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Wellness Champion Competencies:
What Every (Heart-Centered)
Leader Needs to Know
Joel Bennett & Lindsay Simone
W W W. O R G A N I Z A T I O N A L W E L L N E S S . C O M
• At the conclusion of this session,
attendees will be able to:
– Identify different competencies that can
be incorporated into cultivating and
supporting champions
– Identify different training modalities that
can be used for champion development
– Recognize strategies for engaging
managers/supervisors/directors as
heart-centered leaders of champions
Objectives
• Competent champions who engage participants are critical
in health promotion. (Best Practice Reviews
– expert-panel reviews of essential elements (NIOSH, 2008)
– a scientific sampling of best practices (Goetzel et al., 2007)
– multi-employer study on organizational resilience (Spangler et
al., 2012)
– study of 10 high performing wellness programs (Berry,
Mirabito, Baun, 2010)
– recent review of 20 studies (Kaspin, Gorman, & Miller, 2013).
• Champions are a key part of any culture-based strategy.
• They are part of a team involving good stewardship,
coaching, and support from their own supervisors,
managers, or other organizational leaders.
Background
effective
champions do
not operate in
a vacuum and
involve support
from key
leadership
1. Leader support lies beyond a “check-the-box” sign-off
2. Leaders want to know that there are “good” people
fulfilling the call for overall health enhancement
3. Competencies of champions are, in effect, similar to
virtue-based, servant, or transformational leadership
4. Wellness champions play a key (informal) LEADERSHIP
role; require audience of senior leaders
5. Clearly defined champion competencies will be an
asset for forward looking organizations
6. The development of such competencies is enhanced
through heart-centered leadership
Why Heart-
Centered
Leadership?
PART 1
Introduction
Behind every Champion is a
Coach. The Champion sees
oneself supporting the team;
while the Coach just sees one
team.
~ Timothy Wong
Anyone* who has a role† to play:
in facilitating the implementation of a
wellness or prevention program;
engaging participants in that program;
and/or fostering cultural conditions that
lead to improved health and well-being
amongst staff and the worksite as a whole
Definition
*internal or external; formal or informal; selected or volunteered;
Professionally trained or line-level
† Sparkplug, ambassadors, advocates, coordinators
Identifying Competencies
• Important to know what: core
knowledge, skills, and relationships
• Important to know how: to develop
• Ongoing development
• Leaders and managers need to
support the growth of these
Outcomes1 (f) = Program Elements [PE2]
Outcomes (f) = PE + Culture [C]
Outcomes (f) = PE + C + Champion [Ch]
Outcomes (f) = PE + C + [Chcompetencies]
Outcomes (f) = PE + C + [Chc] + [C x Chc ]
Program is everything
Program with a healthy
culture
Program with a healthy culture
and champions leading the way
…with a healthy culture and
a champion who grows in
competency
…with a healthy culture, a
competent champion, who is
embedded in and facilitates the
culture
What
assumption do
you make?
The
effectiveness
of our
wellness
program is a
function (f)
of…?
[1] examples of outcomes = Participation, Reduced Risk, Cost Effectiveness, ROI
[2] examples of program elements = HRA, Coaching, Lunch & Learns, Web Portal, Campaign
• Review literature
• Interview champions at other firms or own firm
• Think broad strategy (part of leadership team)
– What background do they have?
– Who will they interact with? (internal/external)
– What tools do they already have?
– What community of practice will they need?
– Is position voluntary, required, selected, appointed?
– Are they there for professional dev. or just a job?
• Incremental Goals (one competency at a time)
• Do you need to evaluate demonstration of
competency?
Think Before
Develop
Approach to
Competencies
PART 2
Case Studies
• Through NIH funding, we tested an e-learning
system to train wellness, HR, and EAP professionals
on adapting evidence-based programs with four
key competencies (Assess, Design, Deliver,
Evaluate).
• As consultants to the National Guard, we designed,
manualized, and trained "Prevention Coordinators"
(PCs) from over 20 states in 3 areas: Educate, Refer
(e.g., tracking), Outreach (e.g., leadership buy-in).
• The ACEC Life/Health Trust has trained champions
from several dozen engineering firms in 3 areas:
Laying the Foundation (e.g., gaining support),
Building (e.g., optimizing design), and Sustaining
(e.g., celebration)
Three
Case
Studies
Case Study 1
E-Learning System Delivered to
Wellness, EAP and HR Professionals
in context of a clinical trial
6 month educational Program (2007)
Why
• low alignment between wellness offerings and
behavioral health (EAP) programs
• growing problem of behavioral health (eg. stress,
depression, alcohol and drug issues) in work setting
• evidence-based programs (ebp) shown to reduce these
behavioral risks
• no mechanism to train providers in these ebp
(providers in wellness, EAP, and HR roles)
Assess Design
DeliverEvaluate
15
Four Broad
Competencies
Via an
E-Learning
Self-paced
Platform
Assess
Design
Deliver
Evaluate
Assessment
Tools
• Self-Efficacy
• Organizational
Readiness
• Workplace Culture
(Climate)
Design Tools
• Review of
Evidence Based
Programs
• Access to
Synopses of
program
• Access to
developers
Expandable
library of
proven
programs
Promising
Programs
• 72% Female; 87% Caucasian
• Human Resources, Health Promotion,
Employee Assistance Professionals
• 42 states; 15 Industries (healthcare, education
highest representation)
• Highly Educated (65% with greater than
college degree)
• Many (84%) had professional license
• 65% held manager, executive, CEO status
• NOTE. Not all had a strong role in currently
implementing wellness programs
Research
Sample
Received
Program for 6
months
All
Users
(n= 112)
Received
Web/
Coaching
(n = 43)
Strong
Role in
Organization
(n = 68)
Main focus
on Program
(n = 27)
The program improved my
role, my knowledge, or my
skills as a prevention/
wellness advocate.
57% 66% 65% 93%
I have enjoyed using the
program.
62% 70% 75% 95%
It is a very useful
program. 64% 73% 71% 96%
I would recommend this
to other professionals I
know.
64% 74% 73% 96%
Perceived
Program Impact
(% Agreeing)
Means (SD)
One-Way F
Control Experimental
Performance Expectancy [PE] 4.58 (1.28) 5.08 (1.03) 9.56; p = .002
Effort Expectancy [EE] 4.71 (1.26) 5.05 (1.05) 4.61; p = .03
Attit. Toward Technology [ATT] 4.65 (1.27) 5.18 (1.00) 11.01;p< .001
Orientation to Evidence- Based
Programs [OEB]
4.37 (1.18) 4.97 (1.16) 13.81;p< .001
Ability to Address
Behavioral Health (AOD)
4.54 (1.18) 4.92 (1.12) 5.58; p< .02
Engagement/Interest in
Specific AOD Programs
1.94 (.96) 2.57 (1.32) 15.75;p< .001
Role Improvement 2.35 (.92) 2.52 (1.06) 1.46 (NS)
Post-Training
Attitudes and
Engagement in
Programs
PE: I have the tools I need to implement
EE: If I were asked to implement I could do it
ATT: I like working with tools and programs
OEB: I know about, have an interest in, and could realistically use
ABLE: Can, likely to, know how to address AOD as well as Wellness
ROLE: Did your role improve to assess, design, deliver, evaluate wellness programs
Interest/
Engagement in
Specific Workplace
AOD Programs
1.5
1.7
1.9
2.1
2.3
2.5
2.7
2.9
3.1
Low High
IntelliPrev
Control
1.5
1.7
1.9
2.1
2.3
2.5
2.7
2.9
3.1
Low High
IntelliPrev
Control
The E-Learning
Program
Improved Actual
Use of Evidence-
Based Programs
and The Role of
the “Champion”
If they already had
a strong role in
implementing
wellness programs Implementation Role Implementation Role
1. It is possible to use e-learning to train champions
2. Critical to distinguish champions with no influence,
some influence, or a strong implementation role
– If No strong role, important to supplement e-learning
with webinars + coaching
– If YES strong role, e-learning can (by itself) improve the
strength of that role in implementing programs across 4
competencies (Assess, Design, Deliver, Evaluate)
3. A broad-brushed competency training can lead to
engagement with other (evidence-based) programs
4. EAP, Wellness, and HR are very different in how they
process wellness and behavioral health but all benefit
from competency training via e-learning
Take Away
Insights
As wellness programs proliferate and diversify in the
market, there may be growing recognition of
(1) NEED FOR EVIDENCE and
(2) PROGRAM FIT for the business.
Champions need education on evidence-based
programs and tools for determining best fit
Leaders want to know that their champions are
confident in these areas
Leadership
Value
Case Study 2
Designed & Implemented A Champion
Training Program to Engineering Firms
2 years training strategy in progress (2011-current)
In context of health benefit through National Health Trust
Why
• provide wellness programs to customers
• need to continue to bend the cost curve
• widely dispersed and diverse set of firms
• programs by themselves cannot help with
decentralized training
“Working to establish the Consulting Engineering
Industry as the healthiest in the U.S.”
LINDSAY SIMONE
lindsay@aceclifehealthtrust.com
(708) 257-8332
ACEC Manger
of Wellness
Programming
and Services
• 150 Firms from 33 different states
– Over 9,000 employees and spouses are
currently eligible to participate
• Majority of firms have 2-50
employees
– Specific focus on these “smaller” firms
– Program is a great fit for firms of all
sizes
Participating
Firm
Profile
• 156 Wellness Champions
from participating firms
• Few Champions have a
background in health and
wellness
• Most are informally
considered the wellness
coordinator
Wellness
Champion
Profile
Key
Deliverables
1. Provide champions both the tools and
training to feel confident in their abilities to
implement the program at all stages of
development.
2. Facilitate a community of practice to
empower Champions to work and learn
from each other.
3. Help champions to optimize engagement
of employees and leverage all of the
resources that they have available to them.
Champion
Role
“I was told to do it by
someone in my firm.”
“I administer other
benefits, so I took this
on.”
“I have an
interest in health
and wellness, so I
wanted the role.”
increasing personal relevance for the job
1. All types of champions can be effective at promoting program use.
2. Champions who wanted the role found the job easier and felt more
effective.
3. Champions should not consider program satisfaction a performance
evaluation.
Three Paths
to Being a
Wellness
Champion
and research
findings
Champion
Competencies
• Commitment and Ownership
• Know Infrastructure
• Gain Support
• Planning
• Optimizing Design
• Communicating
• Resourcing
• Evaluating
• Professional Development
• Celebrating
Laying the
Foundation
Building
Sustaining
Self-
Coaching
Tool
Champion
Training
Program
(and TOT for
Lunch & Learns)
• Bi-monthly 90 minute webinars cover one
competency at a time
• Mix of informational slides and interaction
– Encourage Champion input and discussion
• Training session
materials are posted
on our website and
include:
– Recorded webinar
– Slide Deck
– Exercises
– Articles on the topic
– Small Business Tool
Tips
Other
Champion
Resources
• Web-site
• Blog
• Marketing Materials
• LinkedIn
• Interactive Forums
– Open discussions on specific topics
– Example: Well-Being and Going Green
• Buddy Coaching (paired up)
• Lead Well Live Well (engage managers)
1. Important to distinguish 3 ways champions come to
their role (want to, told to, already an admin)
2.Each one needs different things to engage
competency development
1. Told to > more focus on personal well-being
2. Want to > open to competency development in all areas
3. Admin > Focus more on infrastructure/planning competency
3.Critical to not assess Champions according to level
of employee engagement (may be due to more to
programs)
4.Important to get feedback and deliver feedback
5.They enjoy sharing their insights with each other
(give and take) – keep the forum alive
Take Away
Insights
Told to Want to
Admin
There are significant challenges to building a
network of champions in a diversified or
decentralized organizational matrix.
Giving champions a single portal and set of
competencies gives coherence and a sense of
cultural unity (community of practice).
A common language is a key tool for clarity in
organizational leadership.
Leadership
Value
Case Study 3
Designed, Implemented Champion
Competency Framework for National
Guard Bureau (40 states)
2007-2013; 7 years strategic development with
TOT, Competency manual, evaluation, outcomes
Why
• Office of Strategic Defense (OSD) recognized that
National Guard has greater and growing risks of
alcohol and drug problem following deployment
• No mechanism within units to help service
members get help, reduce stigma for seeking
help, and enhance military readiness
• Need for established evidence-based program
1. Interviews with new working group
2. Focus Groups
3. Armory Site visit
4. Two 2-day large group brain-
storming
5. Meet Joint (Air & Army) HR
personnel
6. Working group meetings
7. Iterative Development
8. Review current policies
9. Developed Working Draft
10.Developed Competency Scoring
System
11.Implemented in 2-year cycle of
review
12.Final Trainings
How
Competencies
Were
Developed &
Implemented
2007
2008
2010
TOT
TOT
TOT
TOT
TOT
TOT
web
web
web
web
web
2012 web
In person
Group
COP
NATIONAL
GUARD
PREVENTION
TREATMENT&
OUTREACH
12CORE
COMPONENTS
Alliancesfor CapacityBuilding
CreatingCommunity
The 12 Core
Competencies
Sample from
Manual
195
SM self-
referred2,234 SM referred
to treatment20,737
Reported Improvements in Self-referral Process
(% of 43 Prevention Coordinators reporting “Better”)
72%
Willingness of SM
to approach you
54%
Self-Referral
rates
90%
Either willingness
or self-referral
SM receive
prevention
Most Prevention Coordinators (PCs) reported that service members
were increasingly willing to step forward to get help
Command Referrals 215
Positive Drug Test Referrals 1274 537 Self-Referral
26.5%
537 is 26.5% of
all 2012 referrals
2012
8.7%*
2011 *195 of
2,234 referrals
a 300% increase
from 2011
Data suggest that increased
prevention leads to more self-referrals
For every 100 substance-using service members who self-refers
instead of getting caught with a positive drug test,
the National Guard reaps benefits:
Retain 18
additional service
members
Save 2000 staff
hours and
$62,100
Avoid $1.44M in training
costs to replace dis-
charged svc. members
The education > referral process saves money for the Guard while
helping service members and increasing readiness
1. A large decentralized system with full-time
coordinators represented a unique opportunity to
develop a strategic competency framework
2. As in previous case studies, it is critical to assess the
readiness, role, previous training of the coordinator
and to work with them where they are at
3. In a large system, the competency of partnerships and
collaborations may be most important for effectiveness
(especially for referral process)
4. Local leadership buy-in and support can be the single
most inhibiting factor but such buy-in increases
normatively as the program gets institutionalized
5. 4 years may be the minimum amount of time to start
seeing effects of training (due to turnover, competing
programs, diversity, and storming > norming cycles)
Take Away
Insights
It helps to have operational standards for large
systems looking for formal positions of
coordinators
•Clarity
•Credibility
•A Method for Professional Development
•A Method for Evaluation
Leadership
Value
OVERALL SUMMARY FOR LEADERS
• Champion training improves their confidence and
ability to think about how programs fit into and
enhance the culture
• Uniform competencies create cultural coherence
and clarity (in service to leadership)
• Competencies can provide operational standards
for enhancing the measurability and legitimacy of
the wellness initiative
PART 3
Application
Handout
PART 4
Leadership
(How to Support Your Champions)
Message to Leaders
1. Connect with your own passion for having a healthy
organization
2. Have a chat with the champion (see template below)
3. Help the champion to recognize and celebrate their own
strengths (as they apply to their job in general and their
role as a champion) (see Strengths grid below)
4. Keep encouraging them in exercising those strengths
5. Challenge them to grow in competency areas that lie
outside their strength
What is your own passion as a champion?
• Cause
• Calling
• Destiny
• Legacy
 Where are you now?
 Where do you want to be?
 What is the priority?
 How will you get there?
 How will you know?
Can you celebrate success NOW?
I want to do what I can to support you in
this position. To do so I want to make
sure I understand what you need. I
would like to ask you some questions so I
can find out more about ways I and the
company can help you to be successful.
The health of the company is important
to me and that includes you. This should
only take about 15 minutes. Again, I am
not interviewing you for the position. I
want to find out what your own
thoughts are about this so we can team
up for success.
Template for
conversation
between firm
manager and
champion
STEP 1
Introduce the
topic
Question for leader
to ask him/her self
Question for
the champion
Do you understand
his/her background in
any health field that
may be relevant to
this position?
I would like to understand your
background for being a champion.
What would you like to tell me
about previous work in health,
safety, or workplace strategies that
relate to your role as a champion?
Can you speak to
their motives for
getting involved?
What do you think motivates you to
be healthy and help us be healthy?
Is it a cause for you? A calling?
What inspires you about helping us
to be healthy?
STEP 2
Inquire in ways
that seek to
understand and
surface
inspiration
LISTEN
LISTEN
LISTEN
Question for
leader to ask self
Question for them
How can you
acknowledge and
reinforce any
current
competencies they
have that might be
leveraged in their
wellness champion
role?
IF YOU KNOW THEIR STRENGTHS: Outside
your new role as a wellness champion, I
want to understand current strengths that
you already have. Before I do, can you tell
me what you see as your major strengths
and competencies?
IF YOU DON’T KNOW: To help me to help
you better, I would like you to use your
natural strengths in your champion role.
Please, in your own words, tell me what you
think your strengths are?
Based on your answers to the above, How much time can you
reasonably give them to do this job and, once you negotiate
that, CLEARLY commit to and provide full support for that time.
STEP 3
Inquire in ways
that allows the
champion to
speak freely
about his/her
strengths
LISTEN
LISTEN
LISTEN
You can use Wellness Champion Strengths Grid on next page
as a tool to guide champions to talk about strengths
Wellness Champion Strengths
 ASSESS Ability to assess the work climate and its readiness for programming
 DESIGN Ability to review different program elements and design a program that is engaging;
knowledgeable about budget, frameworks, program management
 DELIVER Ability to help deliver programs or assist in delivery through planning, creative
marketing, engaging communications, creating renewed interest, keeping it fun
 EVALUATE Ability to evaluate outcomes, track progress, tabulate data, provide summary
reports, provide updates, use metrics and tie into financials
 Commitment and Ownership:
Cheerleading, interpersonal
team builder, positive
influence
 Know Infrastructure:
Organizer, Arranger, Seeks
input well and integrate
 Gain Support :
Emotional intelligence,
empathic, able to woo
 Evaluating
Analytical, Enjoys Data, (See
evaluate above)
 Professional Development
Open-minded, committed to
grow, joins community of
practice
 Celebrating
Harmony, Fairness,
Connectedness, Creative
with reward and recognition
 Planning
Responsibility, Strategic
 Optimizing Design
Futuristic, Sees meaning and
significance, maximize
 Communicating
Relater, Influencer, makes the
mission come alive, focus
 Resource & Referral
Knows where, how, who to get
what is needed (Collaborator)
Laying Foundation Building Sustaining
© Organizational Wellness & Learning Systems, Inc. (NOTE. Some strengths listed overlap with “Gallup” Strengths finder)
• Bandura, A. (2001). Social cognitive theory: An agentic perspective. Annual review of
psychology, 52(1), 1-26.
• Berry, L. L., Mirabito, A. M., & Baun, W. B. (2010). What's the hard return on employee wellness
programs. Harvard business review, 88(12), 104-112.
• Goetzel, R. Z., Shechter, D., Ozminkowski, R. J., Marmet, P. F., & Tabrizi, M. J. (2007). Promising
practices in employer health and productivity management efforts: findings from a
benchmarking study. Journal of Occupational Environmental Medicine, 49, 111–130.
• Kaspin, L. C., Gorman, K. M., & Miller, R. M. (2013). Systematic Review of Employer-Sponsored
Wellness Strategies and their Economic and Health-Related Outcomes. Population health
management, 16(1), 14-21.
• NIOSH (National Institute for Occupational Safety and Health) (2008). Essential elements of
effective workplace programs and policies for improving worker health and wellbeing.
http://www.cdc.gov/niosh/TWH/essentials.html.
• Spangler, N. W., Koesten, J., Fox, M. H., & Radel, J. (2012). Employer Perceptions of Stress and
Resilience Intervention. Journal of Occupational and Environmental Medicine, 54(11), 1421-
1429.
• Steinbrecher, S., & Bennett, J. B. (2003). Heart-centered leadership: An invitation to lead from the
inside out. Black Pants Pub..
• Venkatesh, V., Morris, M. G., Davis, G. B., & Davis, F. D. (2003). User acceptance of information
technology: Toward a unified view. MIS quarterly, 425-478.
• Yancey, A. K. (2009). The meta-volition model: Organizational leadership is the key ingredient in
getting society moving, literally!. Preventive medicine, 49(4), 342-351.
References
LINDSAY SIMONE
lindsay@aceclifehealthtrust.com
(708) 257-8332
ACEC Manger
of Wellness
Programming
and Services
JOEL BENNETT
owls@organizationalwellness.com
(817) 921-4260
President &
Founder
OWLS, Inc.

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Wellness Champion Competencies (National Wellness Institute_2014)

  • 1. Wellness Champion Competencies: What Every (Heart-Centered) Leader Needs to Know Joel Bennett & Lindsay Simone W W W. O R G A N I Z A T I O N A L W E L L N E S S . C O M
  • 2. • At the conclusion of this session, attendees will be able to: – Identify different competencies that can be incorporated into cultivating and supporting champions – Identify different training modalities that can be used for champion development – Recognize strategies for engaging managers/supervisors/directors as heart-centered leaders of champions Objectives
  • 3. • Competent champions who engage participants are critical in health promotion. (Best Practice Reviews – expert-panel reviews of essential elements (NIOSH, 2008) – a scientific sampling of best practices (Goetzel et al., 2007) – multi-employer study on organizational resilience (Spangler et al., 2012) – study of 10 high performing wellness programs (Berry, Mirabito, Baun, 2010) – recent review of 20 studies (Kaspin, Gorman, & Miller, 2013). • Champions are a key part of any culture-based strategy. • They are part of a team involving good stewardship, coaching, and support from their own supervisors, managers, or other organizational leaders. Background effective champions do not operate in a vacuum and involve support from key leadership
  • 4. 1. Leader support lies beyond a “check-the-box” sign-off 2. Leaders want to know that there are “good” people fulfilling the call for overall health enhancement 3. Competencies of champions are, in effect, similar to virtue-based, servant, or transformational leadership 4. Wellness champions play a key (informal) LEADERSHIP role; require audience of senior leaders 5. Clearly defined champion competencies will be an asset for forward looking organizations 6. The development of such competencies is enhanced through heart-centered leadership Why Heart- Centered Leadership?
  • 6. Behind every Champion is a Coach. The Champion sees oneself supporting the team; while the Coach just sees one team. ~ Timothy Wong
  • 7. Anyone* who has a role† to play: in facilitating the implementation of a wellness or prevention program; engaging participants in that program; and/or fostering cultural conditions that lead to improved health and well-being amongst staff and the worksite as a whole Definition *internal or external; formal or informal; selected or volunteered; Professionally trained or line-level † Sparkplug, ambassadors, advocates, coordinators
  • 8. Identifying Competencies • Important to know what: core knowledge, skills, and relationships • Important to know how: to develop • Ongoing development • Leaders and managers need to support the growth of these
  • 9. Outcomes1 (f) = Program Elements [PE2] Outcomes (f) = PE + Culture [C] Outcomes (f) = PE + C + Champion [Ch] Outcomes (f) = PE + C + [Chcompetencies] Outcomes (f) = PE + C + [Chc] + [C x Chc ] Program is everything Program with a healthy culture Program with a healthy culture and champions leading the way …with a healthy culture and a champion who grows in competency …with a healthy culture, a competent champion, who is embedded in and facilitates the culture What assumption do you make? The effectiveness of our wellness program is a function (f) of…? [1] examples of outcomes = Participation, Reduced Risk, Cost Effectiveness, ROI [2] examples of program elements = HRA, Coaching, Lunch & Learns, Web Portal, Campaign
  • 10. • Review literature • Interview champions at other firms or own firm • Think broad strategy (part of leadership team) – What background do they have? – Who will they interact with? (internal/external) – What tools do they already have? – What community of practice will they need? – Is position voluntary, required, selected, appointed? – Are they there for professional dev. or just a job? • Incremental Goals (one competency at a time) • Do you need to evaluate demonstration of competency? Think Before Develop Approach to Competencies
  • 12. • Through NIH funding, we tested an e-learning system to train wellness, HR, and EAP professionals on adapting evidence-based programs with four key competencies (Assess, Design, Deliver, Evaluate). • As consultants to the National Guard, we designed, manualized, and trained "Prevention Coordinators" (PCs) from over 20 states in 3 areas: Educate, Refer (e.g., tracking), Outreach (e.g., leadership buy-in). • The ACEC Life/Health Trust has trained champions from several dozen engineering firms in 3 areas: Laying the Foundation (e.g., gaining support), Building (e.g., optimizing design), and Sustaining (e.g., celebration) Three Case Studies
  • 13. Case Study 1 E-Learning System Delivered to Wellness, EAP and HR Professionals in context of a clinical trial 6 month educational Program (2007)
  • 14. Why • low alignment between wellness offerings and behavioral health (EAP) programs • growing problem of behavioral health (eg. stress, depression, alcohol and drug issues) in work setting • evidence-based programs (ebp) shown to reduce these behavioral risks • no mechanism to train providers in these ebp (providers in wellness, EAP, and HR roles)
  • 15. Assess Design DeliverEvaluate 15 Four Broad Competencies Via an E-Learning Self-paced Platform Assess Design Deliver Evaluate
  • 17. Design Tools • Review of Evidence Based Programs • Access to Synopses of program • Access to developers Expandable library of proven programs Promising Programs
  • 18. • 72% Female; 87% Caucasian • Human Resources, Health Promotion, Employee Assistance Professionals • 42 states; 15 Industries (healthcare, education highest representation) • Highly Educated (65% with greater than college degree) • Many (84%) had professional license • 65% held manager, executive, CEO status • NOTE. Not all had a strong role in currently implementing wellness programs Research Sample Received Program for 6 months
  • 19. All Users (n= 112) Received Web/ Coaching (n = 43) Strong Role in Organization (n = 68) Main focus on Program (n = 27) The program improved my role, my knowledge, or my skills as a prevention/ wellness advocate. 57% 66% 65% 93% I have enjoyed using the program. 62% 70% 75% 95% It is a very useful program. 64% 73% 71% 96% I would recommend this to other professionals I know. 64% 74% 73% 96% Perceived Program Impact (% Agreeing)
  • 20. Means (SD) One-Way F Control Experimental Performance Expectancy [PE] 4.58 (1.28) 5.08 (1.03) 9.56; p = .002 Effort Expectancy [EE] 4.71 (1.26) 5.05 (1.05) 4.61; p = .03 Attit. Toward Technology [ATT] 4.65 (1.27) 5.18 (1.00) 11.01;p< .001 Orientation to Evidence- Based Programs [OEB] 4.37 (1.18) 4.97 (1.16) 13.81;p< .001 Ability to Address Behavioral Health (AOD) 4.54 (1.18) 4.92 (1.12) 5.58; p< .02 Engagement/Interest in Specific AOD Programs 1.94 (.96) 2.57 (1.32) 15.75;p< .001 Role Improvement 2.35 (.92) 2.52 (1.06) 1.46 (NS) Post-Training Attitudes and Engagement in Programs PE: I have the tools I need to implement EE: If I were asked to implement I could do it ATT: I like working with tools and programs OEB: I know about, have an interest in, and could realistically use ABLE: Can, likely to, know how to address AOD as well as Wellness ROLE: Did your role improve to assess, design, deliver, evaluate wellness programs
  • 21. Interest/ Engagement in Specific Workplace AOD Programs 1.5 1.7 1.9 2.1 2.3 2.5 2.7 2.9 3.1 Low High IntelliPrev Control 1.5 1.7 1.9 2.1 2.3 2.5 2.7 2.9 3.1 Low High IntelliPrev Control The E-Learning Program Improved Actual Use of Evidence- Based Programs and The Role of the “Champion” If they already had a strong role in implementing wellness programs Implementation Role Implementation Role
  • 22. 1. It is possible to use e-learning to train champions 2. Critical to distinguish champions with no influence, some influence, or a strong implementation role – If No strong role, important to supplement e-learning with webinars + coaching – If YES strong role, e-learning can (by itself) improve the strength of that role in implementing programs across 4 competencies (Assess, Design, Deliver, Evaluate) 3. A broad-brushed competency training can lead to engagement with other (evidence-based) programs 4. EAP, Wellness, and HR are very different in how they process wellness and behavioral health but all benefit from competency training via e-learning Take Away Insights
  • 23. As wellness programs proliferate and diversify in the market, there may be growing recognition of (1) NEED FOR EVIDENCE and (2) PROGRAM FIT for the business. Champions need education on evidence-based programs and tools for determining best fit Leaders want to know that their champions are confident in these areas Leadership Value
  • 24. Case Study 2 Designed & Implemented A Champion Training Program to Engineering Firms 2 years training strategy in progress (2011-current) In context of health benefit through National Health Trust
  • 25. Why • provide wellness programs to customers • need to continue to bend the cost curve • widely dispersed and diverse set of firms • programs by themselves cannot help with decentralized training
  • 26. “Working to establish the Consulting Engineering Industry as the healthiest in the U.S.” LINDSAY SIMONE lindsay@aceclifehealthtrust.com (708) 257-8332 ACEC Manger of Wellness Programming and Services
  • 27. • 150 Firms from 33 different states – Over 9,000 employees and spouses are currently eligible to participate • Majority of firms have 2-50 employees – Specific focus on these “smaller” firms – Program is a great fit for firms of all sizes Participating Firm Profile
  • 28. • 156 Wellness Champions from participating firms • Few Champions have a background in health and wellness • Most are informally considered the wellness coordinator Wellness Champion Profile
  • 29. Key Deliverables 1. Provide champions both the tools and training to feel confident in their abilities to implement the program at all stages of development. 2. Facilitate a community of practice to empower Champions to work and learn from each other. 3. Help champions to optimize engagement of employees and leverage all of the resources that they have available to them.
  • 30. Champion Role “I was told to do it by someone in my firm.” “I administer other benefits, so I took this on.” “I have an interest in health and wellness, so I wanted the role.” increasing personal relevance for the job 1. All types of champions can be effective at promoting program use. 2. Champions who wanted the role found the job easier and felt more effective. 3. Champions should not consider program satisfaction a performance evaluation. Three Paths to Being a Wellness Champion and research findings
  • 31. Champion Competencies • Commitment and Ownership • Know Infrastructure • Gain Support • Planning • Optimizing Design • Communicating • Resourcing • Evaluating • Professional Development • Celebrating Laying the Foundation Building Sustaining
  • 33. Champion Training Program (and TOT for Lunch & Learns) • Bi-monthly 90 minute webinars cover one competency at a time • Mix of informational slides and interaction – Encourage Champion input and discussion • Training session materials are posted on our website and include: – Recorded webinar – Slide Deck – Exercises – Articles on the topic – Small Business Tool Tips
  • 34. Other Champion Resources • Web-site • Blog • Marketing Materials • LinkedIn • Interactive Forums – Open discussions on specific topics – Example: Well-Being and Going Green • Buddy Coaching (paired up) • Lead Well Live Well (engage managers)
  • 35.
  • 36. 1. Important to distinguish 3 ways champions come to their role (want to, told to, already an admin) 2.Each one needs different things to engage competency development 1. Told to > more focus on personal well-being 2. Want to > open to competency development in all areas 3. Admin > Focus more on infrastructure/planning competency 3.Critical to not assess Champions according to level of employee engagement (may be due to more to programs) 4.Important to get feedback and deliver feedback 5.They enjoy sharing their insights with each other (give and take) – keep the forum alive Take Away Insights Told to Want to Admin
  • 37. There are significant challenges to building a network of champions in a diversified or decentralized organizational matrix. Giving champions a single portal and set of competencies gives coherence and a sense of cultural unity (community of practice). A common language is a key tool for clarity in organizational leadership. Leadership Value
  • 38. Case Study 3 Designed, Implemented Champion Competency Framework for National Guard Bureau (40 states) 2007-2013; 7 years strategic development with TOT, Competency manual, evaluation, outcomes
  • 39. Why • Office of Strategic Defense (OSD) recognized that National Guard has greater and growing risks of alcohol and drug problem following deployment • No mechanism within units to help service members get help, reduce stigma for seeking help, and enhance military readiness • Need for established evidence-based program
  • 40. 1. Interviews with new working group 2. Focus Groups 3. Armory Site visit 4. Two 2-day large group brain- storming 5. Meet Joint (Air & Army) HR personnel 6. Working group meetings 7. Iterative Development 8. Review current policies 9. Developed Working Draft 10.Developed Competency Scoring System 11.Implemented in 2-year cycle of review 12.Final Trainings How Competencies Were Developed & Implemented 2007 2008 2010 TOT TOT TOT TOT TOT TOT web web web web web 2012 web In person Group COP
  • 43.
  • 44. 195 SM self- referred2,234 SM referred to treatment20,737 Reported Improvements in Self-referral Process (% of 43 Prevention Coordinators reporting “Better”) 72% Willingness of SM to approach you 54% Self-Referral rates 90% Either willingness or self-referral SM receive prevention Most Prevention Coordinators (PCs) reported that service members were increasingly willing to step forward to get help
  • 45. Command Referrals 215 Positive Drug Test Referrals 1274 537 Self-Referral 26.5% 537 is 26.5% of all 2012 referrals 2012 8.7%* 2011 *195 of 2,234 referrals a 300% increase from 2011 Data suggest that increased prevention leads to more self-referrals
  • 46. For every 100 substance-using service members who self-refers instead of getting caught with a positive drug test, the National Guard reaps benefits: Retain 18 additional service members Save 2000 staff hours and $62,100 Avoid $1.44M in training costs to replace dis- charged svc. members The education > referral process saves money for the Guard while helping service members and increasing readiness
  • 47. 1. A large decentralized system with full-time coordinators represented a unique opportunity to develop a strategic competency framework 2. As in previous case studies, it is critical to assess the readiness, role, previous training of the coordinator and to work with them where they are at 3. In a large system, the competency of partnerships and collaborations may be most important for effectiveness (especially for referral process) 4. Local leadership buy-in and support can be the single most inhibiting factor but such buy-in increases normatively as the program gets institutionalized 5. 4 years may be the minimum amount of time to start seeing effects of training (due to turnover, competing programs, diversity, and storming > norming cycles) Take Away Insights
  • 48. It helps to have operational standards for large systems looking for formal positions of coordinators •Clarity •Credibility •A Method for Professional Development •A Method for Evaluation Leadership Value
  • 49. OVERALL SUMMARY FOR LEADERS • Champion training improves their confidence and ability to think about how programs fit into and enhance the culture • Uniform competencies create cultural coherence and clarity (in service to leadership) • Competencies can provide operational standards for enhancing the measurability and legitimacy of the wellness initiative
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  • 56. PART 4 Leadership (How to Support Your Champions)
  • 57. Message to Leaders 1. Connect with your own passion for having a healthy organization 2. Have a chat with the champion (see template below) 3. Help the champion to recognize and celebrate their own strengths (as they apply to their job in general and their role as a champion) (see Strengths grid below) 4. Keep encouraging them in exercising those strengths 5. Challenge them to grow in competency areas that lie outside their strength
  • 58. What is your own passion as a champion? • Cause • Calling • Destiny • Legacy  Where are you now?  Where do you want to be?  What is the priority?  How will you get there?  How will you know? Can you celebrate success NOW?
  • 59. I want to do what I can to support you in this position. To do so I want to make sure I understand what you need. I would like to ask you some questions so I can find out more about ways I and the company can help you to be successful. The health of the company is important to me and that includes you. This should only take about 15 minutes. Again, I am not interviewing you for the position. I want to find out what your own thoughts are about this so we can team up for success. Template for conversation between firm manager and champion STEP 1 Introduce the topic
  • 60. Question for leader to ask him/her self Question for the champion Do you understand his/her background in any health field that may be relevant to this position? I would like to understand your background for being a champion. What would you like to tell me about previous work in health, safety, or workplace strategies that relate to your role as a champion? Can you speak to their motives for getting involved? What do you think motivates you to be healthy and help us be healthy? Is it a cause for you? A calling? What inspires you about helping us to be healthy? STEP 2 Inquire in ways that seek to understand and surface inspiration LISTEN LISTEN LISTEN
  • 61. Question for leader to ask self Question for them How can you acknowledge and reinforce any current competencies they have that might be leveraged in their wellness champion role? IF YOU KNOW THEIR STRENGTHS: Outside your new role as a wellness champion, I want to understand current strengths that you already have. Before I do, can you tell me what you see as your major strengths and competencies? IF YOU DON’T KNOW: To help me to help you better, I would like you to use your natural strengths in your champion role. Please, in your own words, tell me what you think your strengths are? Based on your answers to the above, How much time can you reasonably give them to do this job and, once you negotiate that, CLEARLY commit to and provide full support for that time. STEP 3 Inquire in ways that allows the champion to speak freely about his/her strengths LISTEN LISTEN LISTEN You can use Wellness Champion Strengths Grid on next page as a tool to guide champions to talk about strengths
  • 62. Wellness Champion Strengths  ASSESS Ability to assess the work climate and its readiness for programming  DESIGN Ability to review different program elements and design a program that is engaging; knowledgeable about budget, frameworks, program management  DELIVER Ability to help deliver programs or assist in delivery through planning, creative marketing, engaging communications, creating renewed interest, keeping it fun  EVALUATE Ability to evaluate outcomes, track progress, tabulate data, provide summary reports, provide updates, use metrics and tie into financials  Commitment and Ownership: Cheerleading, interpersonal team builder, positive influence  Know Infrastructure: Organizer, Arranger, Seeks input well and integrate  Gain Support : Emotional intelligence, empathic, able to woo  Evaluating Analytical, Enjoys Data, (See evaluate above)  Professional Development Open-minded, committed to grow, joins community of practice  Celebrating Harmony, Fairness, Connectedness, Creative with reward and recognition  Planning Responsibility, Strategic  Optimizing Design Futuristic, Sees meaning and significance, maximize  Communicating Relater, Influencer, makes the mission come alive, focus  Resource & Referral Knows where, how, who to get what is needed (Collaborator) Laying Foundation Building Sustaining © Organizational Wellness & Learning Systems, Inc. (NOTE. Some strengths listed overlap with “Gallup” Strengths finder)
  • 63. • Bandura, A. (2001). Social cognitive theory: An agentic perspective. Annual review of psychology, 52(1), 1-26. • Berry, L. L., Mirabito, A. M., & Baun, W. B. (2010). What's the hard return on employee wellness programs. Harvard business review, 88(12), 104-112. • Goetzel, R. Z., Shechter, D., Ozminkowski, R. J., Marmet, P. F., & Tabrizi, M. J. (2007). Promising practices in employer health and productivity management efforts: findings from a benchmarking study. Journal of Occupational Environmental Medicine, 49, 111–130. • Kaspin, L. C., Gorman, K. M., & Miller, R. M. (2013). Systematic Review of Employer-Sponsored Wellness Strategies and their Economic and Health-Related Outcomes. Population health management, 16(1), 14-21. • NIOSH (National Institute for Occupational Safety and Health) (2008). Essential elements of effective workplace programs and policies for improving worker health and wellbeing. http://www.cdc.gov/niosh/TWH/essentials.html. • Spangler, N. W., Koesten, J., Fox, M. H., & Radel, J. (2012). Employer Perceptions of Stress and Resilience Intervention. Journal of Occupational and Environmental Medicine, 54(11), 1421- 1429. • Steinbrecher, S., & Bennett, J. B. (2003). Heart-centered leadership: An invitation to lead from the inside out. Black Pants Pub.. • Venkatesh, V., Morris, M. G., Davis, G. B., & Davis, F. D. (2003). User acceptance of information technology: Toward a unified view. MIS quarterly, 425-478. • Yancey, A. K. (2009). The meta-volition model: Organizational leadership is the key ingredient in getting society moving, literally!. Preventive medicine, 49(4), 342-351. References
  • 64. LINDSAY SIMONE lindsay@aceclifehealthtrust.com (708) 257-8332 ACEC Manger of Wellness Programming and Services JOEL BENNETT owls@organizationalwellness.com (817) 921-4260 President & Founder OWLS, Inc.