Dave McKenzie-Clarke: How to Have a Healthy Company

Well people + Well managed =A well organisation

David MacKenzie – Clarke, Wellness Manager Leadership Directorate

How to Have a Healthy Company – case studyDevon and Cornwall Police

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Your Challenges v Ours? Which of the following are important issues for you? Poll Slide

• Absence Levels

• Presenteeism / Engagement

• Budget Reductions / Restructuring

• Risk / Quality Management

• Brand Improvement

• Improving Productivity

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3

The answer: not another initiative, but...

An integrated and fundamentalstep change in management thinking

3D Wellness Management:The next generation of business transformation

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Next Generation Approach: 3D Wellness Management – Fusion of 3 disciplines:Health, Business & People Management

Well People Well ManagedA WellOrganisation

Goals:Sustainable Higher Performance+Even Greater Enjoyment of Life

Principles:Balances Employer v Employee Responsibilities+Positive, Proactive, Enabling, Employee-led

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Dame Carol Black – WM turning theory into reality

• Key themes:

– Wellness Management is the absolute foundation for ensuring people are inspired, feel good, and are confident to deliver whatever is asked of them

– Well people + Well managed = A well organisation

– The right investments in the right areas will produce inspirational returns in productivity, and innovative thinking and working

• Key principles:

– Positive, proactive and self-enabling

– Holistic

– Highly personalised

– In the workplace

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Development of Wellness & 3D Resources: WellKom’s Services for Devon and Cornwall

Personal Wellness Profiling

Personal Wellness Account / Zones

Wellness Reporting

Brand Ambassador Index

3D Wellness Management Benchmarking

HiP (High Performance) Review

3D Leadership Development

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Personal Wellness & 3 Discipline Leadership

Personal Wellness

• Personal Wellness Account

• Personal Wellness Profile

• Our own Wellness Zone

• Skills Transfer- Wellness Champions- Wellness Reviewers- Wellness Coaches

• Stress >>>>Wellness

Organisational Transformation

• 3D Leadership way of thinking- action learning

• Management information

• Can do attitude- positive mind management

• Wellness in all key processes- Human Resources- Business Improvement / Change

* National Vocational Qualifications

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Business Transformation: Working with Employees and Leaders in Parallel

Balancing employer employee accountabilities

Employees

Team Wellness Report

Engagement Session

Personal Wellness Profile

Individual Development

3D Management Consulting /

Partnership Working

Performance Improvement Plan

Organisational Reports

Leadership Briefing in 3D management

Management

3D Benchmarking

Maximising the Value of your PWP

Workshops

Personal Wellness Review, Tutor,

Coach, Programme / Qualification

Group Development

Skills Transfer

Brand Ambassador

Index

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--------- Your score

-------- 80% ring: high levels of satisfac tion / effective habits

-------- 20% ring: low levels of satisfac tion / effective habits

-- -- -- -- 21 - 79%: average levels of satisfac tion / effective habits

0

3

1

2

3

4

56

7

8

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Dimensions / Axes:

1: Satisfaction with Lifestyle2: Coping with Pressure3: Wellness Behaviours4: Managing Personal Health and Work Issues5: Attitudes towards an Active Lifestyle6: Mental Well-being7: Pace of Life8: Physical Health9: Stress

Latest Norms

The WellKom Personal Wellness Profile Whole Life: 9 Dimensions

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The WellKom Personal Wellness Profile:44 Subscales & 20+ Lifestyle Factors

7.1 Volatility (or reactivity) 7.2 Ambitiousness 7.3 Social interaction and relaxation 7.4 Time-pressure 7.5 Perfectionism 7.6 Hyper- activeness

7: Pace of Life

1 2 3 4 5

Subscale 7.6Subscale 7.5

Subscale 7.4

Subscale 7.3Subscale 7.2

Subscale 7.1

•A score of 4.2 and above indicates high levels of satisfaction/effective habits•A score between 1.8 and 4.2 indicates average levels of satisfaction/effective habits•A score below 1.8 indicates areas with low levels of satisfaction/effective habits

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Wellness Development Activities are chosen (automatically) on the basis of your subscale scores and listed in order of most likely benefit to you

Your Wellness Development Activities are:

Positive self talk

Progressive muscle relaxation

Nutritional awareness

Time out

The WellKom Personal Wellness Profile – highly personalised developmental advice – over 500,000 combinations

Personalised learning styles: skills sheets v e- learning & can create own pod casts

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wellness ZONe – next generation visuals

Further details:

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wellness ZONe – next generation visuals

o Personalised to

• organisation

• role

• level

o Customised by user

o Virtual Coach

o Life / Career upgrade option – next generation outplacement

o Community Clusters of 100,000+ persons - affordable to all

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Wellness Community Clustering - Wellness / Life / Career Resources - Affordable for All

Community Clustering – Regional & Sector

Regional – Possible Partners- “Big Cornwall” – all major public bodies- Exeter University – teaching; other employees; students?- Skills for Logistics – sector organisations

Sector- other Emergency Services UK and even internationally

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Quotes From Our Force - Sergeant

“Just completed and analysed my profile.This really is a useful tool and of fantastic benefit.

I feel this could go a long way to reduce sickness and develop a healthier workforce.”

Jason Adams, Sergeant, Devon and Cornwall Police

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Quotes From Our Force – Senior Leader

“I have to say that I am really impressed with the Wellness product and would urge you all to make the effort to have a fresh look at it if, like me, your knowledge is a bit patchy – it’s a fantastic tool and presents a great opportunity for not only individual welfare but for team cohesion and development. There are some excellent examples of managers and teams using Wellness to good effect “

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“It is especially important in times of change that we look after ourselves, our peers and those that we manage.

As well as being a tool for staff and officers to take personal responsibility for their wellbeing, the wellness resources should also be used by managers to engage their staff in another aspect of personal development, alongside the PDR process.

There will always be challenges – physical and otherwise – that we need to face in our roles; by using the tools available we can all take responsibility for feeling well and being in the best frame of mind when those challenges arise.”

Chief Constable Stephen Otter

Quotes From Our Force –Chief Constable

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The Quality of Management Information Relating to Wellness? Poll Question

Is the quality of your wellness information comparable to other management information?

On a scale of 1 to 5 with

1 = well below;

2 = below standard

3 = average / on par;

4= above standard;

5= well above

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Wellness Reporting – Management Information(= People & Business MI)

• Upgraded Stress Reports – without need for (yet another) survey

• High Attendance v Low Attendance

• Quality & Accident Risk Assessment – concentration and decision making

• Brand Ambassador Index

• “Can do” Culture – Locus of Control by Length of Service

• Job Quality Index - Engagement / “Good Work”

• Performance and Productivity Index

• Health Risk Assessment e.g. Type 2 diabetes

• Wellness Development Solutions Report

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0

1

2

3

4

5

1. Satisfaction with Lifestyle

2. Coping with Pressure

3. Wellness Behaviours

4. Managing Personal

Health and Work Issues

5. Attitudes towards an

Active Lifestyle

6. Mental Well-being

7. Pace of Life

8. Physical Health

9. Stress

Sco

re

Organisational Wellness Report: 9 Dimensions

Highest

Lowest

Average

Wellness Capabilities of People with Absences More Than 7 Days

Key

Highest/lowest individual score (& in middle 60%)

Highest individual score (& in top 20%)

Lowest individual score (& in bottom 20%)

Average

Explanation of Key:

For each dimension, the left-hand bar indicates the lowest individual score and the right-hand bar indicates the highest individual score within the organisation. Where one or both bars are solid orange, this indicates that the highest and/or lowest scores are within the middle 60% of the comparison group. If the bar is red and checked, then at least one person has scored within the bottom 20% group. If the bar is green and striped, then at least one person has scored within the top 20%.

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Performance & Productivity Index Differences v Attendance Levels

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Job Quality Index – Engagement / “Good Work”

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• Who are they?

• Why valuable?

• Number & ratio?

• How to improve number / ratio?

Brand Ambassadors

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Poll Question – What % of your workforce would you describe as Brand Ambassadors?

1) Below 10%

2) 11% to 30%

3) 31% to 50%

4) 51% to 70%

5) 71% plus?

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Example of The WellKom Brand Ambassador Index

– front line unit (Note once sample 400 persons can determine reliably the number / ratio for whole organisation)

Top Performing Unit

Database Percentage

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Optimising Resources to Develop more Brand Ambassadors

Management reports / insights include:Wellness Development Solutions Report

Intervention Total First Second Third Fourth Time out 76 18 24 23 11 Being assertive 61 11 20 14 16 Getting out of doors - exposure to daylight

52 14 18 10 10

* “Can do” / Locus of Control by Length of Service Report* Readiness to Change Lifestyle Reports

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3D Leadership Development – Sustainable Business Transformation

Three Core Elements via WellKom

1) Personal Wellness Management- foundation for sustaining higher performance

2) Motivating & Engaging Others - foundation for sustaining change

3) 3D Review & Decision Making - foundation for doing more with less

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Like to Learn More? View a Zone / Profile / Qualifications / Organisational Transformation etc? Contact

David Mackenzie–ClarkeWellness ManagerDevon and Cornwall Policee: [email protected]: + 44 (0)1392 451431

Anthony PhillipsMDWellKome: [email protected]: +44 (0)77853675430: + 44 (0)1442 876748