Thriving Workplaces. Improving health and wellbeing through people. Dr Tim Anstiss

Transcription

1 Thriving Workplaces Improving health and wellbeing through people Dr Tim Anstiss

2 Some Questions The Science of Wellbeing Some Models and Frameworks Thriving Workplaces Summary and Conclusion

3 What you'll be getting.

4 Not going to talk that much about Healthy eating Walking programmes Counselling services EAP s Stress management training Mindfulness programmes Direct access physiotherapy

5 Career Psychiatry Occupational Health Academia Consultancy, training project management Digital health and wellbeing products Met hundreds of intelligent, motivated and...very unhappy clinicians, staff, managers and directors The way they were being managed was a very common factor

6 Physician, Heal Thyself Seminars Online Course Wellbeing, Resilience and burnout prevention Toolkit

7 Job satisfaction Organisational effectiveness Employee engagement What we were we asked to do: Study the work climate r=0.80 r=0.72 r = 0.78 Workplace cooperation r=0.64 What we did Surveyed 3 hospital departments Statistical tests Feedback of results r = 0.74 Workplace respect

8 What we were we asked to do: Assess and help improve an unhealthy work climate in one division (conflict, grievances, etc) What we did Interviewed key staff Staff Survey Statistical tests Feedback results with recommendations Training and development

9 What we found: Employee wellbeing Job satisfaction Organisational effectiveness r=0.19 r=0.35 r = 0.79 Workplace cooperation r = r = 0.47 r = 0.84 Workplace respect r = r = Undermining behaviours 1. Values each others views 2. Values new ideas 3. Appreciates differences 4. Communicates expectations 5. Is principled 6. Solves problems and conflicts r = Effective behaviours 1. Loses temper under pressure 2. Makes some people look good at other people expense 3. Discourages people from bringing up problems 4. Favours an in group of staff 5. Waits until a problem escalates before acting 6. Makes people feel stupid when they disagree with them

10 Evidence Based HR a decision-making process combining critical thinking with use of the best available scientific evidence and business information

11 My question It is only possible to judge the strength or relevance of evidence in relation to the question being asked How do we best work together to bring into existence hundreds of Thriving Workplaces in which we ourselves and other humans thrive and flourish? (and get better and better at doing this over time) Professor Rob Briner Scientific Director Center for Evidence-Based Management

12 Two other questions What does it mean to thrive and flourish? How can we create the right conditions at work?

13 A student of this stuff..

14 Negative Psychology Most psychology research since the war has focused on the negative what s wrong with people: depression, anxiety, criminality, alcoholism, OCD, eating disorders, personality disorders, suicide, anger, etc

15 What's wrong with people? Topics in psychology journal articles 1887 to 2001 Topic number Topic number anger 9,760 anxiety 65,531 depression 79,154 fear 20,868 treatment 207,110 joy 1,021 life satisfaction 4,129 happiness 3,522 courage 781 prevention 31, : 1

16 What s right with people? Articles Psych abstract citations: - Wellbeing - Life satisfaction - Happiness 'Wellbeing' in PubMed

17 The field of Psychology has, since World War 2, become a science and practice of healing. It concentrates on repairing damage within a disease model of human functioning I proposed changing the focus of the science and the profession from repairing the worst things in life to understanding and building the qualities that make life worth living. Martin Seligman Former President American Psychological Association I call this new orientation Positive Psychology

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19 Concerns of Positive Psychology Positive emotional states Lives that go well Optimal human functioning Human thriving and flourishing Human strengths and resilience Institutions foster / enable the above

20 There is nothing so practical as a good theory Kurt Lewin

21 Wellbeing Theory P Positive emotions E Engagement R Relationships M Meaning A Accomplishment Wellbeing

22 6 Pillars of Wellbeing Of flourishing Of a good life Contact with friends Notice what went well Contact with nature Cultivate gratitude Physical activity Master a new skill Learn something new Acts of kindness Voluntary work Pleasurable activities Use strengths more Forgive Accept Cultivate self compassion Improve your sleep Increase time in flow Physical activity Eat better Improve sleep Change drinking Stop smoking Manage stress Take meds Have screening Self compassion Practice mindfulness Ask for help Talk to a professional Hobbies Physical activity Sport Art and culture Join a group Master new skill Learn something new Voluntary work Community groups Travel Use strengths more Increase time in flow Watch less TV Listening skills Contact with friends Positive responding Assertiveness Join a group Volunteering Express gratitude Spot strengths Acts of kindness Apologise Forgive Co-operate Trust Reducing contact with some people Clarify values Discover and develop strengths Set goals Help others more Mindfulness Reading Volunteering Some movies Some books Cultivate compassion Watch less TV Philosophy Religion Use strengths more Make progress towards goals Learn something new Develop right mindset Develop your skills Work as part of a team Improve something garden, sports team, kitchen, roof, etc Hobbies, arts and crafts Help someone do something they can t do on their own Watch less TV Academy for Health Coaching 2016

23 Dual Axis Model of Mental Health Corey Keyes Mental Health Flourishing Still want to thrive and flourish Muddling Coaching Positive psychology Mental Illness People with mental illhealth symptoms Severe Moderate Mild None Medicine Psychiatry Clinical psychology Languishing Clinical Positive Psychology

24 In order to thrive, plants need: Light Warmth Moisture Soil

25 Self Determination Theory Deci and Ryan Humans 3 psychological nutriments Autonomy Competence Relatedness

26 Flourishing Managers Wellbeing and QoL Performance Stress Flourishing Individuals Wellbeing CQUIN? 100,000 Happy high performing teams Create the right conditions Doing OK Manager Doing OK Individual Doing OK Team Off work? More likely to return

27 Workplace is a complex adaptive system Performance Service quality Safety Improvement and innovation Recruitment and retention Resilience and adaptability More than sum of parts Wellbeing Cost reductions Emergence Feedback loops Emergent phenomena Non-Linear Respect Empathy Engagement Compassion Mastery Autonomy Affiliative Relationships Trust Purpose Create the right conditions in the workplace

28 Theories Happy thriving staff Well performing teams Organisational improvement Wellbeing Key Variables Emergent phenomena Self-determination Autonomy Competence Relatedness Others Self-efficacy etc C ompassion R espect E mpathy A utonomy T rust E ngagement A ppreciation M astery A ffiliative Relationships P urpose (CREATE-A-MAP) Workplace As a complex system Compassion Respect Mastery Autonomy Empathy Appreciation Affiliative Relationships Trust Engagement Purpose

29 i.e Happy thriving staff Well performing teams Organisational improvement Better People Management Compassion focussed Assertiveness Strengths focussed Appreciative Management Solution focussed Motivational Interviewing Appreciative Inquiry

30 Healthcare Improvement Strategy Culture eats strategy for breakfast One aim of strategy should be to change the culture Culture Improvement The right culture enables the use and spread of improvement science Improvement Tools and Techniques Flowcharts Surveys Cause and effect diagrams Ask why 5X Service redesign User involvement Root cause analysis Lean Six-Sigma Pareto charts Checklists Project Charts Dashboards Appraisals Appreciative inquiry Coaching SPC charts

31 Rapid Wellbeing Improvement Pathway Increase sense of urgency 2. Create a guiding coalition 3. Develop the shared vision Appreciative Inquiry 4. Communicate for buy in Training and development New materials Technical help Tips and templates User involvement Funding Service redesign Wellbeing support Policies and procedures Digital support 5. Enable people to act on the vision 6. Generate short term wins Diffusion of Innovation Theory Innovators and early adopters Tipping point Majority 7. Keep going 8. Embed approach in new the culture academy for health coaching 2016

32 Accelerator programme 8-10 month programme, Step by step approach Builds on existing strengths Help you get the wellbeing CQUIN Learn with colleagues Training workshops and seminars Online toolkit Webinars and coaching Case studies Customisable content and slide decks 7-8 Organisations Sept/Oct start

33 Next Week This Slide Deck Short survey 3 e-books Case studies

34 PC Counselling 1 1 PC Education 1 30 PC Management 1 1,000 Eupsychia Eu - good Psyche - soul 'the culture that would be generated by 1,000 self-actualizing people on some sheltered island where they would not be interfered with'

35 Summary Our levels of wellbeing are not fixed Determinants of wellbeing are known The workplace makes a big difference The right workplaces improve wellbeing and performance at the same time The NHS could be the first place to create Maslows Eupschyia You ve been great

36 Be the change you wish to see in the world And good luck!