Session 1: Champion Training Framework. Introductions Lindsay Simone, Manager of Wellness Programs Kayla Begley, Wellness Service Representative Joel.

Slides:



Advertisements
Similar presentations
Human Resource Management: Gaining a Competitive Advantage
Advertisements

The Commitment Initial training will centre around short, foundation training in the theory and practice of sustainability as related to the Water Corporation.
Developing Our Leaders – Creating a Foundation for Success
Strategic Value of the HR Function Presentation by
Sustainability Planning Pat Simmons Missouri Department of Health and Senior Services.
Growth Generation Leaders
Change Acceptance Process
1 Getting Equity Advocacy Results (GEAR) identifying and tracking the essential components of equity advocacy for policy change Knowledge for Equity Conference.
Leadership Matters!. Overview Provincial District School.
The Executive’s Guide to Strategic C H A N G E Leadership.
The 5 Characteristics Successful Nonprofits Have in Common
WORKPLACE Health Promotion. What is Workplace Health Promotion? A voluntary process which businesses can use to assist in meeting: Business goals Legislative.
Post-Secondary Education, Training and Labour Dr. Bill Morrison Dr. Patricia Peterson Positive Mental Health Initiative.
Training Workplace Wellness Advisors to Create Healthy Communities Haan, M., Lapaz, L., Newman, L., Tenney, L. Background Compared to 77% of large employers,
Coaching Workshop.
Community Level Models; Participatory Research and Challenges
Healthy Schools and Well-being of the workforce Fran Stanfield Healthy Schools Co-ordinator Well-being of the workforce.
Charting a course PROCESS.
Competency Models Impact on Talent Management
CORPORATE COURSE LIST “People Make The Difference” 700 N. St. Mary’s St. Suite 1400 San Antonio, TX or
Julia King Tamang, Senior Consultant LERN 2009 Annual Conference.
Strategy for Excellence Leadership Development & Succession Planning Carl L. Harshman & Associates.
NEW CDC EVIDENCE-BASED TOOLS: TAKING THE GUESS WORK OUT OF WORKSITE WELLNESS Teresa Lovely MS CHES Business Coordinator-Worksite Wellness Kentucky Department.
Small Steps to Healthier Employees
Building Capacity for Better Care Behavioural Support Systems Across Canada Dr. J Kenneth LeClair Sarah Clark.
“Putting the pieces together – as a community” December, 2014.
Driving People Passion Kaisri Nuengsigkapian Chief Encouraging Officer KPMG Phoomchai Group August 30, 2010.
1 Workforce Development: The Role of a Board of Health National Association of Local Boards of Health, 10th Annual Conference July 11, 2002 J. Fred Agel,
Stages of Commitment to Change: Leading Institutional Engagement Lorilee R. Sandmann, University of Georgia Jeri Childers, Virginia Tech National Outreach.
PD-1 PROFESSIONAL DEVELOPMENT. PD-2 PROFESSIONAL DEVELOPMENT Instructional Leadership Development Framework for Data-driven Systems QUALITY STUDENT PERFORMANCE.
Session 5: Optimizing Design 1. Purpose of Champion Training To provide simple, ongoing education and support for firm-level Wellness Champions who are.
WELCOME Strategic Directions Finale May 1, SETTING THE STAGE Planning for BC’s Future 2015—2018.
Evaluation framework: Promoting health through strengthening community action Lori Baugh Littlejohns & Neale Smith David Thompson Health Region, Red Deer,
Imran Ghaznavi Course Code: MGT557 COMSATS Strategic Human Resource Management.
Sustaining Improvement & Maintaining the Spirit Grace Duffy Public Health Foundation quality improvement consultant ACTION Campaign Webinar July 9, 2008.
Thompson School District Organizational Systems Alignment December 2, 2008 Thompson Leadership Team.
1. Housekeeping Items June 8 th and 9 th put on calendar for 2 nd round of Iowa Core ***Shenandoah participants*** Module 6 training on March 24 th will.
Creating a Strategy for Change Before and During an LMS Implementation By Sandra A. Sallum & Sheila Grangeiro.
Maintain Professionalism and skills development Maximise own performance outcomes.
Training and Developing a Competitive Workforce 17/04/2013.
Change Management Facilitation Model
Angela Baron and Jill Miller Chartered Institute of Personnel and Development
Strategies for Knowledge Management Success SCP Best Practices Showcase March 18, 2004.
Quick Recap of Lecture 11. The growing importance of SHRD The competitive and volatile environment within which businesses operate is prompting senior.
Developing a Framework In Support of a Community of Practice in ABI Jason Newberry, Research Director Tanya Darisi, Senior Researcher
Educating Business Leaders on Designing a Health-Workplace Environment to Promote Health, Safety and Well-Being 143 rd APHA Annual Meeting| Chicago, IL.
R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B Goal Setting Overview.
People Priorities Framework
R 0 G125 B 177 R 78 G 47 B 145 R 185 G 50 B 147 R 245 G132 B 107 R 255 G234 B 83 R 123 G193 B 67 R149 G169 B 202 Goal Setting Guide 2015.
Performance & Development Review System This brief overview of the new Performance and Development Review will serve to introduce you to the reasons why.
The Los Angeles Public Health Leadership Institute: An Intra-organizational Approach To Leadership Development APHA Session: The Challenge of Leadership.
Chapter 10 Learning and Development in a Knowledge Setting
Identify, Develop and Retain High Performers
What Leaders Do Five Practices Ten Commitments CredibilityCollaboration Strengthen Others The Secret To Success Application to Stages Model.
Nonprofit Seminar: Developing Leadership Steve Smith Graduate Lecturer MS Leadership & Nonprofit Management
1-1 Human Resource Management: Gaining a Competitive Advantage HRM.
Managing Talent – Maximizing Your Employee’s Potential 3 rd SACCO LEADERS’ FORUM Monique DunbarLorri Lochrie Communicating Arts Credit UnionCentral 1 Credit.
Developing and Organizing Leadership Committees Jim Rhodes, Ag/4-H Youth Development Major County.
1 Chapter 9 Implementing Six Sigma. Top 8 Reasons for Six Sigma Project Failure 8. The training was not practical. 7. The project was too small for DMAIC.
Impact-Oriented Project Planning
1.3 Key Elements of Health and Productivity
SAMPLE Develop a Comprehensive Competency Framework
Continuous Improvement through Accreditation AdvancED ESA Accreditation MAISA Conference January 27, 2016.
High-Impact Leadership: Train Managers to Inspire Staff to Optimal Performance Move beyond motivation to inspiration by personalizing vision, mission,
Overview – Guide to Developing Safety Improvement Plan
Overview – Guide to Developing Safety Improvement Plan
Competency Based Learning and Development
Collaborative Leadership
Developing SMART Professional Development Plans
Presentation transcript:

Session 1: Champion Training Framework

Introductions Lindsay Simone, Manager of Wellness Programs Kayla Begley, Wellness Service Representative Joel Bennett, Consultant and Trainer Poll: Who are You?

Purpose of Champion Training To provide simple, ongoing education and support for firm-level Wellness Champions who are critical to the success of the Designed Wellness initiative* *as recommended by the initial needs assessment and the Wellness Advisory Council

Key Deliverables Provide champions both the tools and training to feel confident in their abilities to implement the program at all stages of development. Facilitate a community of practice to empower Champions to work and learn from each other. Help champions to optimize engagement of employees and leverage all of the resources that they have available to them.

Your Role At ACEC Life/Health Trust, we recognize effective wellness programs often have an internal employee or employees who “own” the program, help to get employees engaged, and seek to build a healthy work culture. There are different titles used for these special people; for example, ambassadors, champions, health advocates, facilitators, sparkplugs, and cheerleaders. Whatever title you choose, we provide you with a variety of updated resources to help you in your efforts.

Session Objectives As a result of this session, participants will be able to: 1.Identify different characteristics of effective wellness programs 2.Identify the 10 competencies for being a wellness champion -- small business one-step-at-a-time 3.Use a self-coaching tool for tracking their competency development SB

Today’s Outline 1.Defining Champion: A Competency-based approach 2.What You Do – Brief Examples of Key Program Elements 3.Self-Coaching for Champions – Introduction to Champion Coaching Tool Your Well-Being Your Self-Efficacy (Confidence) Ten Champion Competencies

Tools and Resources Associated With This Session Self-Coaching Tool: Rating Form + Back Page Resources | Web Links to: – CDC “Essential Elements of Effective Workplace Programs”Essential Elements of Effective Workplace Programs – HERO “Balanced Score Card”Balanced Score Card – CDC “Worksite Health Score Card”Worksite Health Score Card Small Business tool-tip for session

Defining Champion Part 1

Cham ⦁ pi ⦁ on Champions aren't made in gyms. Champions are made from something they have deep inside them - a desire, a dream, a vision. They have to have last-minute stamina, they have to be a little faster, they have to have the skill and the will. But the will must be stronger than the skill. -- Muhammad Ali

Champions work across 4 domains Personal/subjective: Your own well-being, commitment, will/ confidence, and knowledge and skills as a champion (‘I’) Personal/objective: Your behaviors, actions, and communications that effect others (e.g., role modeling) (‘It’) Group/subjective: The culture of health, how employees perceive health in the group; and how well you “read” this culture (‘We’) Group/objective: Tools, data, frameworks, spreadsheets you use to do your job (e.g., strategic plan) (‘Its’)

This competency-based training begins with your own perceived 1.well-being 2.personal commitment (will) 3.sense of confidence (self-efficacy) 4.knowledge, skills, and capacity to lead in 10 areas

Make the Commitment Know Infrastructure Gain SupportBuild the PlanOptimize DesignCommunicate Engage External Resources Evaluate for Success Professional Development Celebrate Engage External Resources Evaluate for Success Professional Development Celebrate Laying the Foundation Building Sustaining Laying the Foundation Building Sustaining Ten Competencies

As our sessions progress, you will be developing Knowledge (how to work w/tools, data, etc.) Skills (your own behaviors as a champion in the different competency areas) A sense of a shared health culture community of practice with other champions

What You Do Part 2: Previewing Goals

Brief Examples of Key Elements A Preview of Tools from 2000 to 2012 Note. ACEC Designed Wellness is committed to providing tips for Small Businesses in every one of our training sessions SB

1.Align with business strategy 2.Create diverse teams (HR, benefits, safety, legal) 3.Cultivate champion(s) with a sense of purpose 4.Put senior managers/business ops on the team 5.Assure health promotion staff are heavily engaged Classic Benchmarking Study (2000) * *Goetzel, R., Guindon, A., Turshen, I., & Ozminkowski, R. (2001). Health and productivity management. Journal of Environmental & Occupational Medicine, 43(1), Emphasize quality-of-life improvement, not just cost cutting 7.Increase importance of evaluation over time 8.Communicate constantly and throughout the organization 9.Show a constant need to improve BY learning from others 10. Have fun SB

TOTAL WORKER HEALTH™ Essential Elements of Effective Workplace Programs (2007) Organizational Culture and Leadership – human-centered, leadership, engage mid-management Program Design – clear principles, consistency, promote ee participation, tailor to specific worksite, consider incentives, use the right tools, adjust as needed Program Implementation and Resources – start small-scale up, provide resources, communicate strategically, build accountability Program Evaluation – Measure and analyze, learn from experience * CDC Model: SB

 Strategic planning (formal plan with objectives)  Leadership engagement (senior, champions, policies)  Program level management  Programs (risk appraisal, evidence-based lifestyle management)   Engagement methods (engaging communication, incentives)  Measurement and evaluation Best Practice Score-Card (2010)*  Program diversity (safety, diet, exercise, occ. health, EAP)  Vendor alignment and coordination  Very good access to program for all workers  Benefits design promotes utilization SB

 Organizational Supports (18 items)  Tobacco Control (10 items)  Nutrition (13 items)  Physical Activity (9 items)  Weight Management (5 items)  Stress Management (6 items)  Depression (7 items)  High Blood Pressure (7 items)  High Cholesterol (6 items)  Diabetes (6 items)  Signs/Symptoms of Heart Attack & Stroke (4 items)  Emergency Response to Heart Attack & Stroke (9 items) The CDC Worksite Health Score Card (2012)

The CDC Worksite Health Score Card (2012) from page 13…. SB

Self-Coaching Part 3: Your First Tool! Competencies Self-efficacy Your own Well-Being

How is YOUR well-being? For each area of well-being, give yourself up to 100 points for your LEVEL & CAPACITY for greater health. 100 = I am doing fantastic! Couldn’t be doing any better 50 = I am just getting by right now. Not too good but things could be better and worse 0 = I am unhealthy, in pain, very low energy, depressed, lonely, low hope. Mind Body Purpose Finance Relations Environment My Designed Wellness Champion “Self-Coaching” Tool Purpose

B M P R F E

Poll # 1 Which of these most motivates you or inspires you to be a wellness champion?

How is YOUR well-being? For each area of well-being, give yourself up to 100 points for your LEVEL & CAPACITY for greater health. 100 = I am doing fantastic! Couldn’t be doing any better 50 = I am just getting by right now. Not too good but things could be better and worse 0 = I am unhealthy, in pain, very low energy, depressed, lonely, low hope. I have positive impact Self-efficacy checklist I have resources I need I have tools that work My job is clear I am well-trained I am effective My efforts have positive impact Mind Body Purpose Finance Relations Environment Designed Wellness Champion “Self-Coaching” Tool I have resources I need I have tools that work I am seen as a leader I am well trained I meet challenges My effort have a positive impact 65%45%25%35%65%50% % Saying “YES”

Where are you now?  Where do you want to be?  What is the priority?  How will you get there?  How will you know?  Can you celebrate successes? Commitment Infra- structure Support Planning Optimizing Communicating Resourcing Professional Development Celebrating B M P R F E Evaluating Your competency level? For each of the 10 support areas rate yourself anywhere from 1 (high; toward the center) to 7 (low, on the circle). Place a mark. Then connect the marks 7 = I am very productive, met goals, success! 4 = I am just getting by; doing things but little progress. 1 = I am frustrated, inactive, things have stalled, failure sample illustration This is one of several ways to draw your productivity map My Designed Wellness Champion “Self-Coaching” Tool

For each of the 10 support areas rate yourself anywhere from 1 (high; toward the center) to 7 (low, on the circle). 7 = I am very productive, met goals, success! 4 = I am just getting by; doing things but little progress. 1 = I am frustrated, inactive, things have stalled, failure. Foundation Building Sustaining

Laying the Foundation Make the Commitment What does ownership mean? Making commitments, 1 st steps, agreements, carving out your role: Admin? Strategist? Tech? Coach? Know Infrastructure Know basic wellness components, case studies, and Best Practices. What’s in place in your firm: Policy? Culture? Environment? Benefits? Gain Support Leadership & management buy-in, wellness committee, touch points, making a case for wellness, finding allies, sparkplugs

Building Build the Plan Strategy, administration, project management, spreadsheets, goal setting, mission statements, selecting your dimensions of wellness Optimize Design Who, what, where, when, how/tailor program for participation; take advantage of resources (i.e. through insurance company, EAP) Communicate Internal marketing, social marketing, creating a message, branding your wellness program; being creative; enlisting others; social media Engage External Resources Connecting with resources (free, online, community). “Thinking outside the box” for additional pieces to include in the program

Sustaining Evaluate for Success Develop objectives; integrate data systems; Evaluation of progress, achieving goals, SMART goals; proof; make sure data is relevant Professional Development Certification, training, exploring passions, enhancing your role as Champion; tie in to what you love about this Celebrate Showcasing improvements/progress, demonstrate worth of program; identifying and rewarding best-practices; employee testimonials

Poll # 2 In which area do you spend most of your time right now? (1) (2) or (3) 1 2 3

Wrap-up Defined champion (I, It, We, Its) Identified 10 champion competencies Identified characteristics of effective programs Introduced Self-Coaching Tool