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WORKSHOP AT 2010 HOUSTON WELLNESS ASSOCIATION. Designed to be used with self-assessment handout.
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
The ripple effect of a leader's enthusiasm and optimism is awesome. <br /> - General Colin Powell <br />
INTRODUCTION<br />We need a program for leaders who want to improve/maintain this relationship, their own health, and enhance the overall strength of their workplace.<br />Employees will tell you that the number one driver of their own health, stress, and productivity is their relationship with <br />their boss.<br />FREE ACCESS: http://126.96.36.199/owls/execuprev_2004/index.html<br />
Key Quote<br />Executive healthis 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… <br /> 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.<br /> (Quick et al., 2002; pp. 41-42)<br />
Ripple Effect is UNIVERSAL<br /> Across these and other studies – no moderator effects for organizational type.<br /> These effects do not vary by job level, industry, or intra-study site differences.<br />
12<br />Stress Affects Business Results but Little Action Taken<br />Long Hours, Doing More With Less<br />Ability of Managers to Recognize Stress<br />It is getting worse!<br />Manager Ability-Find Solutions for Stress<br />*Percent of respondents indicating “to a great extent” or “to a very great extent”<br />Watson Wyatt “Staying@work” 2008 Study (n = 355 HR Directors; 1,000+ EE)<br />
PATH 1: Healthy Role Modeling<br />Four Dimensions:<br />Physical (exercise, diet, symptom monitoring)<br />Emotional (stress, hostility)<br />Spiritual (big picture, sense of purpose)<br />Ethical (conscience, moral compass)<br />Work-Life Balance<br />Use and describe how I benefit from the wellness program<br />
Path 2: DESIGN: Jobs + Wellness Programming<br />ATTEND TO THE THREE LEGS OF THE STOOL<br />Offer wellness programs<br />Policies and environmental support<br />Three main work conditions that significantly influence cardiovascular disease<br />JOB STRAIN (HIGH DEMAND + LOW CONTROL)<br /> EFFORT-REWARD IMBALANCE<br />SUPERVISOR SUPPORTIVENESS<br />