Session 2: Commitment and Ownership

Transcription

1 Session 2: Commitment and Ownership

2 Your 6 Webinar Guidelines 1. Enter your PIN# (shown in GOTO Meeting software) 2. Please mute your phones until we open up for questions/comments 3. Participants will be given an opportunity to speak at the end of the webinar 4. DON T HESITATE TO SHARE INSIGHTS, COMMENTS, QUESTIONS 5. Please feel free to send text questions or use the CHAT function AT ANY TIME during the webinar 6. There will be two quick CHAT surveys and one polls during the webinar please participate

3 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

4 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.

5 Session Objectives As a result of this session, participants will be able to: 1. Identify personal, role, and organizational commitment 2. Define key concepts of Sphere of Influence and Stages of Change 3. Use a Level of Ownership tool to gauge and improve organizational commitment 4. ACTION STEP: Implement at least one tip to improve commitment SB

6 Today s Key idea 1. Commitment occurs in three areas 1. An internal and personal process of creating meaning (values and health) 2. Acting in a role that gives the best expression to that meaning 3. Promoting an external set of activities that move the group to higher levels of ownership 2. A core competency of champions is the ability to work in and align these areas

7 GREATER GREATER OWNERSHIP (this (this (this OUR OUR is program) OUR program) Personal Commitment Role Commitment Organizational Commitment

8 Hey! Champion guy! Those clouds are obstructing my view! Am I the right person to be doing this? This is not my role Example of not being aligned

9 WOW! Can you all see where we are headed? And how this will help us?! Let s DO THIS! This is fun! And EASY! YES! I m NEXT!! Example of alignment (part of ownership is team work)

10 Tools and Resources Associated With This Session REMINDER: Self-Coaching Tool: Rating Form + Back Page Resources: Levels of Ownership Rating Tool Commitment Word Cloud [a tool to use in your own firmwww.wordle.com] 10 tips SB SB WELCOA Interview with Small Business Owner Small Business tool-tip for session SB

11 An Ally for Commitment When a workplace and the employees who work there realize they need to improve their health, they may have many reasons, excuses, and feelings about why such a change is easy vs. hard, a highvs. a lowpriority A wellness champion is someone who by how they listen to these stories inspires others find ways to enhance commitment By listening, they help others find the goals that work for them

12 Defining Commitment Part 1 Personal Commitment From the Inside Out

13 My Designed Wellness Champion Self-Coaching Tool Celebrating I have resources I need I have tools that work Self-efficacy checklist My job is clear I am well-trained I am effective I My have efforts positive have impact positive impact Professional Development 7 Commitment 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. Evaluating Resourcing E F R 1 B M S Infrastructure Support sample illustration This is one of several ways to draw your productivity map Communicating 7 Optimizing Planning 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?

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15 What word or phrase do you most identify with commitment? SEND VIA CHAT TO ALL

16 On Commitment and Leadership Buy-In* Champions may or may not have full support from their CEO or senior managers Regardless, the champion advocates and co-creates a space, a mind-set, or a climate where wellness leadership is possible at ALL levels They do this through.. 1. Healthy interactions with others 2. How they express their values 3. Listening to others values 4. Recognizing and supportingthose who make steps however small to improve health and well-being 5. Gathering information for management to help them see the value of wellness * Leadership Buy-In is covered in Competency # 3 (Support)

17 Levels of Ownership (three part tool) Burden Compliant Obligation Reasoned Obligation Motivated Responsibility Visioning resistance have to need to want to We can achieve Interest Calling/ Cause We can change Accountability Embodied Passion We are transforming Reduced chances of success Your Values Your Health Greater chances of success We start moving from obligation to ownership when our role is driven by our own values and when we see that our own health and well-being is part of our role. Organizational Wellness & Learning Systems, 2012.

18 Part 1. Your values can drive commitment What values do you have that most deeply connect with the wellness initiative? Are you able to fuel your own or other's ownership for the program because of your values? Your Values EXAMPLES SEND VIA CHAT TO ALL family, health, security, beauty, ethics, freedom, fairness, growth, national pride, balance, local or world ecology, community, volunteerism, etc.

19 Part 2. Your health can drive commitment Your Health How do you think people perceive you in different areas of wellbeing (physical, emotional, social) and Does this impact ownership?

20 Expressing Commitment Part 2 Role Commitment

21 Champions may be a champion because: 1) They were told to do it 2) They are the benefits administrator 3) They want to do it Survey Suggests Regardless of how you came to your role you can still have initial success with program utilization and satisfaction The ACEC Designed Wellness program is designed to be easy to implement for all (baseline) At the same time, champions can drive the program to higher levels of ownership (through custom programs, in-house lunch n learns, tailored newsletters, and other tips we discuss in this and other training sessions)

22 In which role do you feel that your personal commitment most expresses itself? POLL A) Administrative or Technical Support for the Program B) An Advocate or Ally to Others C) Ambassador for the CEO D) Strategist for the Whole Program SB

23 Spheres of Influence Coworkers Work friends Supervisors Managers Spouses Family Members Your Values Your Health

24 Telling purposeful stories is interactive. It's not a monolog. Ultimately, purposeful tellers must surrender control of their stories, creating a gap for the listener(s) to willingly cross in order to take ownership. Wellness is not about telling people what to do Only when the listener(s) own the tellers' story and make it theirs, will they virally market it. --- Peter Guber (Film Producer, Author)

25 Ownership Part 3 Organizational Commitment: What s currently happening in your firm?

26 Levels of Ownership Burden Compliant Obligation Reasoned Obligation Motivated Responsibility Visioning resistance have to need to want to We can achieve Interest Calling/ Cause We can change Accountability Embodied Passion We are transforming Reduced chances of success Your Values Your Health Greater chances of success We start moving from obligation to ownership when our role is driven by our own values and when we see that our own health and well-being is part of our role. Organizational Wellness & Learning Systems, 2012.

27 Visioning We can achieve Embodied Passion We are transforming Calling/ Cause We can change Motivated Responsibility want to Reasoned Obligation need to Compliant Obligation have to Burden resistance People sense actual transformation. People are passionate and "walk the talk" by making regular efforts, staying engaged, and are continually looking for ways to improve THEIR PROGRAM and its effectiveness. With a clear vision, opportunity and/or success, there is a strong sense that "we can change" the culture of health throughout the organization. Many people see THEIR PROGRAM as a cause or calling. People, being motivated and responsible, have a clear vision of the outcomes of the program and, through this vision, have confidence that THEIR PROGRAM can achieve those outcomes. People want to participate in the Wellness program and are motivated to do so because they understand that they are responsible for their own success. People understand the importance of the Wellness program and believe they "need to" do it but may not be totally motivated. People see the Wellness program as something they "have to" do. People resist the idea of the Wellness program and see it more as a burden.

28 What is your current level? How did you get there? Where are you going? There is no judgment or Right or Wrong level Firms are at all levels at different times and can move backwards as well as forwards Resistance to change is part of the process

29 Quotable quote from a Small Business CEO Many of the same people who showed initial resistance later APPROACHED US and said things like: So, even though there was that initial pushback, in the end it s all worth it. the appreciation comes after people improve their health. Richard A. OllisPresident & CEO of Ollisand Company, Springfield, Missouri From WELCOA s News & Views

30 Alignment Part 4 On the Outside >> Some tips and tools

31 GREATER GREATER OWNERSHIP (this (this (this OUR OUR is program) OUR program) Personal Commitment Role Commitment Organizational Commitment

32 (listen for) Stage of Change Commitment may not mean taking action but just moving along

33 and help themchoose a stage-appropriate next step Ways of Making a Commitment* Have them acknowledge that they are responsible for their current and future health (self-leadership) Make a private commitment (journaling, affirmation note) Make a commitment with a coach (trainer, champion, other helper: therapist) Make a public commitment Be an ally to you in your expressive role *Adapted from Changing for Good by J. Prochaska, J. Norcross and C. DiClemente, published by William Morrow and Co. Inc, 1992,

34 10 tips 1. Statement or letter of support / commitment from CEO and other supervisors or managers 2. Create (energize) a wellness committee or other allies 3. Do simple lunch n learns and invite an ally to help 4. Use a survey (your own or ACEC), give feedback, and invite reactions (ASK THEM What do YOU think we should do? ) 5. Make campaigns and challenges as easy and fun as possible 6. Ask for allies/early adopters to share their story 7. Offer simple alternatives (menus, non-smoking areas) and acknowledge those who take ownership 8. Identify pockets of ownership and ask each person to ask one other person 9. Get involved with some community health project (volunteer, walk-a-thon, etc.) 10. INVITE STORIES AND PUBLICALLY SHARE BEFOREAND AFTER Healthy lunch days, newsletters, speakers, any event!

35 Wrap-up Used Levels of Ownership Rating Tool Identified personal meaning of commitment Identified role that expresses commitment Defined sphere of influence and stages of change Reflected on ALIGNMENT between personal, role, and organizational commitment Which TIP Will you use?