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The Ripple Effect: The Role of Leadership & Management in Workplace Health Facilitator Dr. Joel B. Bennett Organizational Wellness & Learning Systems © 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwe 2010 WELLNESS SYMPOSIUM Strategies for Companies & Communities to Impact Health in A Changing Economy

The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

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WORKSHOP AT 2010 HOUSTON WELLNESS ASSOCIATION. Designed to be used with self-assessment handout. OBJECTIVES 1) Understand the three main paths of the ripple effect (healthy role model, job design, heart-centered leadership) 2) Review research supporting the ripple effect 3) Review and/or take self-assessments that pertain to each path 4) Re-assess personal legacy and personal influence on the ripple effect

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Page 1: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

The Ripple Effect: The Role of Leadership & Management

in Workplace Health

FacilitatorDr. Joel B. BennettOrganizational Wellness & Learning Systems

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

2010 WELLNESS SYMPOSIUMStrategies for Companies &Communities to Impact Health in A Changing Economy

Page 2: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

THE RIPPLE EFFECT OF A LEADER'S ENTHUSIASM AND OPTIMISM IS AWESOME.

- GENERAL COLIN POWELL

Page 3: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

INTRODUCTION

Employees will tell you that

the number one driver of

their own health, stress, and

productivity is their

relationship with

their boss.

We need a program for

leaders who want to

improve/maintain this

relationship, their own

health, and enhance the

overall strength of their

workplace.

FREE ACCESS: http://207.32.116.96/owls/execuprev_2004/index.html

Page 4: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Key Quote

Executive health is not simply a personal issue; it has collective consequences for all members of any organization who depend upon the strength, experience, skills, and insights of its leaders…

One strong, healthy executive in a key organizational position can serve as a primary prevention agent for tens, hundreds, and even thousands of employees who serve under his or her wing. Therefore, the interests of the organization as well as its individual executives are served well by the preventive health management of its executive cadre.

(Quick et al., 2002; pp. 41-42)

Page 5: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Objectives

1. Understand the three main paths of the ripple effect (healthy role model, job design, heart-centered leadership)

2. Review research supporting the ripple effect3. Review and/or take self-assessments that

pertain to each path4. Re-assess personal legacy and personal

influence on the ripple effect

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

Page 6: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

LeadWell~LiveWell

• Workplace managers and executives can present significant medical savings to an organization through three positive paths of influence:– (1) they provide supportive supervision and positive

leadership, a known health protective factor in the work environment;

– (2) they model heart healthy life-styles to associates (role modeling);

– (3) managers and executives make decisions about providing EAP/health promotion programs.

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

Page 7: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

HUG YOUR BOSS: Special ATTENTION

• Managers have a unique set of needs for protecting against cardiovascular risk

• Programming should be suited to these needs

• Combine LEADERSHIP DEVELOPMENT with WELLNESS SUPPORT

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

Page 8: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

How it Works

The Ripple Effect

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

https://www.execuprev.com/content/login.cfm

Page 9: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Ripple Effect Literature Review (Sample 1)

• Leader behavior impacts employee well-being (Gavin & Kelley, 1978; Gilbreath & Benson, 2004).

• Workers who felt treated fairly by their bosses have lower CVD risk up to 8 years later (Kivimäki et al., 2005).

• Inverse relationship between supportive behavior in immediate supervisors and employee ratings of burn-out (Constable & Russel, 1986; Russel, Altmaier, & Van Velzen, 1987; Burke, Shearer, & Deszca, 1984; Seltzer & Numerof, 1988).

• When leaders are perceived as concerned, honest, and consistent, their subordinates experience reduced stress (Alimo-Metcalfe and Alban-Metcalfe; 2003).

• Employees with emotionally abusive supervisors (e.g., ridicules, blames) have higher levels of depression, anxiety, and emotional exhaustion six months later (Tepper, 2000).

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

Page 10: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Ripple Effect Literature Review (Sample 2)

• Meta-analysis 73 studies, perceived organizational support (POS): fairness and supervisor supports have greatest relationship: “Employees with high POS generally…suffer fewer strain symptoms such as fatigue, burnout, anxiety, and headaches.” (Rhoades & Eisenberger, 2002)

• Longitudinal study of female hospital workers (doctors, nurses, administrative, and maintenance), 10 locations, managerial practices predicted sickness absence, minor psychiatric morbidity, health status 2 years later (Kivimäki, Elovainio, Vahtera, & Ferrie, 2003).

• Importantly, across these and other studies –no moderator effects for organizational type, suggesting that these effects do not vary by job level, industry, or intra-study site differences.

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

Page 11: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Ripple Effect is UNIVERSAL

Across these and other studies – no moderator effects for organizational type.

These effects do not vary by job level, industry, or intra-study

site differences.

Page 12: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Stress Affects Business Results but Little Action Taken12

Watson Wyatt “Staying@work” 2008 Study (n = 355 HR Directors; 1,000+ EE)

*Percent of respondents indicating “to a great extent” or “to a very great extent”

Long Hours, Doing More With Less

Ability of Managers to Recognize Stress

Manager Ability-Find Solutions for Stress

It is getting worse!

Page 13: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

PATH 1

Healthy Role Modeling

Page 14: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

PATH 1: Healthy Role Modeling

• Four Dimensions:– Physical (exercise, diet, symptom monitoring)– Emotional (stress, hostility)– Spiritual (big picture, sense of purpose)– Ethical (conscience, moral compass)

• Work-Life Balance• Use and describe how I benefit from the

wellness program

Page 15: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

Page 16: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Strongly Disagree

(1)Disagree

(2)

In Between

(3)Agree

(4)Strongly Agree (5)

1. I feel guided by a higher purpose for my work or career. (S) 1 2 3 4 5

2. I am as healthy as anybody I know. (P) 1 2 3 4 5

3. I think about the “bigger picture” of where I-and this workplace-are going together. (S) 1 2 3 4 5

4. I am not bothered by headaches, tension, or irritability. (P) 1 2 3 4 5

5. I do what I think is right, rather than worry what other people will think about my decisions. (E) 1 2 3 4 5

6. I am more concerned about having a clear conscience than getting approval from staff and colleagues. (E)

1 2 3 4 5

7. I have not been angry because people have taken advantage of me. (Em) 1 2 3 4 5

8. The future looks promising for me in my position as a manager. (Em) 1 2 3 4 5

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

SURVEY 1 (DEEPER DIVE ON PATH 1)

S=Spiritual; P=Physical; E=Ethical; Em=Emotional

Page 17: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

PATH 2

Work & Job Design

Page 18: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Path 2: DESIGN: Jobs + Wellness Programming

• ATTEND TO THE THREE LEGS OF THE STOOL

– Offer wellness programs

– Policies and environmental support

– Three main work conditions that significantly

influence cardiovascular disease

• JOB STRAIN (HIGH DEMAND + LOW CONTROL)

• EFFORT-REWARD IMBALANCE

• SUPERVISOR SUPPORTIVENESS

Page 19: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Both Work SETTING and LIFESTYLE

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

Page 20: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Strategic Elements of the Launch Pad

Individual Health

EnvironmentTeam/Support

Organization (Policy)

External Support& Community

Integration

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

Page 21: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Strategy Matrix for Wellness Planning

IndividualHealth

Environment/Team Support

Organizational (Policy )

CEO Engagement

External SupportCommunityIntegration

AwarenessCommunication

• HRA• Email • Newsletters

• Posters• Climate survey• Readiness survey

Wellness is written into policy; e.g., no-smoking

Needs assessment with CEO

1. Align with insurance (plan, carrier, broker)

2. Set-up cooperative or local initiative

3. Local agencies• Public health• SBDC• non-profit

4. Local healthcare provider

5. Engage Local wellness biz

6. Community participation (Run for the cure)

ActivityCampaigns

• Walking / pedometer• Weight Loss

• Team activities• Free access to

exercise• Walking club

• Wellness committee• Empower to develop own resources

CEO participates with the team; lead by example

ProgramEfforts

• Coach outreach• e-health • Physician links/SBIRT

• Social marketing• Team wellness• Classes• Social networking

• Incentives• Disincentives• Work-life policy

Annual culture survey part of manager performance

Behavior Change

• Coach follow-up• Evidence based practices

• Reward tie behvior• Design effort-rwrd balance; job strain

Integrate wellness into performance goals

CEO transparency: CEO demonstrates behavior change

Wellness Culture

• Include culture survey with every HRA

Cultural touch-points (see Judd Allen)

• Rituals/calendar• Wellness vision statement• Act on

1. Local CEO roundtable2. Support non-profits3. Host events/fund raisers4. Healthy leadership campaigns

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

Page 22: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Program is NOT AVAILABLE. If it were, I would have...

Program is AVAILABLE. I am…

NoInterest

Some Interest

StrongInterest

Not Active

Active Active and Encourage

others1. Programs that support or improve employee

physical fitness, diet, or nutrition -1 0 1 -1 2 3

2. Programs that aim to reduce employee tobacco use -1 0 1 -1 2 3

3. Educational programs that aim to help reduce employee stress and improve mental health -1 0 1 -1 2 3

4. Programs that help employees assess their personal level of health and well-being -1 0 1 -1 2 3

5. Programs that specifically focus on supporting or enhancing manager/executive health. -1 0 1 -1 2 3

6. Job design programs that reduce worker job strain. -1 0 1 -1 2 3

7. Job design programs that create a good balance between employee efforts and the rewards they receive. -1 0 1 -1 2 3

8. Programs that help managers support and encourage employee health and well-being -1 0 1 -1 2 3

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

SURVEY 1 (DEEPER DIVE ON PATH 2)

Range between -8 and +24 -8 to 0: Very Weak 0 to 6: Weak 6 to 10: Moderate 10 to 15: Strong

16 to 24: Very StrongItems 1 to 4: Lifestyle; Items 5 to 8: Work Support

Page 23: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

PATH 3

Heart-Centered Leadership

Page 24: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Path 3: Heart-Centered Leadership

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

Page 25: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Heart-Centered Leadership

Dr. Joel Bennett ~ [email protected]

Page 26: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Heart-Centered Leadership

Cause

Calling

Destiny

Legacy

Page 27: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Wellness

Balance

Presence

Teamwork

Accounta-bility

Coping

Support

Strongly Disagree

(1)Disagree

(2)

In Between

(3)Agree

(4)

Strongly Agree

(5)1. Our manager consistently practices a

healthy lifestyle. 1 2 3 4 5

2. Our manager appears generally healthy (physically and emotionally). 1 2 3 4 5

3. Our manager is sensitive to our family and personal concerns. 1 2 3 4 5

4. Our manager inspires us to do our best work. 1 2 3 4 5

5. Our manager listens to our ideas and suggestions. 1 2 3 4 5

6. Our manager addresses problem situations and difficult employees in a timely manner.

1 2 3 4 5

7. Our manager understands the level of stress and works to reduce rather than add to our burden.

1 2 3 4 5

8. Our manager encourages poorly performing workers to get help. 1 2 3 4 5

© 2009; Organizational Wellness & Learning Systems, Inc.—www.organizationalwellness.com

SURVEY 3 (DEEPER DIVE ON PATH 3)

Page 28: The Ripple Effect: The Role of Leadership & Management in Workplace Health (Dr. Joel Bennett)

Joel B. Bennett, President Ashleigh Schwab, Project Director

Organizational Wellness & Learning Systems 3221 Collinsworth St., Suite 220  Fort Worth, Texas, 76107817.921.4260 office  817.845.2772 cell  [email protected] www.organizationalwellness.com

Contact

ResourcePROTOTYPE: http://207.32.116.96/owls/execuprev_2004/index.htmlPROGRAM: www.execuprev.com