1 Building a Wellness Culture Gregory Howe, M.S. Wellness Specialist Lincoln Industries.
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Transcript of 1 Building a Wellness Culture Gregory Howe, M.S. Wellness Specialist Lincoln Industries.
1
Building a Wellness CultureBuilding a Wellness CultureGregory Howe, M.S.Wellness SpecialistLincoln Industries
Lincoln Industries – Who We Are
Lincoln, NE
Manufacturing
3 Shifts
80% Male
Average Age: 38
College Graduates: 35%
Household Income: 53% Less than $50,000
3
Service ModelDesign / Engineering
Manufacturing
Plating / Finishing
Packaging
Logistics Management
Integrated Finishing Services®From design and engineering, to finishing, to assembling, packaging and shipping, Lincoln Industries can shorten your supply chain to a single link.
BeliefsOur people and their unique individual talents are valued
Appropriate recognition motivates our people to be successful
Leaders create value
Innovation creates continuous improvement
Profitability ensures the survival of our company
Positive relationships build loyalty
Honesty is essential in all transactions
We create value for our customers
Wellness and healthy lifestyles are important to our success
OrganizationalOrganizational Culture DefinedCulture Defined
…the set of shared attitudes, values, goals, and practices that characterizes a company or corporation
- Webster’s Dictionary
Cultural BarriersCultural Barriers• Lack of management support• Lack of participation in programs• Difference in vision among wellness
committee members and management• Lack of direction• Lack of integration • Lack of “desire” from possible high risk
people• No visible leader or “champion”
What Do You Need To Make Wellness What Do You Need To Make Wellness Work For You?Work For You?
• Strategic placement• Executive champion• Strong communication channels• Needs assessment on organization• Internal champions• Success’s to build from• Business plan• Operating plan
Culture Culture Strategic Strategic Strategic Make It Happen Behavioral
Beliefs &
Drivers
Vision &Mission
Strategy
People
Quality
Productivity
Growth
10-YearPlan
3-YearGood toGreatPlan
Profit Plan(Budget)
IndividualObjectives
1-YearPlan
DepartmentObjectives
Key Issues
Strategic Plan Model
Organizational Culture NeedsOrganizational Culture Needs
• CEO who drives and supports the program• Policies and Practices that support Wellness• Wellness out in front • Wellness part of company strategic plan• Champions of Wellness• Acceptance and desire for “Actively Caring”
Lincoln Industries Wellness StoryLincoln Industries Wellness Story
Wellness Program History HighlightsWellness Program History Highlights
1970 - Occupational nurse hired1990 - Wellness Committee formed2000 - Wellness Manager hired2002 - Tobacco Free Campus2003 - Mandatory quarterly physicals2005 - Annual mountain climb incentive2007 – Onsite Neuromuscular Therapy and
Physical Therapy walk through consultations
Lincoln Industries Wellness ProgramLincoln Industries Wellness Program
Program Components: Organizational Culture Leadership Integration Policy and Practice Structure/Resources Programs Metrics/Deliverables
Organizational Culture - LeadershipOrganizational Culture - Leadership
CEO, President, and Vice President’s Strong Examples Leadership Wellness Outings and Challenges Senior Team Monthly Wellness Mondays Wellness Director on Strategic Leadership Team
Leadership Development Leadership “3 for 3” Peak Performance Action Team (PPAT) Wellness attached to Individual Performance Objectives Part of Supervisory Greatness Training Built into On-Boarding and Orientation
Leadership “3 for 3”Leadership “3 for 3”
1. Initiate and manage change to deliver results
2. Development of self and others
3. Wellness of self and others
Leadership DevelopmentLeadership DevelopmentPeak Performance Action Team (PPAT)
• Year long leadership development program
• 10 managers
• Significant Wellness Component• 14,000+ foot Mountain Climb• Pre-Assessment (Comprehensive Physical)• Individual Wellness Plans• Scheduled Wellness Events
(4, 8, 12, 16 mile hikes)• Post Assessment
Leadership Development
Policy and PracticePolicy and Practice Tobacco Free Campus Pre-Shift stretch program Performance management system – wellness objectives
tied to overall performance and pay (merit and incentives)
Mandatory quarterly physicals Individual wellness objectives for all people Post-Offer Job Function Specificity Testing Post-injury RTW physical or Functional Capacity Test
Wellness Policy and Practice
Structure and ResourcesStructure and Resources
Wellness Director (Leadership Team Member) Occupational Nurse Wellness Specialist Wellness Intern Safety Manager Wellness Committee Safety Committee Peak Performance Action Team
Metrics/DeliverablesMetrics/Deliverables Participation Quarterly Health Check Data:
Blood Pressure Flexibility Weight and Body Fat Tobacco Use
ROI – Including Health Care cost per person Health Culture Audit and Health Risk Appraisal Profiles Health Information Update
ProgramsPrograms
Tobacco Cessation Weight Management Mark Your Miles Wellness Wednesdays Word’s of Wellness Newsletter Health Education Seminars Wellness Challenge Gym/Activity Reimbursement
Quarterly ChecksQuarterly Checks
Quarterly Checks: Blood Pressure Flexibility Body Weight Body Fat % Tobacco Use Wellness goals and
Objectives
Annually Test – Hearing, Blood Profile, HRA’s, and Flu Shots
IncentivesIncentives
14,000+ Mountain Climb Wellbuck$ Days off of work Prizes Healthy Lifestyle Reimbursement
Wellness & Benefits Integration
Healthy Lifestyle Reimbursement• Health Risk Assessment (Healthy Merits)• Managed Metrics – Blood Profile (IHS)
• Preventative Screenings• SoundLIFE – Behavior Change Modules
PREVENTION is the KEY!
14,000+ Mountain Challenge14,000+ Mountain ChallengeMount BierstadtMount Bierstadt
Health Care Cost’s Per PersonHealth Care Cost’s Per Person
Worker’s Compensation - Incurred Medical/IndemnityWorker’s Compensation - Incurred Medical/Indemnity
$512,234
$236,474
$72,934 $65,022
$138,833
$63,109
$0
$100,000
$200,000
$300,000
$400,000
$500,000
$600,000
2003 2004 2005 2006 2007 2008
Tobacco Use Trends 2003 - 2008Tobacco Use Trends 2003 - 200842%
17%
27%
23%
19%
28%
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
2004 2005 2006 2007 2008 2009
Worker’s Compensation - Experience Modification RateWorker’s Compensation - Experience Modification Rate
1.241.18
1.010.92
0.770.71 0.68
0
0.2
0.4
0.6
0.8
1
1.2
1.4
2002 2003 2004 2005 2006 2007 2008
The Real ResultsThe Real ResultsJens Andersen
Health threats: • Tobacco User• Sedentary Lifestyle• Overweight
Supporting change: • Tobacco Free Campus Policy• Worksite Tobacco Cessation • Family Support• Increased Physical Activity
Today: • “Never felt better.” • Son no longer uses asthma medication• Wellness Champion• Healthy Weight• Tobacco Free