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

TWEET: @orgwellness | www.organizationalwellness.com | [email protected] |

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 | [email protected]

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 individual health when the work culture is toxic

Strong wellness program don’t guarantee worker engagement

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

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2

3


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2

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Learning Objectives

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

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

The Research behind an evidence-based 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 TWEET: @orgwellness | www.organizationalwellness.com | [email protected]

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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)


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

It’s not about SYSTEMS

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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

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• 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

1994-2002

Team

Awareness

2002-2005

Team Resilience

For Young Restaurant Workers

www.nrepp.samhsa.gov 18


http://www.nrepp.samhsa.gov/

Likelihood of Seeking Help

Likelihood to seek help (Sample 1: Municipality)

0.1

0.2

0.3

0.4

0.5

Team Awareness Control

Pre-Training

Post-Training

Employees indicating likely to seek help if they had depression or stress

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Help Engagement (Sample 2: Municipality)

0

4

8

12

16

20

Team

Awareness

Control

Pre-training6 Month

Help/Support Engagement

Employees who contacted, encouraged contact, or were nudged to use counseling, support, or EAP

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3

3.1

3.2

3.3

3.4

3.5

3.6

Pre 1 month 6 months

Team Awareness

Health Promotion

Control

Organizational Wellness*

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

• Healthy & Balanced Perspective (e.g., Health & safety is a top priority here)

• Co-worker respect (e.g., Differences in lifestyle are appreciated)

• Organizational supports (e.g., Policies are flexible to meet personal and family needs)

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

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• Personal lack of direction or bothered by thoughts of where I am headed in life

• Personal problems with money (not enough, difficulty budgeting)

• Difficulty managing my time (work, family, school, other)

• Problems with boyfriend, girlfriend, spouse (like fights, arguments)

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

Personal Stress

1

1.1

1.2

1.3

1.4

1.5

1.6

1.7

Pre-Training 6 Months 12 Months

Team Resilience

Control

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

• Problems with coworkers (lazy, bring problems to work, rude, not responsible)

• Inconsistent managers

• Problems between people at work (bicker, argue, rude)

• People at work do hostile or illegal behaviors (stealing, fights, vandalism, bullying)

Exposure to Problem Co-workers

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1.1

1.2

1.3

1.4

1.5

1.6

1.7

1.8

1.9

Pre-Training 6 Months 12 Months

Team Resilience

Control

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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

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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

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The Six Core Modules (1 to 1.5 hours each)

NUDGE

Communication

Coping

Tolerance

Policy

Relevance

Team

Awareness

www.organizationalwellness.com

Download entire original curriculum

FREE

• MODULAR (FLEXIBLE)

• SMALL GROUPS (9 to 20)

• PPT DRIVEN (EASY)

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http://www.organizationalwellness.com/

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

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Module 2: Policy

Team Ownership of Policy:

The Risks & Strengths Game

1. What is your policy?

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

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Module 3: Tolerance

Reducing Stigma and Tolerance and Increasing Responsiveness

1. What do you tolerate?

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



LabelLabel

JudgeJudge

RejectReject

AvoidAvoid

MinimizeMinimize

EnableEnable

CareCare

ApproachApproach

ActAct

Do NothingDo

Something

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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

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Module 5: Communication

Improving Workplace Communication

1. What makes someone easy to talk to?

2. Communication norms and rules at work

3. Really listening exercise

4. Communication guidelines

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Let ’s not

complicat e

our

r elat ionship

by t r ying t o

communicat e

wit h each

ot her .

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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

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

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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.


http://www.nrepp.samhsa.gov/ViewIntervention.aspx?id=69





http://nrepp.samhsa.gov/ViewIntervention.aspx?id=285



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


http://www.healio.com/nursing/journals/JNE/B3B3F733-9971-4351-9CF5-EA44C126D661/Adapting-Team-Awareness-and-Replication-With-Response

www.organizationalwellness.com 817.921.4260

[email protected]

Revitalizing Work and

Tribal Culture Through

Team Awareness

http://nativelearningcenter.com

ONLINE CERTIFICATIONS (CHES, CPH, ACSM, RD) • March 7 and March 8 • May 7 and May 8 • August 7 and August 8

http://www.organizationalwellness.com/

Health & Medicine

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