? 3.Prevention principles 4.What are the risks & strengths of your work group? 5.Risks of speaking up 6.Finding your voice 42TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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 43TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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. 44TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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 45TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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 46TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • 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) 47TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • References • Here are links to the description of the original Team Awareness/Team Resilience program reviews in the National Registry of Evidence- Based Programs and Practices. • TEAM AWARENESS http://www.nrepp.samhsa.gov/ViewIntervention.aspx?id =69 • TEAM RESILIENCE • http://nrepp.samhsa.gov/ViewIntervention.aspx?id=285 • Keep in mind that this focuses more on our alcohol findings.TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • Key Studies Recent Replication Cadiz, D.M., O’Neill, C., Butell, S.S., Epeneter, B.J. & Basin, B. (2012). Quasi- experimental evaluation of a substance use awareness educational intervention for nursing students. Journal of Nursing Education, 51, 411–415. doi:10.3928/01484834-20120515-02 SEE DISCUSSION HERETWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com
    • ONLINE CERTIFICATIONS(CHES, CPH, ACSM, RD)• March 7 and March 8• May 7 and May 8• August 7 and August 8 Revitalizing Work and Tribal Culture Through Team Awareness http://nativelearningcenter.com www.organizationalwellness.com 817.921.4260 learn@organizationalwellness.com