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Resiliency and Wellness
in the Workplace
Julie Sherwood, CWC2
◦ Understand Healthcare Workplace Wellness
Why building a culture at the organizational level is important
◦ Learn and be able to use simple change tools
◦ How to sustain positive change – peer coaching
◦ Learn benefits of and how to do a coaching session
◦ Remember how to celebrate!
Objectives
My Background
❖ Legal to healthcare
❖ Residency administration
❖ Path to wellness coaching
o Family experience
o I.M. resident blog regarding depression
➢ Coaching for workplace wellness with specific interest in healthcare employees
➢ Peer Coaching programs – creates ongoing sustainability
➢ Partner with providers in team care approach to deliver care to patients (provider-coach) in a residency setting
Confidential - what’s discussed stays within the group
Safe to explore personal wellness conversation
Show respect and sensitivity
Be encouraging and supportive in feedback
3 Key Questions to keep in mind:➢ What does this mean to me?➢ How does it apply in my life right now?➢ How do I make changes toward better wellness?
Group Discussion
Resources fall and demands rise
Burnout Fundamentals
High Engagement coupled with low well-being
So What Can We Do?
Create a culture that promotes dialogue and acceptance
◦ Make your personal health and well-being the norm
◦ Spread it and expand it
◦ Organization empowers all to be self-sustainable
Fast rollout: start now and deepen as time goes on
The WHO defines it as “the optimal state of health of individuals and groups…”
The CDC generally defines it as “the presence of positive emotions and moods, and satisfaction with life, fulfillment and positive functioning.”
But, how do YOU define personal wellness?
What is Wellness?
Deal with challenges
Bounce back from difficulties
Adapt to change
Learn from these experiences
What is Resiliency?
It is having the capacity to:
Resilient people practice ARMS:
◦ Accepting what they can’t change – even if it is difficult, hard or painful
◦ Reconnecting to what help moving them forward – looking for the solution vs. dwelling on the problem
◦ Meaningful story-building of current life experience and cultivate that to making necessary changes for a preferred future
◦ Stepping forward with small, achievable movements toward the preferred outcome
Connecting the Dots…
Myths about Change
1. Change is simple: “JUST DO IT”
2. You have to have willpower.
3. Nothing works.
4. Some people just don’t have the talent.
Solution-Focused Based Coaching
• Knowing where you want to get to makes getting there much more likely – moving TOWARD vs. moving AWAY
• Helping you discover and use what you are already doing that contributes to resolution
What are your best hopes for being here?
What difference would it make…?
The art of “noticing”
◦ “What would you notice that would tell you that…?”
Building Hope with
Strategic Questions
Coaching Session
❑ Best hopes for the group for resiliency and wellness in the workplace?
❑ What difference would it make to you to have…in your workplace/work life?
❑ What would you notice that would tell you…
❑ Using scaling as a measure of where you are and where you want to be.
Scenario 1:
On a scale of 1 to 10, where 10 = you succeed all of the time and 1 = the opposite, how well are you able to deal with and overcome difficulties and setbacks in your work?
Scenario 2:
On a scale of 1 to 10, where 10 = you always can and 1 = the opposite, how well are you able reflect upon what happens and learn from it?
Scenario 3:
On a scale of 1 to 10, where 10 = you succeed all of the time and 1 = the opposite, how well are you able to (choose one to ask):
◦ Connect to yourself and other people
◦ Enjoy what you do and what you have
◦ Think positively
◦ Tap into the successes and cheerful events of your work
◦ Feel happy with yourself and your working conditions
Solution Focused-Based Coaching Scaling Questions
Explore any one of the three scenario scaling questions in previous slide:
◦ Where were you on the 1 to 10 scale for (scenario 1, 2 or 3)?
◦ What makes you a (number)?
◦ What do you do already to act with resilience?
◦ Where would you like to be on the scale? What would you notice that would tell you that you are at (desired number)?
◦ What difference would that make to you to be (desired number)?
◦ What would (name a co-worker) notice that would tell him/her that you are at (desired number)? What else?
◦ What’s something you could do that could move you one step toward a (desired number)?
◦ What difference would that make to your work and your personal life?
Peer Coaching Questions
Result of meeting goal
Quality of life
Behavioral Objectives
Usually Quantifiable
Goals Outcomes
BJ Fogg of Stanford University developed the “Tiny Habits®” system for making routine behaviors semi-automatic*
What is a Tiny Habit®?1. Behavior you do at least once per day
2. Takes <30 seconds to do
3. Requires little effort (ie, cost)
4. Want vs. should
5. Not for breaking bad habits
Looking at the small steps – Tiny Habits®
*As adapted from www.tinyhabits.com – see site for further information and detailed background
The Tiny Habits® Formula:
“After I [trigger], I will [new behavior]. Then, I will [celebration].”
3 Easy Steps:
1. Choose the desired behavior you want to make into a habit
2. Find a cue or trigger
3. Choose a verbal or physical way to celebrate
Understanding Tiny Habits®
As adapted from www.tinyhabits.com – see site for further information and detailed background
TINY HABITS® FORMULA ("RECIPE")
After I [trigger/cue/anchor], I will [tiny behavior], and celebrate!
My Tiny Habits for the next week:
After I ____________, I will _____________, and celebrate by ___________.After I ____________, I will _____________, and celebrate by ___________.After I ____________, I will _____________, and celebrate by ___________.
Tiny Habits® Exercise
*5 Day Challenge: https://www.tinyhabits.com/join
Other Tools for Making and
Sustaining Positive Change
6 Factors Influence Behavior
1. Personal Motivation
2. Personal Ability
3. Social Motivation
4. Social Ability
5. Structural Motivation
6. Structural Ability
Structured and experiential writing processes motivate and guide people toward positive life changes
Research demonstrated tool
Personal – for you alone
Can be used to facilitate groups
The Power of Journaling
Change Journal Example
Provided courtesy of www.instituteforwellness.com
Remembering How to Celebrate!
Planned
Future forward
“Bigger” than celebration
Immediate – in the moment
Spontaneous and simple
Visceral pleasure
Celebration or Reward?
Let’s Play The Delight of the Dunk!
Practice!
Skills are Simple But Not Easy
Going Forward…
• Keep it simple
• Keep it tiny
• Make it specific
• Keep what works – don’t be afraid to toss what doesn’t
• Celebrate!
Contact information:
Julie Sherwood, CWC2
425.260.7665 cell
www.yourbesthopeswc.com
