manager on the move putnam johnson dale - march 26 · pdf fileparticipants completed the...
TRANSCRIPT
the new frontier in workplace wellness
getting managers on the moveLaura Putnam, MA • CEO • Motion Infusion, Inc. • Author of Workplace Wellness That Works Sara Johnson, PhD • Co-President & CEO • Pro-Change Behavior Systems, Inc. Crockett Dale • CEO • Healthstat
March 31, 2017
imagine if…
Source: National Business Group on Health/Fidelity Benefits, Moving from Wellness to Wellbeing Seventh Annual Employer-Sponsored Health and Wellbeing Survey, 2016
the good news
Physical Health
Social Connections
Financial Security
Emotional Health
the bad news
98% 89% 85% 61%
48% 42% 37% 24%
imagine if…
Review the literature - Overview of Manager on the Move - First-hand account of Manager on the Move - Our findings - quantitative & qualitative - Application - Q & A - Close
agenda
© Motion Infusion & Pro-Change 2017. All rights reserved.
review of the literature 70%
managers hold the key
Source: Gallup Source: Moen and Kelly, “Does a Flexibility/Support Organizational Initiative Improve High-Tech Employees’ Well-Being? Evidence from the Work, Family and Health Network.” American Sociological Review.
overview of manager on the move
DO: Embody well-being (lead by example).
SPEAK: Engage your team members in well-being, one conversation at a time.
CREATE: Enable your team members with processes that make well-being easy & “normal.”
© Motion Infusion 2017. All rights reserved.
are you acting as a multiplier…
or as a gatekeeper?
Sustainability
Survival
Gatekeeper Multiplier
© Motion Infusion 2017. All rights reserved.
DO (Embody)
CREATE (Enable)
SPEAK (Engage)+ +
manager on the move © Motion Infusion 2017. All rights reserved.
It starts with you.© Motion Infusion 2017. All rights reserved.
Engage in qualitative assessments.
© Motion Infusion 2017. All rights reserved.
Envision what’s possible.
© Motion Infusion 2017. All rights reserved.
Interact throughout.
© Motion Infusion 2017. All rights reserved.
Stand up for more movement.© Motion Infusion 2017. All rights reserved.
Take action.© Motion Infusion 2017. All rights reserved.
DO: lead by example
© Motion Infusion 2017. All rights reserved.
SPEAK: talk about it
© Motion Infusion 2017. All rights reserved.
CREATE: design nudges & cues
© Motion Infusion 2017. All rights reserved.
first-hand account of manager on the move
our findings
©2014Pro-ChangeBehaviorSystems,Inc.
ManagerontheMoveResults
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
ImprovedProductivity
StrongerEngagement
IncreasedWell-being
61%ofmanagersreportedincreasedproductivity
53%ofmanagersreportedhigherengagement
32%ofmanagersmovedfrom“suffering”or“struggling”to“thriving”
(n=120)© Pro-Change Behavior Systems, Inc. 2017. All rights reserved. ©2014Pro-ChangeBehaviorSystems,Inc.
ManagerCharacteristics
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
Gender
66.7%
33.3%
Female(n=40) Male(n=80)
(n=120)
Age
45.8yearsMean
9.0StandardDeviation
24to70yearsRange
Manager/SeniorLeaderExperience
7.6yearsMean
8.2StandardDeviation
0monthto42.7yearsRange
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
IncreasedWell-being
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
ParticipantscompletedtheCantrilSelf-AnchoringStrivingScaletoassesspresentandfuturelifeevaluation.Basedonresponses,overallwell-beingiscategorizedinthreeways:
Thriving
Struggling
▪ Well-beingisstrong,consistent,andprogressing
▪ Well-beingismoderateorinconsistent
▪ Well-beingisathighriskSuffering
(Cantril,1965)&GALLUP © Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
0%
10%
20%
30%
40%
Pre Post
32%
0%
32%ofmanagersmovedfrom“suffering”or“struggling”beforetheinitiativeto“thriving”afterparticipationintheworkshop
(n=120)
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
©2014Pro-ChangeBehaviorSystems,Inc.
ImprovedProductivity
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
Work Personal
▪ Lackofresourcesandtraining
▪ Technicalissues
▪ Notenoughtime
▪ Issueswithco-workersand
supervisors
▪ Physicalandemotional
well-being
▪ Financialwell-being
▪ Otherpersonalissues
ParticipantscompletedtheWell-beingAssessmentforProductivity(WBA-P)tomeasureproductivitylossduetowell-beingrelatedbarriersfocusedontwodomains:
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
WBA-PTotal
WBA-PW
WBA-PP
WBA-PScore
0 12.5 25 37.5 50
20.8
26.2
23.5
23.3
31.4
27.4
Pre Post
▪ t(119)=-3.3,p=.001;d=-.25
▪ t(119)=-3.1,p=.002;d=-.30
▪ t(119)=-1.7,p=.098;d=-.12
(n=120)
NoProductivityLoss
ProductivityLoss
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved. ©2014Pro-ChangeBehaviorSystems,Inc.
StrongerEngagement
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
ParticipantscompletedtheUtrechtWorkEngagementScale(UWES-9)toassessoverallengagementdefinedasapositive,fulfillingwork-relatedstateofmindcharacterizedbyvigor,dedication,andabsorption.
5.8%
50.0%
44.2%
Pre
5.0%
45.8%49.1% HighEngagement AverageEngagement
LowEngagment
Post
(n=120)
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
Participantswereassessedonthreedomainsofmanagerialinfluence:
Do
Speak
▪ Embodywell-beingandleadbyexample
▪ Persuadeotherstojointhroughexplicitandeffectivecommunication
▪ Developinfrastructuretosupportwell-being
Create
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
Do
Speak
Create
DomainScore
50 75 100
73.2
73.7
63.7
67.3
70.5
58.3
Pre Post
▪ t(119)=3.4,p=.001;d=.28
▪ t(119)=5.7,p<.001;d=.47
▪ LessInfluence
▪
(n=120)
t(119)=5.7,p<.001;d=.42
HighInfluence
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
OrganizationalCommitment toWell-being
© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
Iamawareofthewell-beingresourcesinourorganizaaon.
Well-beingisakeymetricforourorganizaaon.
Myorganizaaoncaresaboutmywell-being.
%Agree/StronglyAgree0% 25% 50% 75%
73.3%
60.0%
91.7%
60.8%
45.0%
75.8%
Pre Post
(n=120)© Pro-Change Behavior Systems, Inc. 2017. All rights reserved.
“We desperately need this type of content to separate ourselves from the competition. If one aspect of our strategy and priority is to build winning teams, well being is critical to driving the motivation that makes our good employees want to get up and come to work every day. It is also a valuable recruiting tool - we need to get this right. This is also a critical element of differentiating ourselves from our competition in our ability to grow the business over time.”
The workshop was uplifting for me; the energy and enthusiasm was contagious. In bringing the message back, I have received positive feedback from the team. This is, I believe, the start of a sustainable change for the team, the site, and for me, personally.
William James, PhD, Supervisor - Materials Development, Research and Development - SCHOTT North America
Thank you again over and over! I think that Manager on the Move has turned out to be exactly what our institution needs. It really has gotten the conversation kick started on making sure that everyone’s well-being needs are met. We are, for all practical purposes, in the people business, and in order to see success with our business - the inmates - we need to see success with our staff.
- Mark Melendes, Inmate Complaint Examiner, Wisconsin Resource Center
The place is a buzz with conversation and MOTION today. It is so exciting and all thanks to you! I believe what you presented the last two days is a total game changer for our company, in the best way. People are coming in my office begging to be a part of the next workshop.
- Bess Fuller, Director, Learning and Development, Healthstat
This is not a one and done for us. Manager on the Move has
transformed us, and we have created something that is
sustainable!
- Crockett Dale, CEO, Healthstat
we have started a movement...
application
Q & A closing thoughts