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

TWEET: @orgwellness |
www.organizationalwellness.com |
learn@organizationalwellness.com |

Team
Awareness

Nudging the
Culture of Wellness

OUTLINE
• Basic Ideas
• Effectiveness
• Adaptations (SAMPLES)
– Team Readiness
– Team Resilience
– TeamUpNow
• NUDGE
• SIX CORE MODULES
• REFERENCES

TWEET: @orgwellness | www.organizationalwellness.com | learn@organizationalwellness.com

Healthy work cultures are not “built” as much
as “nudged” over time. Nudge means gradual,
intentional, peer-to-peer positive interaction
and encouragement, group, leadership, and
social health.


Three Tenets of Wellness Cultures

Costs are incurred if you only invest in
1 individual health when the work culture
is toxic
Strong wellness program don’t guarantee
2 worker engagement

The strongest workplace influence on
3 employee health is his or her immediate
work-group and supervisor


Learning Objectives

The purpose and six basic objectives of
1 Team Awareness (TA)

How to incorporate principles of TA into a
2 lunch n’ learn

The Research behind an evidence-based
3
approach


What is Team Awareness?
• It is a delivery system, NOT a program (like a
PHA, HRA, wellness campaign)…
• the content within the system can vary from
implementation to implementation
• There are core features (fidelity elements)
that are universal but each adaptation
ASSURES A FIT WITH THE CULTURE
Team
Awareness

The use of effective interventions
without implementation strategies is like
serum without a syringe; the cure is
available but the delivery system is not.

- Fixsen, Blase, Duda, Naoom, & Van Dyke, 2010


What is Team Awareness?
• A facilitated peer-to-peer learning environment with a focus
on enhancing communication to reduce RISKS both within the
team and the self
• With clear avenues for getting resources once the risks are
identified (wellness, EAP)
• As participants learn healthy stress management skills, the
limits of their tolerance, real employer benefits, and the value
(de-stigmatized) of owning a problem and getting help for it


Social influence does not end with the people
we know. If we affect our friends, and they
affect their friends, then our actions potentially
affect people we have never met.
We began by studying various health effects. We
discovered that if your friend’s friend’s friend
gained weight, you gained weight.
We discovered that if your friend’s friend’s
friend stopped smoking, you stopped smoking.
And we discovered that if your friend’s friend’s
friend became happy, you became happy.
Nicholas A. Christakis & James H. Fowler;
Connected (2009)
10

The conversations that
build relatedness most
often occur through
associational life, where
we are unpaid and show
up by choice, rather than
in large systems where
professionals are
paid and show up
by contract…

The small group is the
unit of transformation
and the container for the
experience of belonging.
Peter Block, Community
(2009)
11

It’s not about SYSTEMS

It’s not about PROGRAMS

It’s not about COACHING

It’s not even about OUTCOMES

It’s about relationships:
empowering the local,
small group (peer to peer) to help
themselves + each other =
the work culture in small steps
12

ONLINE CERTIFICATIONS
(CHES, CPH, ACSM, RD)

• March 7 and March 8
• May 7 and May 8
• August 7 and August 8

Revitalizing Work and
Tribal Culture Through
Team Awareness
http://nativelearningcenter.com


Sally and Elena: Sally, a fellow
coworker, tells Elena that she is
going to quit smoking after 5 years
of spending hundreds of work
breaks together. Sally recently
found a free quit-smoking
application on her Smartphone
that she likes. After seeing Sally
make her initial efforts, Elena also
ends up quitting.

Bob and Gary. At lunch one day,
two team-mates, Bob and Gary,
talk idly about struggles they are
having in their respective
marriages. They find out they have
many interests and issues in
common and over the next months
are able to support each other with
friendly advice that helps save
their marriages.

Team
Awareness

Part 1
Effectiveness
16

What Team Awareness does
(group is unity of analysis)
• Improves positive health habits
• Enhances positive work communication
• Reduces health risks (alcohol)
• Increases supervisor responsiveness to troubled
workers
• Reduces unhealthy social behavior
• Improves the culture of health
• Reduces stress at and away from work
• Reduces counter-productivity
• Increases actual help-seeking
• Increases peer-to-peer support
17

Team Resilience
Team For Young Restaurant Workers
Awareness

1994-2002 2002-2005

• Team Awareness developed--NIH Grant (8-hour program)
• Identified as Evidence-Based (Model) Program by DHHS
• Has reached over 25,000 workers in diverse settings
• Adapted for corporate, military, tribal settings, union settings,
municipalities, government, ex-offenders, young restaurant
workers, NECA-IBEW, youth corps, others
• National Guard flagship program
• Small Business Wellness Initiative www.nrepp.samhsa.gov
18


Likelihood to seek help
(Sample 1: Municipality)
Likelihood of Seeking Help
Employees
Pre-Training indicating likely to
0.5
seek help if they
Post-Training
had depression or
0.4 stress

0.3

0.2

0.1
Team Awareness Control

19

Help Engagement
(Sample 2: Municipality)

Help/Support Engagement
Employees who
Pre-training contacted,
20
6 Month encouraged contact,
16 or were nudged to
use counseling,
12 support, or EAP
8

4

0
Team Control
Awareness
20

Organizational Wellness (10 items)
(Sample 3: 14 Small Businesses)

Organizational Wellness* • Healthy & Balanced
3.6 Perspective (e.g.,
Health & safety is a top
priority here)
3.5

3.4
Team • Co-worker respect
Awareness (e.g., Differences in
Health
lifestyle are appreciated)
3.3
Promotion
3.2 • Organizational
Control
supports (e.g., Policies
3.1 are flexible to meet
personal and family
3 needs)
Pre 1 month 6 months

Bennett, J.B., & Lehman, W.E.K. (1997). Employee views of organizational wellness and the EAP:
Influence on substance use, drinking climates, and policy attitudes. Employee Assistance Quarterly, 13 (1), 55-72 21


Stress Away from Work (4-items)
(Sample 4: National Restaurant Chain)

• Personal lack of
direction or
Personal Stress bothered by thoughts
of where I am headed
1.7 in life
1.6
• Personal problems
1.5 with money (not
enough, difficulty
1.4 budgeting)
1.3 • Difficulty managing
1.2 Team Resilience my time (work,
Control family, school, other)
1.1
• Problems with
1
boyfriend,
Pre-Training 6 Months 12 Months girlfriend, spouse
(like fights, arguments)
22

Stressors at Work (4-items)
(Sample 4: National Restaurant Chain)

• Problems with
Exposure to Problem Co-workers coworkers (lazy,
bring problems to
1.9 work, rude, not
1.8 responsible)
1.7 • Inconsistent
1.6 managers
1.5 • Problems between
1.4 people at work
1.3 (bicker, argue, rude)
Team Resilience
1.2 • People at work do
1.1 Control
hostile or illegal
1 behaviors (stealing,
Pre-Training 6 Months 12 Months fights, vandalism,
bullying)
23

Evidence-based Benefits
AWAKEN! the Healthy Culture “Value-Chain”
– Improve willingness to seek/give help (peer to peer)
 Increase utilization of health services/benefits
 Reduce high-risk behaviors
 Leads to reduced poor health
 Leads to reduced stress at work
 Leads to reduced stress away from work
Sustained by improvement in work culture
• Return-on-investment

24

Team Readiness


Team Resilience


TeamUpNow
(blending online social game with
learning)

Willie Robert Corinna


Well-Being
• Introduces TeamUpNow,
• Puts the content in a broad
framework of health and the
workplace culture of health.

• Diet, exercise, and work-life
balance in connection with both
work and home life
• Encourages moderation
• Especially alcohol and drug
• Raising awareness of the
potential harm from misuse
• Introduces signs for concern


In the game,
users strategize to
answer questions
in strength areas
and earn their
team points with
correct answers.


NUDGE


Conocer
Observar
Decidir
Enfrentar
Ayudar
Reanimar

Team
Awareness

40

The Six Core Modules
(1 to 1.5 hours each)

Download entire original curriculum NUDGE
www.organizationalwellness.com Communication
FREE
Coping
Team Tolerance
• MODULAR (FLEXIBLE) Awareness
Policy
• SMALL GROUPS (9 to 20)
Relevance
• PPT DRIVEN (EASY)

41

Module 1: Relevance
Relevance to You and Your Work Group:
Orientation and Risk Identification
1.Confidentiality (CHAT)
2.How is this relevant?
3.Prevention principles
4.What are the risks &
strengths of your work
group?
5.Risks of speaking up
6.Finding your voice
42

Module 2: Policy
Team Ownership of Policy:
The Risks & Strengths Game

1. What is your policy?
2.What are your benefits?
COSTS COSTS
3.Know how to get help?
4.What happens if you
don’t get help?
5.Risks & Strengths board
BENEFITS BENEFITS game
43

Module 3: Tolerance
Reducing Stigma and Tolerance and
Increasing Responsiveness

Stigma - Tolerate - Respond 1. What do you tolerate?
Stigma - Tolerate - Respond 2.What does your group
tolerate?
3.Group discussion of
Label
Judge
Avoid
Minimize
Care
Approach scenarios of varying
Reject Enable Act
problem behaviors.
Do
Do Nothing Something 4.List ways to respond.
44

Module 4: Coping
Stress, Problem Solving, and Your
Habits (e.g., Substance Use)
1. List healthy and
unhealthy ways of coping.
2. Signs of NOT coping well
(EAP referral)
3. Goals for evaluating
4. Life-style habits
5. Video on positive health
habits
6. Link to on-line tools
45

Module 5: Communication
Improving Workplace Communication

1. What makes someone
Let ’s not easy to talk to?
complicat e
our 2. Communication norms
r elat ionship and rules at work
by t r ying t o
communicat e 3. Really listening exercise
wit h each 4. Communication
ot her . guidelines
8

46

Module 6: NUDGE
Notice (someone with stress)
Understand (if you have a role to play)
Decide (if you should say something)
Use Guidelines (for effective communication)
Encourage

Case Studies 1. Review guidelines for
John is a mechanic in your work group.
John is casual & easy-going. Recently effective communication
you’ve noticed that he’s gained a few
pounds. At first, you thought it was just
growing older. Later, you overheard that
2. Stages of change
he’s been diagnosed with diabetes, but
recently you caught a glimpse of him 3. Roll with resistance
eating candy bars & drinking soda during
lunch break. Your concerned that he’s
jeopardizing his health & may need
4. NUDGE
additional help dealing with the changes
needed to treat his diabetes. 5. Role Play nudging
scenarios (customized)
47

References
• Here are links to the description of the original
Team Awareness/Team Resilience program
reviews in the National Registry of Evidence-
Based Programs and Practices.
• TEAM AWARENESS
http://www.nrepp.samhsa.gov/ViewIntervention.aspx?id
=69
• TEAM RESILIENCE
• http://nrepp.samhsa.gov/ViewIntervention.aspx?id=285
• Keep in mind that this focuses more on our
alcohol findings.


Key Studies

Recent Replication
Cadiz, D.M., O’Neill, C., Butell, S.S.,
Epeneter, B.J. & Basin, B. (2012). Quasi-
experimental evaluation of a substance
use awareness educational intervention
for nursing students. Journal of Nursing
Education, 51, 411–415.
doi:10.3928/01484834-20120515-02

SEE DISCUSSION HERE


ONLINE CERTIFICATIONS
(CHES, CPH, ACSM, RD)

• March 7 and March 8
• May 7 and May 8
• August 7 and August 8

Revitalizing Work and
Tribal Culture Through
Team Awareness
http://nativelearningcenter.com

www.organizationalwellness.com
817.921.4260
learn@organizationalwellness.com

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

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