Team Awareness www.organizationalwellness.com nudging the culture of wellness Joel B. Bennett, PhD [Organizational Wellness & Learning Systems] 1
Nudging the Culture of Wellness: Evidence-Based Approach
May 26, 2015
WEBINAR FROM
http://www.nationalwellness.org/index.php?id_tier=128&id_c=225
(Can listen to audio there)
Healthy work cultures are not "built" as much as "nudged" over time. Nudge means gradual, intentional, peer-to-peer positive interaction and encouragement. Recognized in the National Registry of Evidence-Based Programs and Practices (NREPP), "Team Awareness" (TA) has provided nudge training to over 10,000 workers in various industries. Join this session to learn how any culture of health effort must consider the work group, leadership, and social health.
We will explain how TA works, how to start using quick tools from TA, and three tenets of wellness cultures: (1) Costs are incurred if you only invest in individual health when the work culture is toxic; (2) Strong wellness program don't guarantee worker engagement; (3) The strongest workplace influence on employee health is his or her immediate work-group and supervisor.
This third tenet is a force-multiplier which you can jump-start by empowering work groups to know their health benefits, coping skills, tolerance levels for unhealthy practices, by reviewing basic listening skills, and through NUDGE: Notice who may need your encouragement; Understand your role; Decide if you should say something; if so, use GUIDELINES for communication, and then Encourage!
Following the webinar, participants will be able to:
describe the six modules of Team Awareness and why it has been so effective
use tools from the Team Awareness curriculum
understand the basic steps of nudging
http://www.nationalwellness.org/index.php?id_tier=128&id_c=225
(Can listen to audio there)
Healthy work cultures are not "built" as much as "nudged" over time. Nudge means gradual, intentional, peer-to-peer positive interaction and encouragement. Recognized in the National Registry of Evidence-Based Programs and Practices (NREPP), "Team Awareness" (TA) has provided nudge training to over 10,000 workers in various industries. Join this session to learn how any culture of health effort must consider the work group, leadership, and social health.
We will explain how TA works, how to start using quick tools from TA, and three tenets of wellness cultures: (1) Costs are incurred if you only invest in individual health when the work culture is toxic; (2) Strong wellness program don't guarantee worker engagement; (3) The strongest workplace influence on employee health is his or her immediate work-group and supervisor.
This third tenet is a force-multiplier which you can jump-start by empowering work groups to know their health benefits, coping skills, tolerance levels for unhealthy practices, by reviewing basic listening skills, and through NUDGE: Notice who may need your encouragement; Understand your role; Decide if you should say something; if so, use GUIDELINES for communication, and then Encourage!
Following the webinar, participants will be able to:
describe the six modules of Team Awareness and why it has been so effective
use tools from the Team Awareness curriculum
understand the basic steps of nudging
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Transcript
Team
Awareness
www.organizationalwellness.com
nudging the
culture of wellness
Joel B. Bennett, PhD [Organizational Wellness & Learning Systems]1
Team
Awareness
Organizational Wellness & Learning Systems
• First workplace workshop 1984
• Incorporated 2002
• Over $3 Million in R & D
• Patents pending (intelliprev, execuprev)• Patents pending (intelliprev, execuprev)
• Served over 10,000 employees
• 1st National evidence-based model for risk reduction at work
• Recognition as leader in workplace wellness
• Prevention for US National Guard
• www.organizationalwellness.com
OWLS
2
[email protected]@organizationalwellness.com
Team
Awareness
1. Effectiveness1. Effectiveness
2. Program2. Program
3. Tools to use3. Tools to use
Q & AQ & A
3 ideas3 ideas
ObjectivesObjectives
Q & AQ & Aorientationorientation
4
[email protected]@organizationalwellness.com
3 ideas
our social networks are our greatest strength
the facts keep us from seeing what we know
transformation is over-rated
5
[email protected]@organizationalwellness.com
Team
Awareness
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 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) 6
Team
Awareness
Normally, we add new facts to existing
knowledge. But once in a while [something]
comes along and does just the opposite -- it
adds a new pattern of knowledge to existing
facts. The result is striking. Old dull things facts. The result is striking. Old dull things
you've known for years suddenly stand up in
a whole new dimension.
Robert Pirsig, author, in Zen and the Art
of Motorcycle Maintenance
7
Team
Awareness
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…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)
8
It’s not about PROGRAMS
It’s not about COACHING
It’s not even about OUTCOMES
It’s not about SYSTEMS
It’s about relationships:
empowering the local,
small group (peer to peer) to help
themselves + each other =
the work culture in small steps9
Nudge:
gradual, intentional, peer-to-peer
positive interaction and
encouragement
10
Team
Awareness
Compassion
Self-help
Policy
Coping
Wellness
Engagement
Prevention
Recovery
Drug-free workplace
Employee Assistance
Referral
Mental HealthOutreach
De-stigmatize
Encourage
Employee Relations
Group Care
Support
Social Capital
Self-help
Responsiveness
Coping
Communication
Team-work
ROI
Disease Management
Evidence-BasedStress Management
Risk management
Training & Development
Culture
Work
Occupations
Camaraderie
Community
Support
Friendship
11
Collaborative Spunk
Objectives
12
Team
Awareness
Objectives
Following the webinar, you will be able to:
• describe the six modules of Team Awareness
and why it has been so effective and why it has been so effective
• use tools from the Team Awareness
curriculum
• understand the basic steps of nudging
13
Team
Awareness
Part 1
Effectiveness14
Team
Awareness 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 workerstroubled workers
• Reduces unhealthy social behavior
• Improves the culture of health
• Reduces stress at and away from work
• Increases actual help-seeking
• Increases peer-to-peer support
15
• Team Awareness developed--NIH Grant (8-hour program)
1994-2002
Team
Awareness
2002-2005
Team ResilienceTeam Resilience
For Young Restaurant Workers
• Team Awareness developed--NIH Grant (8-hour program)
• Identified as Evidence-Based (Model) Program by DHHS
• Has reached over 10,000 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 Initiativewww.nrepp.samhsa.gov16
Team
Awareness
Likelihood of Seeking HelpLikelihood of Seeking Help
Likelihood to seek help(Sample 1: Municipality)
0.5 Pre-Training
Post-Training
Employees
indicating likely to
seek help if they
had depression or
0.1
0.2
0.3
0.4
Team Awareness Control
Post-Traininghad depression or
stress
17
Team
Awareness
Help Engagement(Sample 2: Municipality)
20 Pre-training6 Month
Help/Support EngagementHelp/Support Engagement
Employees who
contacted,
encouraged contact,
or were nudged to
0
4
8
12
16
Team
Awareness
Control
or were nudged to
use counseling,
support, or EAP
18
Team
Awareness
3.4
3.5
3.6
Team Team
AwarenessAwareness
Organizational Wellness*Organizational Wellness* •• Healthy & Balanced Healthy & Balanced
Perspective Perspective (e.g.,
Health & safety is a top
priority here)
•• CoCo--worker respect worker respect
Organizational Wellness (10 items)Organizational Wellness (10 items)(Sample 3: 14 Small Businesses)(Sample 3: 14 Small Businesses)
3
3.1
3.2
3.3
3.4
PrePre 1 month1 month 6 months6 months
AwarenessAwareness
Health Health
PromotionPromotion
ControlControl
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
•• CoCo--worker respect worker respect (e.g., Differences in
lifestyle are appreciated)
•• Organizational Organizational
supports supports (e.g., Policies
are flexible to meet
personal and family
needs)
19
Team
Awareness
•• Personal lack of Personal lack of
direction direction or
bothered by thoughts
of where I am headed
in life
•• Personal problems Personal problems
Stress Away from Work (4Stress Away from Work (4--items)items)(Sample 4: National Restaurant Chain)(Sample 4: National Restaurant Chain)
Personal Stress
1.6
1.7
•• Personal problems Personal problems
with money with money (not
enough, difficulty
budgeting)
•• Difficulty managing Difficulty managing
my time my time (work,
family, school, other)
•• Problems with Problems with
boyfriend, boyfriend,
girlfriend, spouse girlfriend, spouse (like fights, arguments)
1
1.1
1.2
1.3
1.4
1.5
Pre-Training 6 Months 12 Months
Team Resilience
Control
20
Team
Awareness
Stressors at Work (4Stressors at Work (4--items)items)(Sample 4: National Restaurant Chain)(Sample 4: National Restaurant Chain)
•• Problems with Problems with
coworkers coworkers (lazy,
bring problems to
work, rude, not
responsible)
•• Inconsistent Inconsistent
Exposure to Problem Co-workers
1.7
1.8
1.9
•• Inconsistent Inconsistent
managersmanagers
•• Problems between Problems between
people at work people at work (bicker, argue, rude)
•• People at work do People at work do
hostile or illegal hostile or illegal
behaviors behaviors (stealing,
fights, vandalism,
bullying)
1
1.1
1.2
1.3
1.4
1.5
1.6
1.7
Pre-Training 6 Months 12 Months
Team Resilience
Control
21
Team
Awareness
EvidenceEvidence--based Benefitsbased Benefits
AWAKEN! the Healthy Culture “ValueAWAKEN! the Healthy Culture “Value--Chain”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 poor health
� Leads to reduced stress at work
� Leads to reduced stress away from work
Sustained by improvement in work culture
• Return-on-investment– Estimated (for problem drinking alone) ROI of $2 to $6
for every $1 invested*
*Uses standard training costs and epidemiological estimates: www.alcoholcostcalculator.org 22
Team
Awareness
Testimonials (1)
“Team Readiness has helped the Guard identify and deal with stress and improve unit cohesion;
“We saw decreases in undermining
between employees and
supervisors, number of sick days,
number of minor injury/worker's
MilitaryMilitary MunicipalityMunicipality
improve unit cohesion; using this well designed, evidence-based program has been an excellent choice for us.”
SFC Janet Richards; Program Manager, National Guard Bureau
number of minor injury/worker's
comp claims; and increases in
overall quality of communication,
trust, support, work motivation.”
“Program had "staying power" and
positive outcomes were evident the
following year.”
HR Director; Large Municipality
23
Team
Awareness
Testimonials (2)
“Trainers were intelligent, articulate, passionate, flexible. Training is "out of the box"
Team Awareness changed the whole environment…our efforts to deal with workplace health were seen as a commitment to getting
Small BusinessSmall Business ProfessionalProfessional
Training is "out of the box" thinking. Sent a lasting message to employees that "this company cares."
"I would do it again in a minute!“
Manager, Construction Company
seen as a commitment to getting help for our employees. Moreover, we reaped the benefit of having a work force attuned to taking collective responsibility for workplace health”
HR Director, Research Institute
24
Team
Awareness
Testimonials (3)
"Team Awareness addresses
aspects of workplace culture,
teamwork, communication,
“Team Awareness has helped me
to take the perspective of workers
and the stresses they face. It has
Executive LevelExecutive Level Crew ChiefCrew Chief
stress, policy, substance abuse
prevention and more. Team
Awareness also increases
awareness and utilization of
EAP's”
Don Jorgensen, PhD, Former
President of Employee Assistance
Professional s Association
and the stresses they face. It has
helped us as a business to work
together and improve the overall
climate”
Small Business Worker
25
Team
Awareness
Part 2
The Program26
Team
Awareness The Six Core Modules(1 to 1.5 hours each)
NUDGE
Communicationwww.organizationalwellness.com
Download entire original curriculum
Coping
Tolerance
Policy
Relevance
Team
Awareness
FREE
• MODULAR (FLEXIBLE)
• SMALL GROUPS (9 to 20)
• PPT DRIVEN (EASY)
27
Team
Awareness
Module 1: Relevance
Relevance to You and Your Work Group:
Orientation and Risk Identification
Personal Exercise 3Personal Exercise 3Personal Exercise 3Listening is
part of
PERSONAL EXER. 3.1
Personal Exercise 3Personal Exercise 3Personal Exercise 3Listening is
part of
PERSONAL EXER. 3.1
1.Confidentiality (CHAT)
2.How is this relevant?
33
Finding Your Voice:Safe Communication
Finding Your Voice:Finding Your Voice:Safe Communication Safe Communication
This exercise is for you to take with you.
Do not write your name on this form.
For me, real communication occurs when I'm big enough to temporarily set temporarily set temporarily set temporarily set asideasideasideaside the need to express MY ideas, MY wishes, MY opinions, MY fears .
Real communication occurs when I give I give I give I give the other personthe other personthe other personthe other person the time and opportunity to express their thoughts, feelings, ideas, and dreams in an uninterrupted, accepting way”
(adapted from P. Wilkerson)
part ofevery
job.
“Not everything that is facedcan be changed
But nothing can be changeduntil it is faced”
-- James Baldwin
33
Finding Your Voice:Safe Communication
Finding Your Voice:Finding Your Voice:Safe Communication Safe Communication
This exercise is for you to take with you.
Do not write your name on this form.
For me, real communication occurs when I'm big enough to temporarily set temporarily set temporarily set temporarily set asideasideasideaside the need to express MY ideas, MY wishes, MY opinions, MY fears .
Real communication occurs when I give I give I give I give the other personthe other personthe other personthe other person the time and opportunity to express their thoughts, feelings, ideas, and dreams in an uninterrupted, accepting way”
(adapted from P. Wilkerson)
part ofevery
job.
“Not everything that is facedcan be changed
But nothing can be changeduntil it is faced”
-- James Baldwin
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
28
Team
Awareness
Module 2: Policy
Team Ownership of Policy:
The Risks & Strengths Game
1. What is your policy?
2.What are your benefits?2.What are your benefits?
3.Know how to get help?
4.What happens if you
don’t get help?
5.Risks & Strengths board
game
COSTS
BENEFITS
COSTS
BENEFITS
29
Team
Awareness
Module 3: Tolerance
Reducing Stigma and Tolerance and
Increasing Responsiveness
1. What do you tolerate?Stigma Stigma -- Tolerate Tolerate -- RespondRespondStigma Stigma -- Tolerate Tolerate -- RespondRespond
2.What does your group
tolerate?
3.Group discussion of
scenarios of varying
problem behaviors.
4.List ways to respond.
Stigma Stigma -- Tolerate Tolerate -- RespondRespond
LabelLabel
JudgeJudge
RejectReject
AvoidAvoid
MinimizeMinimize
EnableEnable
CareCare
ApproachApproach
ActAct
Do NothingDo
Something
Stigma Stigma -- Tolerate Tolerate -- RespondRespond
LabelLabel
JudgeJudge
RejectReject
AvoidAvoid
MinimizeMinimize
EnableEnable
CareCare
ApproachApproach
ActAct
Do NothingDo
Something
30
Team
Awareness
Module 4: Coping
Stress, Problem Solving, and Your
Habits (e.g., Substance Use)
1. List healthy and unhealthy ways of coping.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
31
Team
Awareness
Module 5: Communication
Improving Workplace Communication
1. What makes someone
easy to talk to?Let ’s not Let ’s not easy to talk to?
2. Communication norms
and rules at work
3. Really listening exercise
4. Communication
guidelines8
Let ’s not
complicat e
our
r elat ionship
by t r ying t o
communicat e
wit h each
ot her .8
Let ’s not
complicat e
our
r elat ionship
by t r ying t o
communicat e
wit h each
ot her .
32
Team
Awareness
Module 6: NUDGENotice (someone with stress)
Understand (if you have a role to play)
Decide (if you should say something)
Use Guidelines (for effective communication)
Encourage
1. Review guidelines for CASE STUDIES 1. Review guidelines for effective communication
2. Stages of change
3. Roll with resistance
4. NUDGE
5. Role Play nudging scenarios (customized)
John is a mechanic in your work group. John is casual & easy-going. Recently you’ve noticed that he’s gained a few pounds. At first, you thought it was just growing older. Later, you overheard that he’s been diagnosed with diabetes, but recently you caught a glimpse of him eating candy bars & drinking soda during lunch break. Your concerned that he’s jeopardizing his health & may need additional help dealing with the changes needed to treat his diabetes.
CASE STUDIES
33
Team
Awareness
Why effective?
What do employees
know?
What wellness programs
must acknowledge?
What Team
Awareness does ?
Social health and peer
encouragement is
contagious
Costs are incurred if you only
invest in individual health
when the work culture is toxic
Identifies and celebrates
strengths (team, HR,
EAP, policy, benefits)
Employees recognize
physical health is only
one facet of health(move up the Maslow
Hierarchy !)
Strong wellness programs
don't guarantee worker
engagement
Trains peers to engage
peers (always more
effective than programs
engaging workers)
Employees know that
their own health
effects others
The strongest workplace
influence on employee health
is his or her immediate work-
group and supervisor
Makes this fact
transparent and
motivates workers with
it
34
Team
Awareness
Why effective?
GROUP A
Family Member
Employee
GROUP B
GROUP C
35
Team
Awareness
Part 3
Tools to Use36
Team
Awareness
What do you needed to facilitate?
• Download the manual
www.organizationalwellness.com
Present before a group• Present before a group
• Enjoy community
• Some knowledge of group dynamics
• Can point to resources in community or
workplace (e.g., EAP, coach, etc.)
37
[email protected]@organizationalwellness.com
Team
Awareness
Tool 1 (30 minutes)
Handout
information about
your program
What causes How do you Healthy?
How to get
help
What causes
you stress?
How do you
cope?
Healthy?
Unhealthy?
Signs of Not
Coping Well38
[email protected]@organizationalwellness.com
Team
Awareness
Tool 2 (15 minutes)
Handout
information about
your program
COSTS
BENEFITS
COSTS
BENEFITS
Shame
Money
Fear
Get worse
Lonely
Pay Later
Get Better
Happy
Friends
Keep Friends
Can Hide
How to get
help
39
[email protected]@organizationalwellness.com
Team
Awareness
Summary
• Three ideas � Social networks are a key
leverage point to introduce peer support
and encouragement skills, gradually, for
sustained culture of healthsustained culture of health
• Team Awareness is an evidence-based
program that can do that
• Six modules (flexible, easy, adaptable)
• Tools easy to use
40
Team
Awareness
Joel B. Bennett, President
Organizational Wellness & Learning Systems
3221 Collinsworth St., Suite 2203221 Collinsworth St., Suite 220
Fort Worth, Texas, 76107
817.921.4260 office
817.845.2772 cell
www.organizationalwellness.com
41
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