This document discusses digital tools for behavior change and identifies some key factors for success. It notes that while many tools exist, the question is whether they are truly effective. Success is defined as measurable health outcomes, engagement over both the short and long term. The challenges are sustaining initial motivation over time and extending changes. The evidence suggests digital tools can impact behaviors like alcohol consumption, safer sex, and smoking cessation. Larger effects may be achieved by incorporating strong theory, persuasion, goal setting, tailoring, and social support. However, defining and measuring success remains difficult.
It is estimated that in up to 80% of work related accidents the employee’s behaviour or their acts or omissions is a contributing factor. HSE research1 concluded that proprietary and in-house behavioural safety processes improve
safety when implemented effectively. One study reported an 85% improvement in accident rates. Successful behavioural safety programmes require senior management commitment, suitable resources and effective planning to ensure they fit in with your organisation’s culture and
health and safety management system.
QBE supports clients who decide to implement behavioural safety processes and this Issues Forum discusses the key elements of successful behavioural safety programmes, with practical advice on how to implement one and the pitfalls to avoid.
Nudging the Culture of Wellness: Evidence-Based Approachguest589257a
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
Team Awareness Team Resilience: Evidence-based backgroundJoel Bennett
Originally presented at Conference:
http://www.apa.org/wsh/final-program.pdf
Originally presented at Symposium
Protecting and Promoting Total Worker Health
The 10th International Conference on Occupational Stress and Health
SYMPOSIUM TITLE: Total Worker Health™ and Health Promotion Interventions
SYMPOSIUM CHAIR: Anthony D. LaMontagne, ScD, MA, MEd, McCaughey
VicHealth Centre for Community Wellbeing, Melbourne School of
Population and Global Health, University of Melbourne, Australia
PAPER TITLE: Reaching Emerging Adults With Workplace Health Promotion: Evidence-Based Adaptations in Three Settings
Joel B. Bennett, PhD, OWLS, Fort Worth, TX
If the opportunities and challenges faced by your non-profit require increasing flexibility and responsiveness then this webinar may be for you.
Wherever people work together, they make choices that influence the flexibility and responsiveness of your organization. In other words, they govern each other. How they govern their use of resources is not just luck, it can be “designed”.
This interactive webinar will explore how to create capacity for flexibility and responsiveness by systematically building relationships that are strength based.
Lauren has been working for Interactive Health Systems for 16 years developing the content, process and testing of interactive psycho-educational software, as well as implementing and administrating its use within corporations and healthcare organizations.
This is a presentation I made for a class I'm taking, and I made it for the purpose of fictitiously going along with Clayton M. Christensen's TedX talk, "How Will You Measure Your Life?"
It is estimated that in up to 80% of work related accidents the employee’s behaviour or their acts or omissions is a contributing factor. HSE research1 concluded that proprietary and in-house behavioural safety processes improve
safety when implemented effectively. One study reported an 85% improvement in accident rates. Successful behavioural safety programmes require senior management commitment, suitable resources and effective planning to ensure they fit in with your organisation’s culture and
health and safety management system.
QBE supports clients who decide to implement behavioural safety processes and this Issues Forum discusses the key elements of successful behavioural safety programmes, with practical advice on how to implement one and the pitfalls to avoid.
Nudging the Culture of Wellness: Evidence-Based Approachguest589257a
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
Team Awareness Team Resilience: Evidence-based backgroundJoel Bennett
Originally presented at Conference:
http://www.apa.org/wsh/final-program.pdf
Originally presented at Symposium
Protecting and Promoting Total Worker Health
The 10th International Conference on Occupational Stress and Health
SYMPOSIUM TITLE: Total Worker Health™ and Health Promotion Interventions
SYMPOSIUM CHAIR: Anthony D. LaMontagne, ScD, MA, MEd, McCaughey
VicHealth Centre for Community Wellbeing, Melbourne School of
Population and Global Health, University of Melbourne, Australia
PAPER TITLE: Reaching Emerging Adults With Workplace Health Promotion: Evidence-Based Adaptations in Three Settings
Joel B. Bennett, PhD, OWLS, Fort Worth, TX
If the opportunities and challenges faced by your non-profit require increasing flexibility and responsiveness then this webinar may be for you.
Wherever people work together, they make choices that influence the flexibility and responsiveness of your organization. In other words, they govern each other. How they govern their use of resources is not just luck, it can be “designed”.
This interactive webinar will explore how to create capacity for flexibility and responsiveness by systematically building relationships that are strength based.
Lauren has been working for Interactive Health Systems for 16 years developing the content, process and testing of interactive psycho-educational software, as well as implementing and administrating its use within corporations and healthcare organizations.
This is a presentation I made for a class I'm taking, and I made it for the purpose of fictitiously going along with Clayton M. Christensen's TedX talk, "How Will You Measure Your Life?"
Using Twitter in Higher Ed. @nikkimk and @robin2go explain how to use twitter for your higher ed institution, your career and your productivity in 140 characters or less.
"Igniting the Imagination of Many" shares a number of design theories and practices that we are using at Reboot Stories to build immersive storytelling experiences. I'm opening the design process in an effort to share how we're building storyworlds that harness design, technology and collaboration.
This work is released under a creative commons 3.0 sharealike non-commercial license. Please provide attribution to @lanceweiler www.lanceweiler.com and Reboot Stories.
More on open design and social innovation...
http://learndoshare.net
More on building storyworlds
http://buildingstoryworlds.com
More on Scarcity & Abundance
http://www.filmmakermagazine.com/news/2012/07/scarcity-and-abundance-in-the-digital-world/
At the request of AKQA, I gave this presentation on game design.
It is an in depth look at what makes an experience fun, and how to design playful experiences.
Thanks for reading.
An overview of social media for recruiting: Begin with strategy so you choose the right channels. Implement the proper Technology to drive results and finally Monitor the Social Media world to both measure your own results and stay abreast of the buzz.
Ændring af livstil ved hjælp af teknologi af Henrik WielandIBM Danmark
Hvordan kan IT og teknologi understøtte ændring i livstil og adfærd. Præsentation om handler hvordan nye devices og Shared Care kan motivere og understøtte øget fysisk aktivitet og dermed forbedre sundhedstilstanden hos den enkelte og i samfundet generelt.
Fra "DI ITEK netværk for sundhedsteknologi" 24/8 2011
Af Henrik Wieland, Associate Partner, Healthcare Industry Leader, IBM Denmark
Phone: +45 41203443, E-mail: hew@dk.ibm.com
Using Twitter in Higher Ed. @nikkimk and @robin2go explain how to use twitter for your higher ed institution, your career and your productivity in 140 characters or less.
"Igniting the Imagination of Many" shares a number of design theories and practices that we are using at Reboot Stories to build immersive storytelling experiences. I'm opening the design process in an effort to share how we're building storyworlds that harness design, technology and collaboration.
This work is released under a creative commons 3.0 sharealike non-commercial license. Please provide attribution to @lanceweiler www.lanceweiler.com and Reboot Stories.
More on open design and social innovation...
http://learndoshare.net
More on building storyworlds
http://buildingstoryworlds.com
More on Scarcity & Abundance
http://www.filmmakermagazine.com/news/2012/07/scarcity-and-abundance-in-the-digital-world/
At the request of AKQA, I gave this presentation on game design.
It is an in depth look at what makes an experience fun, and how to design playful experiences.
Thanks for reading.
An overview of social media for recruiting: Begin with strategy so you choose the right channels. Implement the proper Technology to drive results and finally Monitor the Social Media world to both measure your own results and stay abreast of the buzz.
Ændring af livstil ved hjælp af teknologi af Henrik WielandIBM Danmark
Hvordan kan IT og teknologi understøtte ændring i livstil og adfærd. Præsentation om handler hvordan nye devices og Shared Care kan motivere og understøtte øget fysisk aktivitet og dermed forbedre sundhedstilstanden hos den enkelte og i samfundet generelt.
Fra "DI ITEK netværk for sundhedsteknologi" 24/8 2011
Af Henrik Wieland, Associate Partner, Healthcare Industry Leader, IBM Denmark
Phone: +45 41203443, E-mail: hew@dk.ibm.com
When the organization appears aligned but some of the managers are not,it may be time to use the Behavioral Alignment Instrument to identify areas for improvement.
Evaluation of the NZGG Self-Harm & Suicide Prevention Collaborative MHF Suicide Prevention
The evaluation describes the collaborative methodology, reviews quality of project implementation, impacts achieved, and stakeholder satisfaction of the New Zealand Guidelines Group Self-Harm and Suicide Prevention Collaborative. The collaborative was designed to improve crisis care in emergency departments and mental health services while recognising local situations, people and resources. Presented by Julian King and Michelle Moss. View this presentation from the 2010 SPINZ World Suicide Prevention Day Forum on YouTube: http://www.youtube.com/watch?v=FbY1QpBubtk
ImagineCare: Empowering Patients with Behavioral Science and TechnologyLiz Griffith
Mad*Pow's Jamie Thomson, Experience Design Director, and Olga Elizarova, Senior Behavior Change Analyst share their experience and findings from the ImageinCare project.
David Behan: implications of the Health and Social Care Act – the role of the...The King's Fund
David Behan, Chief Executive at the Care Quality Commission (CQC), discusses CQC’s proposed purpose and role and looks at what the public want from regulation.
A presentation I created for a training at my work. I made the images and graphics utilzied in the presentation... the presentation is not much of a written presentation focusing more on cued reminders for the presenter.
1. Digital Behaviour Change
Evidence-based Approaches and
Critical Success Factors
Suzi Bentley Tanner
10 December, 2012
Bupa Private and Confidential 26th September 2011 1
2. There are a large and growing number of web-based, goal-
oriented tools on the market…
3. …as well as a number that focus specifically on encouraging
health behavior change.
4. Mobile technologies are present at key trigger moments, and
also support data entry and management.
5. Although there are many behaviour change tools on the
market, the real question is…are they successful?
It depends how you measure it...
6. How can we define success for behaviour change initiatives?
The ‘holy grail’ is measurable health outcomes
Engagement high
•Sign up/participate
•Assess needs
Short-term
achievement
•Take part in activities
•Utilise tracking/social Ease of
elements measurement
Sustained Change
•Ongoing involvement
•Measurable biometric
or clinical outcomes
low
The challenge in behaviour change is not the initial period of high
motivation, it’s how do you extend that so it actually becomes a lasting change
Bupa Private and Confidential over time. 6
7. There is evidence that digital tools can have a measurable
effect for some people and some interventions.
Emotional/mental health: CCBT
Alcohol consumption
Safer sexual behaviours
Smoking cessation
Increased physical activity
Clinical outcomes
Healthy people engaged in unhealthy
Weight loss behaviour
Intention and self-efficacy Short term effects
BMI Sustained effects
Knowledge and understanding
People with long-term Emotional/mental health:
conditions social networks/personal stories
low Measurable effect of digital tools on behaviour change high
Bupa Private and Confidential Murray, et al. Web-based interventions for behaviour change and self-management: potential, pitfalls and progress. UCL 7
8. Research also suggests that larger effects can be achieved by
incorporating a number of elements into digital tools.
Strong
theoretical Persuasive techniques
foundation (show users the
consequence of their
Credibility,
authority
e.g. Theory of behaviour; normative
pressure)
planned
behaviour
Goal
Tailoring, person Social
setting, action
alisation networking
planning
Human
Perceived
Relevance
effectiveness support and
prompts
Bupa Private and Confidential 8
9. The challenge is how we translate these intangible elements
into success.
It’s not easy. But neither is change.
Bupa Private and Confidential 9
Editor's Notes
Attrition is high – may undermine effectiveness
I haven’t included financial incentives here. Research shows that financial incentives focus on immediate return, rather than long-term change, and also affects the psychological nature of the change (‘we don’t think you can do it so we have to bribe you’ rather than ‘we believe you have the power to change’.