Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Workplace Wellness Champion Training: Research on Competencies, Plans, and In-House Activities


Published on

This presentation was delivered on September 12, 2017 to the 2017 Forum Meeting of the Health Enhancement Research Organization. The speakers were Lindsay Simone (ACEC Life Health Trust), Joel Bennett (Organizational Wellness & Learning Systems), and Danielle Fournier (Alan Plummer Engineering).

Published in: Healthcare
  • Be the first to comment

  • Be the first to like this

Workplace Wellness Champion Training: Research on Competencies, Plans, and In-House Activities

  1. 1. Research on Competencies, Plans, and In-House Activities Wellness Champion Training Lindsay Simone ACEC LIFE/HEALTH TRUST Joel Bennett OWLS Danielle Fournier ALAN PLUMMER
  2. 2. Objectives After this session, participants will be able to… •Identify various competencies, plans, and in-house activities used by champions in small engineering firms •Identify and plan for their own champion competency development in their own settings •Cite and communicate about research and evaluation of champion activities, with insight on how to conduct such evaluations in their own settings
  3. 3. PART 1PART 1 Orientation
  4. 4. Background 1 Various writings on best-practices point to champions as key to success [1] Goetzel, R. Z., Shechter, D., Ozminkowski, R. J., Marmet, P. F., Tabrizi, M. J., & Roemer, E. C. (2007). Promising practices in employer health and productivity management efforts: findings from a benchmarking study. Journal of Occupational and Environmental Medicine, 49(2), 111-130. [2] Nunn, M., & Terry, P. E. (2012). Wellness Champions Can "Be the Change!"-Drawing from Nunn's book, Be the Change, and borrowing from the experience of wellness champion networks, we examine what inspires volunteers to action. American Journal of Health Promotion, 27(2), TAHP6. [3] Linnan, L., Fisher, E. B., & Hood, S. (2012). The power and potential of peer support in workplace interventions. American journal of health promotion: AJHP, 28(1), TAHP2-10. [4] Pronk, N. (2014). Best practice design principles of worksite health and wellness programs. ACSM's Health & Fitness Journal, 18(1), 42-46. [5] Fonarow, G. C., Calitz, C., Arena, R., Baase, C., Isaac, F. W., Lloyd-Jones, D., ... & Volpp, K. G. (2015). Workplace wellness recognition for optimizing workplace health. Circulation, 131(20), e480-e497.
  5. 5. Background 2 The HERO Best Practice Score-Card includes several items pertaining to champions. 1 HERO Culture of Health Study Committee notes champions as a key element of CoH. 2,3 [1] [2] HERO (2016). Defining a culture of health: Key elements that influence employee health and well-being. Download from HERO website. [3] Gingerich, S. (2016). Strategies for wellness champion networks vary by employer size. In The HERO health and well - being best practices scorecard in collaboration with mercer© 2016 progress report. Download from HERO website
  6. 6. Background 3 Overwhelming evidence that workplace social factors are a key correlate – if not predictor – of employee health and well-being (and the converse, unfortunately) [1] Halbesleben, J. R. B. (2006). Sources of social support and burnout: A meta-analytic test of the conservation of resources model. Journal of Applied Psychology, 91, 1134 – 1145. Luchman, J. N., & González-Morales, M. G. (2013). [2] Demands, control, and support: A meta-analytic review of work characteristics interrelationships. Journal of Occupational Health Psychology, 18(1), 37–52. doi:10.1037/a0030541 Robbins, J. M., Ford, M. T., & Tetrick, L. E. (2012). [3] Perceived unfairness and employee health: a Sample of recent meta-analyses
  7. 7. Key Issue Growth of champions in practice has outpaced scientific study and theory. Wealth of information exists from I/O and Occupational Health Psychology that can: •inform methods for optimizing the role of such champions •in wellness/engagement efforts, •culture of health strategies, •in businesses of all sizes
  8. 8. PART 2PART 2 The Designed Wellness Program
  9. 9. ACEC Life/Health Trust The Life/Health Trust for the American Council of Engineering Companies (ACEC) was established 51 years ago to serve the unique benefit needs of engineering firms. The Trust currently has approximately 1,800 engineering firm clients that represent 100,000 members on our medical plans. •Collective buying power of a large number of mainly smaller firms •Lower medical rates and the ability to offer more extensive resources like Designed Wellness.
  10. 10. ACEC Life/Health Trust WELLNESS MissionThe Designed Wellness Program will: addresstheuniqueneedsof our members,  achieveoutstanding health outcomes, and  distinguish theConsulting Engineer industry asthehealthiest in the U.S. Provide member firms with a wellness program that was designed by engineers for engineers. It also means that Designed Wellness has the opportunity to make a major impact on the long-term health and wellbeing of the engineering industry.
  11. 11. Designed Wellness (2012 – current) Life/Health Trust •Engineering firms (< 10 to 500+; Msize = 25) •All employees and spouses can participate; if on L/H Trust Medical plan can earn incentive. •Program features: Personal Health Assessment • Biometric Screenings Telephonic Health Coaching • E-Coaching Courses • Health Challenges • Exercise and Nutrition Planners • Health Trackers • Educational resources. •Champion features: Guidance on eligibility files • Readiness • Champion training • Coaching on planning, in-house programs, professional growth • Blogs •Available Incentive Plans: $100, $150, $200 *13,000 Employees 4500 Spouses
  12. 12. Designed Wellness (VIDEO)
  13. 13. Director Role & Competencies Roles •Administrative • Eligibility Processing • Bi-Annual Launches • Incentive Tracking and Payout • Trustee Meetings •Vendor/Account Management •Designed Wellness Strategy • Marketing/Implementation (Brokers) • Onboarding • In-House Challenges • Consultation with OWLS Competencies 1.ACEC Knowledge 2.Knowledge of Firms 3.Resource Referral 4.Partnering 5.Program Design 6.Relationship Management 7.Sales 8.Logistics
  14. 14. Portal
  15. 15. Portal
  16. 16. Emphasize Local Resourcefulness Small businesses have creative ways of conducting “in-house” challenges
  17. 17. Designed Wellness (CASE EXAMPLES) “Can”struction Team Competition Challenge & Charity J3 Engineering Group, LLC, Mequon, WI 53092 ANGRY BIRD MINION
  18. 18. Designed Wellness (CASE EXAMPLES) Winter “Bike to Work” Day CRW Engineering Group LLC Anchorage, Alaska, 99503
  19. 19. Red Bean King of 2016 Designed Wellness (CASE EXAMPLES) Red Bean Cook Off – AHA Competition Ampirical Engineering Group LLC Mandeville, Louisiana, 70471
  20. 20. PART 3PART 3 Champion Tools [with sample exercise]
  21. 21. Tools available through training  visit • Needs Assessment • In-House Challenge Tips • Small Business Tip Sheets • Competency assessment • Commitment Assessment • Planning Tool Implementation Orchestration
  22. 22. Needs Assessment
  23. 23. In-House Challenge Prompts
  24. 24. Small Business Tip Sheets (examples) Know Infrastructure Gaining Support
  25. 25. Self-Coaching (Competency) Starts with Your Own Wellness
  26. 26. Exercise on CommitmentExercise on Commitment PersonalPersonal ClimateClimate Operational PlansOperational Plans
  27. 27. Champions keep playing until they get it right ~ Billie Jean King
  28. 28. Exercise 1 Your (Champion) Commitment Do your actions demonstrate commitment within and across the dimensions of well-being?... “I am committed…” … strongly across all 6 dimensions … to some degree on a few dimensions … strongly in some areas but not others
  29. 29. Exercise 2 Climate of Commitment Burden Compliant Obligation Reasoned Obligation Motivated Responsibility Visioning Calling/ Cause Embodied Passion resistance “have to” “need to” “want to” “We can achieve” “We can change” “We are transforming” AccountabilityInterest
  30. 30. In your worksite, how do people see “the wellness program”
  31. 31. Pause & Reflect on AlignmentPause & Reflect on Alignment PersonalPersonal ClimateClimate
  32. 32. Planning Tools • Firm-level packet sent to all firm owners (1/2016) • Guidance on meeting with champion to discuss plans • Glossy, 3 Inserts: Champion - Data - Planning Guide • Review six different planning areas (based on studies)
  33. 33. Why champions are important
  34. 34. What? How? When? Who? Requires Resources Requires Resources
  35. 35. Exercise 3 Operational Commitment How much are you doing in each of these operational areas? [L1] Basic Implementation + Champion Development [L2] + In-House Communications [L3] + In-House Programs [L4] + Leader Engagement [L5] + Evaluations [L6]
  36. 36. Pause & Reflect on AlignmentPause & Reflect on Alignment PersonalPersonal ClimateClimate OperationalOperational
  37. 37. PART 4PART 4 A Champion’s View
  38. 38. 4444 A Wellness Champion – Alan Plummer Associates, Inc.A Wellness Champion – Alan Plummer Associates, Inc. A Wellness Champion • Human Resources for 10 years • 2 years with APAI, 8 years at UT-Austin • Medical Underwriter in Life/Disability Insurance prior to HR • I inherited a Wellness-oriented employee base • Wellness Mission Statement in 2008 – but had participated in health insurance wellness since the early 2000’s. Alan Plummer Associates, Inc • Environmental Engineering Consultancy (primarily Civil/Environmental and Mechanical Engineering and Biological Sciences) • Founded in 1978, in Fort Worth, TX • 105 employees – 6 offices in TX & OK
  39. 39. 4545 Challenges for the Wellness ChampionChallenges for the Wellness Champion • Participation • Awareness vs. Avoidance • Understanding the Benefits • Communications • Resources • Wellness of the Champion
  40. 40. 4646 Yes. That is a Rubik’s Cube!
  41. 41. Self Coaching Tool
  42. 42. Climate of Commitment
  43. 43. Planning
  44. 44. Climate matches Operational Plan
  45. 45. PART 5PART 5 Data Points
  46. 46. Commitment to continuous learningCommitment to continuous learning in the spirit of true (re-) engineeringin the spirit of true (re-) engineering MISSION: build a program uniquely designed to meet the needs of member firms. Since 2012, we have 1) assessed member interests, needs, and challenges, and 2) responded to those needs with custom programs/resources. 1.Input from Wellness Advisory Council, in-depth surveys, focus groups, ongoing polling, and feedback from various blogs, Lunch & Learns, and one-on-one conversations. 2.Many modifications have been made as a result of these ongoing evaluation efforts including: • Switching to a new vendor, • Presenting new Lunch & Learns, • Development and coaching around new planning tools, and • Encouragement of in-house challenges.
  47. 47. • 2013 – Full Needs Assessment, Focus Groups, SWOT Analysis • 2013 – Firm wide survey results • 2014 – Firm Wide survey results • 2014 – HRA/Biometric Early Cohort and Report • 2015 – Champion perception of Lunch & Learns - • 2015 – Early Results of 2016 Planning Guides -- • 2016 – Data Summary Sent to All Firm Owners in Early 2016 • 2016 – Full Planning results and Poster Award • 2017 – White paper summarizing results and HRA cohort data DOWNLOAD: Time-line
  48. 48. 2014 SWOT Vendor VendorVedor Vendor Vendor Vendor• Four Focus Groups • 25 participants • 13 champions • 15 firms
  49. 49. 2015 DATA TABLE (sent to firm owner)
  50. 50. In 2015 and 2017, conducted small trial to deliver online resilience training
  51. 51. 20 page report (white paper) July, 2017 Focused Assessment Of Champions •Successes •Plans •Needs
  52. 52. Small Medium Large Water drinking challenge (19) Weight loss challenge (17) Fitness challenge (84) Steps challenge (19) Group climbing event (20) Weight loss challenge (32) Weight loss challenge (15) Attend annual health fair (40) Attend financial advice event (56) Fitness trackers (13) Decluttering challenge (17) Wellness committee/healthy snacks (135) Standing desks (15) Join company FB page (15) Walking tour (12) Physical fitness challenge (14) Standing desks -2 hours (16) Increase sleep, healthier diet (18) One kind thing a day (7) Healthy eating emails/posters (11) Healthy breakfast emails (4) Recent In-House Challenge 15 firms, 21 entries, 550 employee participation events
  53. 53. Other References • Bennett, J., Linde, B. (2016). Well-Being Champions; A Competency- Based Guidebook. Organizational Wellness & Learning Systems. Available on • Neeper, M., Simone, L., Bennett, J., Begley, K. (2016). Planning tools and competencies to sustain small business wellness champions. Poster presentation National Wellness Institute. (St. Paul, MN). • Bennett, J. Neeper, M. (2016). In-House Program Orientation: Survey Review and New Firm-Level Challenge. American Council of Engineering Firms (Life/Health Trust). Internal Document. • Linde, B., Neeper, M., Bennett, J. (2016). Results of Cohort Data Analysis: Designed Wellness Firm Data (2012-to-2015). American Council of Engineering Firms (Life/Health Trust). Internal Document. • Bennett, J., Simone, L. (2014). Wellness Champion Competencies: What Every (Heart-Centered) Leader Needs to Know. Presentation/Workshop National Wellness Institute (Minneapolis, MN).
  54. 54. Key White Paper
  55. 55. Contact Information Danielle S. Fournier, BA, LAS Senior Human Resources Generalist Alan Plummer Associates, Inc. 1320 S. University Drive, Suite 300 Fort Worth, Texas 76107 817.806.1783 (Direct) 817.806.1700 (Office location main) 512.825.8117 (Mobile) 817.870.2543 (HR Secure Fax) Lindsay Simone, BS, MA Director, Health Improvement ACEC Life/Health Trust 2600 Network Boulevard, Suite 230 Frisco, Texas 75034 Office: (469) 287-5527 Fax: (469) 212-1372 Joel Bennett, Phd, CWP President Organizational Wellness & Learning Systems 3200 Riverfront, Suite 102 Fort Worth, Texas, 76107 Office: (817) 921-4260