PRECONFERENCE WORKSHOP MENTAL HEALTH IN …dmec.org/wp-content/uploads/AC17_Pre1_HO.pdf ·...
Transcript of PRECONFERENCE WORKSHOP MENTAL HEALTH IN …dmec.org/wp-content/uploads/AC17_Pre1_HO.pdf ·...
Preconference – Monday, 9:15 am-3:00 pm
PRECONFERENCE WORKSHOPMENTAL HEALTH IN THE WORKPLACE
Overview of the Day9:15 amSupporting Employee Mental Health at Work
11:00 amAn Employee’s Perspective
12:30 pmEnhancing Outcomes Through Early Detection & Education
2:00 pmEncouraging and Promoting Return to Work
Overview of the Day
Presentations Activities Videos Collaborations
Preconference – Monday, 9:15 am-3:00 pm
Supporting Employee Mental Health At Work
See what employers can do to promote mental health
View the continuum of mental wellness to mental illness
Look at effective programming
Presenters
Sandra TurnerDirector EY Assist/Total Rewards
Jenny HaykinIntegrated Leaves & Accommodations Program Manger
1.1 Million Electric Customers
750,00 Natural Gas Customers
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3,100 employees
2 unions
6,000+ square mile service area in Washington State
A focus on conservation & green energy
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Mental Wellness
What mental wellness is
The well to ill continuum &types of support
Triggers and reactions
Interpersonal dynamics
Tips to stay well
Mental Wellness
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With Mental Wellness You Can…
Use your mind effectively
Be productive in activities
Experience fulfilling relationships with others
Adapt to change and cope with challenges
The Role of Support
• Source: http://www.bridgingthedistance.com/pages/peer.html
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Where Are You?
Normal functioning
Common, reversible distress
Significant functional impairment
Severe, persistent significant functional impairment
Seeking Support
Support from friends and family Please seek professional help
The Employee Assistance Program (EAP) or your primary care provider can help you locate a specialist near you
Brief professional support may also be useful
The Employee Assistance Program
…and all family members in your home
EAP services are available to you…
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A Closer Look at Keeping Healthy
What moves you from here….to here?
Triggers & Personality
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Some Triggers Vary by Personality Type
Consider…
What triggers you?
What triggers those closest to you?
Individualized TriggerUnexpected changes, environment in disarray
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Individualized Trigger
Unclear directions
Individualized TriggerValue conflicts
Individualized Trigger
Rigid rules
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Individualized Trigger
Repetitive, detailed tasks
Individualized Trigger
Interruptions
Individualized TriggerLack of appreciation
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Individualized TriggerNot enough alone time
Other Triggers
Debt
Other Triggers
Overload
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Other Triggers
Traffic
Other Triggers
Bullying, rejection
Life Event Triggers
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Reactions & Personality
Individualized Reactions
Reactions
Individualized Reaction
• emotional • withdrawn from others• hypersensitive about relationships
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Individualized Reaction
• intensely angry• rigid• outwardly critical• pessimistic
Individualized Reactionfocused on everyone’s flaws, all the ways they have been hurt by them and how things “should be”
Individualized Reactionpreoccupied with the meaning of life, the future of mankind and the universe
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Individualized Reaction
hyper-aware of minor bodily sensations or abnormalities, interpreting them as a sign of serious illness
Individualized Reaction
Artist: Jodi Cox
feeling overwhelmed, out of control, unable to sort out priorities and acting inflexible
Individualized Reaction
Artist: Pawel Kuczynski
biting with sarcasm and cynicism
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Individualized Reaction
Artist: Thea Baldwin
lashing out at others, obsessing over their mistakes, lack of competence and flaws, and self-criticizing
Individualized Reaction
Artist: Vincent Monaco
submitting to self-destructive indulgences, like over-eating, over-exercising, alcoholism, over buying
Individualized Reaction
Artist: Pawel Kuczynski
uncharacteristically angry and quick-tempered, unreasonable, and irrational
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People’s Reactions Can Trigger Each Other
Artist: Alberto Ruggieri
Triggers Can Create a Chain Reaction
Reaction Intensity Factors
Duration of trigger or life event
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Reaction Intensity Factors
Severity
Reaction Intensity Factors
Where you were then the trigger or life event began
A Closer Look at Keeping Healthy
What can help move you from here….to here?
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Taking Care of Yourself
Recognize your triggers and reactions
Taking Care of Yourself
Recognize the triggers and reactions of others
Add a Practice to Your Self-Care
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Taking Care of Your Mind & Yourself
Taking Care of Yourself
Exercise
Taking Care of Yourself
Spend time in nature
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Taking Care of YourselfEat a balanced diet
Taking Care of Yourself
Meditate, practice mindfulness, do martial arts or yoga
Taking Care of YourselfGet enough sleep
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Taking Care of Yourself
Experience Awe
Taking Care of Yourself
Keep a journal
Taking Care of YourselfDo something you are good at and enjoy
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Taking Care of YourselfShare time with animals who make you happy
Taking Care of YourselfShare time with the supportive people in your life
The Role of Wellness Programs
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Thank You
What are triggers that can arise at work?
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r u ok?
Addressing mental illness and addictionsat EY
2017
Page 74 r u ok? | Addressing mental illness and addictions at EY
EY Overview
► EY is one of the largest professional organizations in the world and is one of the Big Four accounting organizations. We are 231,000 people based in 150 countries.
► Our purpose is building a better working world for our clients, our people and our communities.
► Part of building a better working world for our people is building a culture of caring.
► EY has been named one of Fortune’s “100 Best Companies to Work For” for 19 years.
Page 75 r u ok? | Addressing mental illness and addictions at EY
Impact in the Workplace
EY’s culture of high performance teaming is not immune to the effects of mental illness and addiction in the workplace
Errors in judgment
Absenteeism
Lack of engagement
Conflict with team
members
Death due to suicide and overdose
Impact on physical health
Impact
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EY Assist Resources
► Immediate counseling support 24/7
► Management consultation
► Training on stress, resilience, mental health and addictions, communications, etc.
► Counseling sessions by phone, online or face-to-face
► Backup care (e.g., child, adolescent, adult or self)
► College coaching
► Daily life research and referrals
► Health and wellness guidance
► Legal assistance
► EY discounts
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r u ok?, EY’s first mental illness and addictions initiative, reinforces EY’s culture of caring by asking this simple question. The initiative aims to build awareness, remove the stigma and incite genuine, non-offensive dialog about mental illness and addictions at EY.
How can you participate in r u ok?
1 Help us build EY’s culture of caring by continually supporting your colleagues and helping others in need.
2 If you identify a problem or know someone who is struggling with an issue, have a r u ok? discussion.
3 By talking it through you can better understand the situation and get help – at the firm or externally.
r u ok? Addressing mental illness and addictions at EY
Page 78 r u ok? | Addressing mental illness and addictions at EY
r u ok? TimelineNotice, ask, listen, act
May Aug Sep Oct-Nov Dec-Apr
Advocate outreach –identify PPEDDs, Talent Team and Peers to help promote the campaign
Soft Launch with training for:
► Leaders – Are You OK?
► Talent Team – How can I help?
► Peers – How can a peer be most helpful?
Made r u ok? hotlink available for the signature line of those completing the training. Linked to EY Assist’s achieve solutions website
Launch with US Personnel:
► Leader message
► Video profiles:
► Eating disorder
► Post-partum depression
► Bi-polar condition
► Alcohol/drug abuse
► DNA articles
► Flipbook
► EY Connect Day activity
► Office promotions
National Depression and Mental Health Screening Month activity:
► Virtual screenings for mental illness and addictions
► Local office educational sessions w/local non-profits (NAMI chapters)
► Onsite EY Assist table at NYC office each week in October
Ongoing reinforcement reduced during busyseason
► Electonic newsletter articles on mental health topics
► Drawing for EY blankets with r u ok? logo for those who completed an e-learning.
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Bill’s StoryA11
Page 80 r u ok? | Addressing mental illness and addictions at EY
Compassion has an Impact at Work and Home
► Mental health has an impact on life, productivity and relationships.
► Compassion also has an impact – a very positive impact.
► Leadership makes a difference!
► Focused training for the Talent Team, leadership and peers builds upon EY’s culture of caring:► Recognize
► Respond with empathy
► Link to EY Assist resources
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Rachel’s StoryA12
Slide 79
A11 Dee replace this video link with http://players.brightcove.net/1066292269001/V1CXro3Ce_default/index.html?videoId=5398878925001Author, 4/18/2017
Slide 81
A12 Please add screenshot of Rachel, similar to Bill's (slide 14) and link it to http://players.brightcove.net/1066292269001/V1CXro3Ce_default/index.html?videoId=5398907164001Author, 4/18/2017
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Having a r u ok? DiscussionDownload the r u ok? Guide in the e-learning
► Getting ready to ask
► Determine the right person to askthe question
► Be in the right mood to help others
► Be prepared
► Pick your moment
► Having the conversation
► Ask “r u ok?”
► Listen without judgment
► Encourage action
► Addressing concerns
► Privacy
► Impact to career
► Coverage of their work
► Follow-up
Simple steps for asking “r u ok?”
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The impact: October 3, 2016-June 30, 2017
24k+ articles read
26k+ website hits
1k+ videos viewed
2k+ event attendees
800 e-learning completed
1k+ EY Assist consultations
Internal: generated 54k+ touch
points among US employees
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Summary
► Active contributions by core design team – a nine-month process
► Leadership buy-in and support
► Employee engagement is high with requests for more information and training
► Phase 2 is under way – continued enhancements and expanded rollout (e.g., exploring several new communications channels, including storytelling videos from across the US firm, EY Connect Day, Family to Family sessions and more)
► Challenges and future opportunities
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Contact Information
Sandra TurnerDirector EY Assist/Total [email protected]
Jenny HaykinIntegrated Leaves & Accommodations Program [email protected]
Comfort Break
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Small Group Discussion
An Employee’s Perspective
Presenter
Ken BarlowMeteorologist
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Lunch 11:30 am-12:30 pm
Hilton Anaheim Food CourtMix LoungeMix RestaurantPool Bar & GrillStarbucks™
Enhancing Outcomes Through Early Detection and Education
Early signs Communication Medical documentation
Presenters
Donna HardakerManager, Workplace Mental Health and Peer Engagement
William FrystakDisability Case Manager & Job Plus Coach
Jenny HaykinIntegrated Leaves & Accommodations Program Manger
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About Sutter Health
Unified not-for-profit healthcare network in California, Hawaii and Utah
Eighth largest health system in the nation - 55,000 employees +10,000 physicians
In 2016, Truven Health Analytics named Sutter Health a top-five performer among large healthcare systems
CEO Sarah Krevans has announced mental health as a core area of focus
About GlaxoSmithKline Global company with ~100,000 employees (>10,000 in US & PR) in the following businesses:
Pharmaceuticals
Consumer Healthcare
Vaccines
Global Manufacturing & Supply
Research & Development
Global Support Functions
About Puget Sound Energy Gas & Electric Energy Company in Washington State
6,000+ square mile service territory
750,000 Natural Gas & 1.1 million electric customers
3,100 employees
2 unions
A focus on conservation and green energy
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The complexity of mental health challenges in the workplace
Looking at the experience through a lens of workplace psychological health and safety
Recognizing the need for a comprehensive approach
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What is being done at Sutter Health
Case management
Seeking documented restrictions
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Peer review
Independent Medical Examination
Fitness for DutyFitness for duty means an individual is in a physical, mental, and emotional state which enables the performance of the essential tasks of his or her work assignment in a manner which does NOT threaten the safety or health of oneself, co‐workers, property, or the public at large. Source: OSHA 2012
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Keeping communication open
Video: The Signs
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Contact InformationDonna ManagerWorkplace Mental Health and Peer [email protected]
William FrystakDisability Case [email protected] cell phone
Jenny HaykinIntegrated Leaves & Accommodations Program [email protected] 462-3278 desk phone
Small Group Discussion
Encouraging and Promoting Return to Work
Resources Communications Job Modifications
Preconference – Monday, 9:15 am-3:00 pm
Presenters
William Frystak, CPDM, CDMS, CLMSDisability Case Manager & Job Plus Coach
Jenny Haykin, M.A, CRCIntegrated Leaves & Accommodations Program Manger
Sourcing
In-house case management
Outsourced case management
Management of leave from beginning through return to work– not providing or directing care
Disability Case Manager & Job Plus Coach
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Vendor Case Management
Leaves Administrator Counselors Nurse Case Manager
When Caseworkers Start Services
• Designated Point of Contact
• “Good” Communication
• Education / Information
• Foster culture of Support
How to Support an Employee on Leave
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FMLA & Leave as a Reasonable Accommodation
• At it’s core, the interactive process is a meaningful, ongoing back and forth conversation …
• A designated person can facilitate the conversation consistently…
• Bringing best people into the dialogue right time to engage situations, resolve issues, identify opportunities
• Most important skills: knowledge & communication
Interactive Process
Landmark Court Case:Gambini vs. Total Renal Care
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Facilitating Return from Leave
Job Plus Coaches
• Coaching for Returners• Provide support via coaching approach to allow
returner to explore RTW challenges
• Safe, confidential setting to identify barriers to return to work
• Empowers employee to explore shift in identity, managing expectations, and beliefs
• Foundation is trust and belief that employee is whole and capable
Cognitive & Behavioral Restrictions
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About Accommodations
• Accountable point person who can facilitate the *conversation consistently is essential
• Accommodation in writing
• Return to Work meeting with Disability Case Manager as facilitator & accommodation in writing – both provide clarity to all parties & align expectations
*IAP is ‘…ongoing dialogue…’
Two Categories of Job Modifications
Transitional Duty
• Not legally required
Reasonable Accommodation
• Legally required
Transitional Duty
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Accommodation Case Studies
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Critical Incidents & Early Intervention
Table Top ExerciseRestrictions & Accommodations
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Small Group Discussion
Contact Information
William FrystakDisability Case [email protected] cell phone
Jenny HaykinIntegrated Leaves & Accommodations Program [email protected] 462-3278 desk phone