The Best Department Ever (BDE) team has been assembled to identify the needs of the Blueprint for Wellness team and make improvements. The BDE team is made up of 16 members from different areas of Blueprint for Wellness who have various levels of experience, ranging from over 17 years to just under a year. They aim to break down communication and process barriers, create cohesive partnerships, and lead through support, respect and communication to make Blueprint for Wellness the department of choice.
RI’s training and consulting services are well known internationally (Recovery Opportunity Center is now part of RI Consulting). We are looking for the right individual to expand the scope of our consultation and training services to touch more lives worldwide and incorporate advanced crisis, zero suicide, co-occurring addiction, co-morbid medical and wellness and leadership. These expanded areas will build around our core of recovery culture, peer education training (peer supports certification), and wellness city and recovery response center services. This individual will drive the growth of our training and consulting arm which has been recognized for its effectiveness and outcomes.
The C Suite, EAP and Organizational Mental HealthCG Hylton Inc.
How Managers Make a Difference in Organizational Health
EAP in the C Suite: Influencing Organizational Health.
The productivity of any organization is dependent on a number of factors: leadership, teamwork, engagement, morale, as well as employee well-being. The EAP, while concentrating on employee mental health and wellness, has the opportunity to link directly into adjacent areas. Why is it problematic? Not only do most organizations fear scrutiny, and change, but employees are mindful that the confidential EAP is there for the employees and their dependents, not so much the employer. They know the EAP is not a vehicle for rants or critiques of the organization, and above all else they are keen not to breach EAP confidentiality. So how does one square this circle?
Reaching beyond the traditional bounds of EAP requires imagination, courage, and a desire for change in organizational culture. Working closely with the Executive team or the Human Resource department, which is always committed to better engage staff and management, the EAP can provide certain baseline information to guide the engagement process. Without compromising confidentiality, the keystone of any EAP, the EAP can at intake or follow up, add in generic quality of workplace, engagement, and job satisfaction questions, where aggregated data to ensure confidentiality, would complement other data gathering processes.
In this way the EAP could serve as a thermometer of corporate health and wellness. Problematic areas could be defined in more detail with a larger employee sample, and further engagement processes with staff developed.
Through staff focus groups, interviews or other engagement sessions, the EAP could lead the charge about broadening the EAP from simply being a mental health and wellness program for employees to a broader mandate.
Traditional EAP clinical usage data, when married to organizational mental health data manifested in a myriad of files relating to critical incidents, lost time accidents, disability claims, prescription drug usage, employee satisfaction survey data, and other employer files, can yield a wealth of knowledge about how to improved employee and corporate health and wellness, along with the bottom line.
Increasing Employee Engagement and Leading Culture Change: The Black Lab Vent...Black Lab Ventures, LLC
Increasing Employee Engagement and Changing Corporate Culture can provide firms with a strategic advantage in today’s competitive market. This PowerPoint provides an overview of the customized human resources services that Black Lab Ventures, LLC provides to its customers. Services including onboarding, performance management, training and development, culture branding, and health and wellness.
On behalf of our entire team, thank you for the opportunity to become acquainted and learn how to do business together.
On the Same Page was founded in 2002 based on a lifetime of twin passions: The desire to help businesses be more successful; and a commitment to support the people who work for them in contributing to their fullest potential.
At On the Same Page, we get leaders, managers and employees "On the Same Page" with respect to business strategy and outcomes so that everyone wins.
We are proud to collaborate with organizations that care about engaging their people so employees can embrace change, contribute to the business and value the personal role they play in the organization’s success.
RI’s training and consulting services are well known internationally (Recovery Opportunity Center is now part of RI Consulting). We are looking for the right individual to expand the scope of our consultation and training services to touch more lives worldwide and incorporate advanced crisis, zero suicide, co-occurring addiction, co-morbid medical and wellness and leadership. These expanded areas will build around our core of recovery culture, peer education training (peer supports certification), and wellness city and recovery response center services. This individual will drive the growth of our training and consulting arm which has been recognized for its effectiveness and outcomes.
The C Suite, EAP and Organizational Mental HealthCG Hylton Inc.
How Managers Make a Difference in Organizational Health
EAP in the C Suite: Influencing Organizational Health.
The productivity of any organization is dependent on a number of factors: leadership, teamwork, engagement, morale, as well as employee well-being. The EAP, while concentrating on employee mental health and wellness, has the opportunity to link directly into adjacent areas. Why is it problematic? Not only do most organizations fear scrutiny, and change, but employees are mindful that the confidential EAP is there for the employees and their dependents, not so much the employer. They know the EAP is not a vehicle for rants or critiques of the organization, and above all else they are keen not to breach EAP confidentiality. So how does one square this circle?
Reaching beyond the traditional bounds of EAP requires imagination, courage, and a desire for change in organizational culture. Working closely with the Executive team or the Human Resource department, which is always committed to better engage staff and management, the EAP can provide certain baseline information to guide the engagement process. Without compromising confidentiality, the keystone of any EAP, the EAP can at intake or follow up, add in generic quality of workplace, engagement, and job satisfaction questions, where aggregated data to ensure confidentiality, would complement other data gathering processes.
In this way the EAP could serve as a thermometer of corporate health and wellness. Problematic areas could be defined in more detail with a larger employee sample, and further engagement processes with staff developed.
Through staff focus groups, interviews or other engagement sessions, the EAP could lead the charge about broadening the EAP from simply being a mental health and wellness program for employees to a broader mandate.
Traditional EAP clinical usage data, when married to organizational mental health data manifested in a myriad of files relating to critical incidents, lost time accidents, disability claims, prescription drug usage, employee satisfaction survey data, and other employer files, can yield a wealth of knowledge about how to improved employee and corporate health and wellness, along with the bottom line.
Increasing Employee Engagement and Leading Culture Change: The Black Lab Vent...Black Lab Ventures, LLC
Increasing Employee Engagement and Changing Corporate Culture can provide firms with a strategic advantage in today’s competitive market. This PowerPoint provides an overview of the customized human resources services that Black Lab Ventures, LLC provides to its customers. Services including onboarding, performance management, training and development, culture branding, and health and wellness.
On behalf of our entire team, thank you for the opportunity to become acquainted and learn how to do business together.
On the Same Page was founded in 2002 based on a lifetime of twin passions: The desire to help businesses be more successful; and a commitment to support the people who work for them in contributing to their fullest potential.
At On the Same Page, we get leaders, managers and employees "On the Same Page" with respect to business strategy and outcomes so that everyone wins.
We are proud to collaborate with organizations that care about engaging their people so employees can embrace change, contribute to the business and value the personal role they play in the organization’s success.
Running head Week Five Reflection Week Five R.docxjeffsrosalyn
Running head: Week Five Reflection
Week Five Reflection By: Kaylee Shiveley
Abstract
Organizational Behavior is made up of many components, down to the moods, personalities, and communication of an employee. Knowing about how businesses utilizes communication within and leadership will allow the business to reach their goals.
Week Two Reflection
Organizational Behavior is based around multiple concepts, including knowing how to effectively communicate and the affects of leadership in the workplace. .
What’s The Most Worthy? In chapters eleven and twelve we learned communication and leadership. I believe both of these chapters cover extremely important information since businesses rely heavily on good communication and leadership skills. The most worthy of these I believe is leadership. Although communication is just as important, communication can be taught with the right leadership. Leadership in the workplace is one thing; good leadership in the workplace is another. Some benefits of a good leader can include “improved productivity of the workforce, improved ability to succeed under pressure, increased emotional intelligence, improved charisma and seriousness in business operations, growth in confidence in your tem, improved listening and communication skills, increased awareness of diversity in the workforce, improved innovation and creativeness, and a dependable, reliable, competent workforce” (www.rapidboostmarketing.com). With these leadership highlights comes effective communication. Communication is hit on within these leadership goals as well as many other important aspects of a successful business. The Importance of Communication and Leadership Communication and leadership are both important concepts in life alone. Having these skills in the workplace can help with both internal and external factors. Internally, having a good leadership team to teach new employees can help set the expectations for the company. If managers focus on instilling leadership qualities into their employees, the employees will naturally work with a leadership mind set. If everyone in the company is trained this way, the business will reap the benefits externally. If the outsiders of the business can physically see that company doing well, making improvements, and focusing on the future of their business, they are more likely to choose them as a place to give their business to.
How Leadership is used in Society and / or Business
Leadership is something can be instilled into someone at a very young age. Although it may be difficult to see leadership qualities in young children, its noticeable if it’s looked for. Leadership is important in many aspects of life including academics, sports, music, and even your personal life. In school, kids can be leaders for other people their own age. Whether there is group work for a project or a group game at recess, having someone to keep everyone in check and take over and, more or less, be the “boss” of the.
What comes to mind when you think of culture?
We see a direct correlation between Performance and the health of your Leadership, Culture and Strategy. In turn, maybe you’ve
heard that culture eats strategy for breakfast - the saying attributed to Peter Drucker. But strategy and culture should be interacting with and reinforcing each other, not just running
alongside each other!
What comes to mind when you think of culture?
We see a direct correlation between Performance and the health of your Leadership, Culture and Strategy. In turn, maybe you’ve
heard that culture eats strategy for breakfast
- the saying attributed to Peter Drucker. But strategy and culture should be interacting with and reinforcing each other, not just running alongside each other!
Find out more at https://leadershiphq.com.au/
Building culture is one of the most important and critical roles for the CEO. Use this resource to help you build a great culture for a great business.
STAY STRONG WORKSHOPS ARE FOR ORGANISATIONS THAT TRULY BELIEVE PEOPLE ARE THEIR GREATEST ASSET AND INVEST IN LEARNING TO GROW STRONG.
I AM A VIBRANT, STRAIGHT TALKING TRAINER THAT RAISES AWARENESS AND EDUCATES ON BEHAVIOURS TO SUPPORT STRONG GROWTH IN BUSINESS.
TOGETHER WE CREATE RESILIENT AND COHESIVE TEAMS THAT ARE MOTIVATED TO WORK ON THEMSELVES, AND UNITED IN DELIVERING YOUR ORGANISATIONAL GOALS.
There are 3 areas of focus -
STRONG FOUNDATIONS
The start point for any organisation with a growing team, growth ambitions and strategies you want people to engage with.
AWARENESS OF SELF AND OTHERS
When this is deep and strong more cohesive relationships are formed and things actually get done....no micro management required!
SELF CARE STRATEGIES
With self care strategies in place, resilience is strong and innovative ideas are brought to life.
Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Wor...Courtenay Baker
Employee collaboration is one of the main concerns of a lot of organizations, the way employees work together can effectively boost the culture of the organization, clarity of goals as well as communication, and the reward system as well.
Proko's Guide to Positivity and Effective Employee EngagementLeeWills3
Proko allows your employees to easily share good things about your culture and career opportunities, or simply acknowledge the people that are making work great.
Create e-cards and other sharable assets that employees can select, personalize, and share.
Import content to an easy-to-use, customizable microsite.
Track sharing activity and leverage those insights for future employer branding and employee advocacy activities.
Website: https://www.proko.co/product
Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Wor...Courtenay Baker
According to Courtenay Baker, The first step to creating high-performance teams is to find and hire the right people for the job. The role of HR is to stay in the limelight for the whole process as the HR department is responsible for managing and nurturing the members to create a human capital that can facilitate the growth of the organization.
The process of finding a PEO can be daunting and time-consuming. At PEO Broker LLC, we manage the entire process from initial discovery to evaluating multiple PEO providers to closing documents. We ensure a transparent process and provide a one-point contact along with after-the-sale support. You can connect with us at 713.822.1508
Have you considered using a coach, but not sure of what all it entails. View this presentation to learn what coaching is and is not. Find out if coaching makes sense to help you grow your business.
Running head Week Five Reflection Week Five R.docxjeffsrosalyn
Running head: Week Five Reflection
Week Five Reflection By: Kaylee Shiveley
Abstract
Organizational Behavior is made up of many components, down to the moods, personalities, and communication of an employee. Knowing about how businesses utilizes communication within and leadership will allow the business to reach their goals.
Week Two Reflection
Organizational Behavior is based around multiple concepts, including knowing how to effectively communicate and the affects of leadership in the workplace. .
What’s The Most Worthy? In chapters eleven and twelve we learned communication and leadership. I believe both of these chapters cover extremely important information since businesses rely heavily on good communication and leadership skills. The most worthy of these I believe is leadership. Although communication is just as important, communication can be taught with the right leadership. Leadership in the workplace is one thing; good leadership in the workplace is another. Some benefits of a good leader can include “improved productivity of the workforce, improved ability to succeed under pressure, increased emotional intelligence, improved charisma and seriousness in business operations, growth in confidence in your tem, improved listening and communication skills, increased awareness of diversity in the workforce, improved innovation and creativeness, and a dependable, reliable, competent workforce” (www.rapidboostmarketing.com). With these leadership highlights comes effective communication. Communication is hit on within these leadership goals as well as many other important aspects of a successful business. The Importance of Communication and Leadership Communication and leadership are both important concepts in life alone. Having these skills in the workplace can help with both internal and external factors. Internally, having a good leadership team to teach new employees can help set the expectations for the company. If managers focus on instilling leadership qualities into their employees, the employees will naturally work with a leadership mind set. If everyone in the company is trained this way, the business will reap the benefits externally. If the outsiders of the business can physically see that company doing well, making improvements, and focusing on the future of their business, they are more likely to choose them as a place to give their business to.
How Leadership is used in Society and / or Business
Leadership is something can be instilled into someone at a very young age. Although it may be difficult to see leadership qualities in young children, its noticeable if it’s looked for. Leadership is important in many aspects of life including academics, sports, music, and even your personal life. In school, kids can be leaders for other people their own age. Whether there is group work for a project or a group game at recess, having someone to keep everyone in check and take over and, more or less, be the “boss” of the.
What comes to mind when you think of culture?
We see a direct correlation between Performance and the health of your Leadership, Culture and Strategy. In turn, maybe you’ve
heard that culture eats strategy for breakfast - the saying attributed to Peter Drucker. But strategy and culture should be interacting with and reinforcing each other, not just running
alongside each other!
What comes to mind when you think of culture?
We see a direct correlation between Performance and the health of your Leadership, Culture and Strategy. In turn, maybe you’ve
heard that culture eats strategy for breakfast
- the saying attributed to Peter Drucker. But strategy and culture should be interacting with and reinforcing each other, not just running alongside each other!
Find out more at https://leadershiphq.com.au/
Building culture is one of the most important and critical roles for the CEO. Use this resource to help you build a great culture for a great business.
STAY STRONG WORKSHOPS ARE FOR ORGANISATIONS THAT TRULY BELIEVE PEOPLE ARE THEIR GREATEST ASSET AND INVEST IN LEARNING TO GROW STRONG.
I AM A VIBRANT, STRAIGHT TALKING TRAINER THAT RAISES AWARENESS AND EDUCATES ON BEHAVIOURS TO SUPPORT STRONG GROWTH IN BUSINESS.
TOGETHER WE CREATE RESILIENT AND COHESIVE TEAMS THAT ARE MOTIVATED TO WORK ON THEMSELVES, AND UNITED IN DELIVERING YOUR ORGANISATIONAL GOALS.
There are 3 areas of focus -
STRONG FOUNDATIONS
The start point for any organisation with a growing team, growth ambitions and strategies you want people to engage with.
AWARENESS OF SELF AND OTHERS
When this is deep and strong more cohesive relationships are formed and things actually get done....no micro management required!
SELF CARE STRATEGIES
With self care strategies in place, resilience is strong and innovative ideas are brought to life.
Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Wor...Courtenay Baker
Employee collaboration is one of the main concerns of a lot of organizations, the way employees work together can effectively boost the culture of the organization, clarity of goals as well as communication, and the reward system as well.
Proko's Guide to Positivity and Effective Employee EngagementLeeWills3
Proko allows your employees to easily share good things about your culture and career opportunities, or simply acknowledge the people that are making work great.
Create e-cards and other sharable assets that employees can select, personalize, and share.
Import content to an easy-to-use, customizable microsite.
Track sharing activity and leverage those insights for future employer branding and employee advocacy activities.
Website: https://www.proko.co/product
Courtenay Baker - How Can HR Ensure The Development Of A High-Performance Wor...Courtenay Baker
According to Courtenay Baker, The first step to creating high-performance teams is to find and hire the right people for the job. The role of HR is to stay in the limelight for the whole process as the HR department is responsible for managing and nurturing the members to create a human capital that can facilitate the growth of the organization.
The process of finding a PEO can be daunting and time-consuming. At PEO Broker LLC, we manage the entire process from initial discovery to evaluating multiple PEO providers to closing documents. We ensure a transparent process and provide a one-point contact along with after-the-sale support. You can connect with us at 713.822.1508
Have you considered using a coach, but not sure of what all it entails. View this presentation to learn what coaching is and is not. Find out if coaching makes sense to help you grow your business.
1. Make Your Mark, Make a Difference!
2014 is set to be another year of record growth for Blueprint for Wellness. With
growth, comes the need for change and improvement. In order to identify the needs
of our team, the Best Department Ever (BDE) Team has been assembled.
Our Vision: To Make Blueprint for Wellness The Department of Choice by Breaking
Down Communication and Process Barriers, Creating Cohesive Partnerships and to
Lead and be Led by Support, Respect and Communication.
MEET THE BDE TEAM
(Best Department Ever)
Doug Kohlhase, Mgr of Operational Exellence, has been with
BFW for a little over six months. He is very driven by process improvement.
Although he has not been with Quest long, he brings a great deal of knowledge and
insight on ways to improve our day to day functions.
Tisha Richardson, Health Management Team, has been with
Quest Diagnostics for over 7 yrs. Tisha’s main focus is on improved communication
to bring more insight towards our Department objectives and goals.
2. Ellisha Sallad, Collegeville, Product Support & Wellness Shared Services
Team Lead, has been with BFW for her entire 9 yrs of employment. She bring a lot
of leadership skills to the team as well as a wealth of knowledge about BFW, in
general.
Juan Hernandez, Health Management Team, has been at Quest
Diagnostics BFW for over 3 years. He wants to encourage more people to seek
knowledge through interaction and conversations. His goal is to improve
communication and strengthen support developments to increased collaboration.
Shari McCoy, Senior Wellness Coordinator, brings over 5 years
of service to the team. Shari brings a lot of knowledge and communication skills
with her. She would like to improve the interaction of the groups to create a more
cohesive environment.
Angela Pennington, Collegeville, is a Quality Assurance
Specialist. She has been with Quest Diagnostics for about a year. She brings a
strong sense of commitment and reliability to the team. She hopes to see an
improved sense of collaboration and leadership.
3. Kelli Sims, Senior Event Specialist, has been with Quest for over
2 years. She is a strong advocate for Teamwork. Her goal is to grow collaboration
within our team as well as with our networks. Increased collaboration will help
achieve a greater sense of value.
Shelley Pollack, Manager Wellness Products, leads the team
with tenure. She has been with Quest Diagnostics for 17+ years! Because of her
years of service, Shelley is able to provide a lot of insight and feedback on coping
with change.
Lakeesha Scott, HR Business Partner. Lakeesha has been with Quest for over 7
years, and represented our division for over 1 yr., 5 months. Her focus is on building
positive relationships to strengthen our teams. Her focus on positive relationships
will help us become and maintain the status of Best Department Ever.
Carol Bledsoe, Wellness Coordinator. In addition to 12+ years of
service, Carol brings a lot of humor and innovation to the team. She would like to
see the different teams joining together for improvement.
4. Christie Rogers, Sr Client Engagement Specialist. Christie has
been with BFW for over 3 years. She brings a lot of positive skills to the team but
one of her main goals is to change the culture to improve the individual, the team
and the company as a whole.
Amy Granzella, Sr Client Engagement Specialist. Amy has
served Quest in many different functions throughout her 10+ years of service. Her
seniority and wisdom allows Amy to identify better ways to improve our teams.
Amy hopes to see improvement in support across all functions of BFW.