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Wellness White Paper
This ‘Wellness White Paper’ is a guide for companies on how to implement a coherent ‘Wellness Strategy’ inside their business. With the huge push by central government for companies to adhere to guidelines as set out in the Health at Work policy produced by Dame Carol Black, companies are often at a loss how to even begin to consider a coherent strategy.
INDEX Page 3 3 3 4 4 5 5 5 6 6 7 7 7 8 9 Winning the Hearts and Minds of people What is the scope of your ‘Wellness Strategy’? What measurements are in place already? So let’s remind ourselves of some of the statistics CIPD Research Working over 48 hours/wk increases to 3.3 million Line managers are key Is Stress the new Black? Rise in Chronic Disease Stress starts in the Brain How to start an education process around wellness Staying Alive – a model for wellness training Staying Alive provides the framework for Self-Responsibility Company trainer profiles The ripple effect
Wellness White Paper
Winning the Hearts and Minds of people This is how any new initiative in any company has to begin. Getting buy-in from everyone – and not just senior management – is vital if the initiative is to be both accepted and adopted. When people are not educated in why a new initiative will benefit them, they will unlikely engage in the activity that is suggested by the company. Even if some people do participate they will do so reluctantly and with other motives. Often the aim of having people maintain the new initiative will fade and find itself on the rubbish heap of failed initiatives, allowing plenty of criticism to exist and spread around the company until next time there is a new initiative. Nowadays many companies have communication policies and strategies for engaging the workforce from top to bottom. Communicating any new policy around wellness therefore has to become part of that communication strategy. What measurements are in place already? Considerable losses in any company are attributable to absenteeism - and the measurements of such losses are Yes it will take time but it is absolutely essential for success! Initially, it’s important that Senior Management buys into any new process - and they have to both begin (and be seen to begin) the process first to lead the way. How otherwise can they realise and appreciate what they are asking their teams to engage in? Just knowing what absentee levels your company is currently experiencing is not sufficient. More important is knowing what employee absence is actually costing your company. the key to understanding the scope of improvement that is needed. What is the scope of your ‘Wellness Strategy’? Another major area for consideration is how committed your organisation is to the wellness of its employees. The kind of activities that need to be considered are: • Health screening • Exercise initiatives • Heart focus • Nutrition focus • Wellness Education • Stress management • ‘Back to work’ initiatives • Counselling • Health appraisal • Occupational Health • Safety focus
The cost of absenteeism is often substantial – and yet this is rarely considered when organisations begin to consider whether or not it makes commercial sense to invest in staff development programmes. Therefore a good system for analysing past, present and future costs are essential.
Measurements will significantly support the case for budget expenditure in the area of wellness.
Wellness White Paper
So let’s remind ourselves of some of the statistics National Statistics
• The average length of time off for an employee suffering: - depression is 30 days for each sickness absence spell
• 175m working days lost in 2006 due to sickness absence (CBI) • 30m working days lost due to work-related ill-health or injury (HSE) • 2.6 million people claiming incapacity benefits, with 600,000 people following on each year. • 1.3 million older people prevented from working because of ill-health • Stress and Mental Health is one of the biggest issues facing employers • 80% of those absent from work for 6 months will be away from work for 5 years • After 2 years claiming incapacity benefit, people are more likely to die or retire than work again. • Cost to the economy - Loss of productivity - £13bn a year (CBI) - Sick pay - Insurance premiums • Average employee absence level increased 0.2% to 3.7% 8.4 days per employee (CIPD) • Average absence in the public sector is 4.5% (10.3 days per employee) compared to 3.3% (7.5 days per employee) in the private sector. • Average cost of absence is £659 per employee per year • Stress
- from stress is 21 days - anxiety is 21 days • 40% of respondents report an increase in stress-related absence, with just 9% identifying a decrease - Main causes for stress; - Workload - Management style - Organisational change - Relationships at work - Pressure to meet targets - Long hours - Job insecurity
- 22% of respondents report their job are either extremely stressful or very stressful - 38% say their jobs were moderately stressful • Excessive pressure - 15% of employees say they are subject to excessive pressure at work everyday - 29% report they are subject to excessive pressure once or twice a week • The number of people claiming incapacity benefit for mental and behavioural illness is 37% of the overall • Attitudes and engagement • 35% of employees only are engaged in their work, the
CIPD Research • Mental ill health is the 2nd largest cause of time lost due to sickness absence in UK organisations • Stress, depression and anxiety account for over 50% of these mental health problems
balance may be at work and are not present in their attitude and commitment towards the company
Wellness White Paper
People working over 48 hours a week increases to 3.3 million An extra 180,000 people across the UK are working more than 48 hours a week in 2008, according to a TUC analysis of official statistics released in June, 2008. The ‘Royal College of Psychiatrists' report published to support the Black report calls for "training of workplace line managers in how to recognise mental distress or illhealth and how to respond in ways that do not lead to unnecessary exclusion from the workplace. “They should support people who have, or are at risk of The analysis, included in the new TUC report – ‘The Return of the Long Hours Culture’ - has found that the number of people working long hours has increased at a faster rate over the last year than the decline in excessive working between 1998 and 2006. Is Stress the new Black? Dame Carol Black is doing a fantastic job in highlighting that In the first quarter of 2008, the total number of people working long hours increased by 0.5 percentage points (180,000 people) to 3.3 million. The sharpest increases in long hours working occurred in the East of England (up 2.1 percentage points) and London (up 2 percentage points). Between 1998 and 2006, the number of people working more than 48 hours was reduced by 3.7 percentage points (707,000) from 3.8 million to 3.1 million. Any doctor will tell you that stress is not something that you can get hold of, it doesn’t smell, you can’t see it and indeed, you can’t hear it. stress is a very big issue – and every day it seems that there are new statistics to confirm it. However is the renewed focus on stress going to reduce it? Or will the opposite happen, with the result that stress levels worsen? developing, health conditions. Support may mean adjusting or adapting working practices, patterns or job roles where appropriate to do so."
The TUC report argues that the recent increase in the number of people working long hours is due to the challenging economic climate, which has made employers more reluctant to recruit new staff and instead work existing employees harder.
So are our senses telling us anything?
Well physically, there may be a symptom that occurs that can be attributed to stress - although it could just be normal “wear and tear” and a lack of proper nutrition, exercise and a healthy balance between work and life.
Why your line managers are key in the deployment of your wellness strategy Line managers have a key role in ensuring the workplace is a setting that promotes good health and wellbeing. Good management can lead to good health, well being and improved performance. The reverse can be true of bad management. The manager is the key agent of change. A renewed thinking is urgently needed to prevent a nation of stress addicts! Line managers also have a role in identifying and supporting people with health problems to help them to carry on with their responsibilities, or adjust responsibilities where necessary. Our focus on stress will indeed increase the amount of cases that people will identify as stressful. Many questionnaires have been created to suggest that “you are stressed” – with the workplace receiving the blame.
Wellness White Paper
Rise in Chronic Disease Disease patterns across Britain have changed significantly over the past 50 years. Improved health care has led to a decrease in communicable disease rates while rates of chronic disease have risen significantly, irrespective of level of income.
“As a doctor of chiropractic, I’ve seen first-hand the effects of stress on my patients. It is not short episodes of acute stress, but chronic, long-term stress that most weakens the body. Most of us rarely face the immediate threats to physical survival that our ancestors had to deal with, so we may fail to realise the impact on us of years spent worrying about job security, credit card debt, whether our kids will experiment with drugs, and so on. When we chronically live in high-stress mode, or when we are constantly looking for problems that may affect us at some future moment, we engage the body’s emergency response to stress all the time. Why is this such a problem? The chemicals that continually flood our body when we are under longterm stress are the culprits that begin to alter our internal state and pull the trigger of cellular breakdown. Moreover, when we’re always on high alert or in emergency mode, our body doesn’t have the time or the resources necessary to repair and regenerate itself. The body can even become addicted to the chemical state of being under stress. But as we’ll demonstrate, the ability to overcome
Chronic disease represents the major source of health problems for adults, with an overwhelming 37% of deaths in the total population attributed to cardiovascular disease alone.
It is estimated that chronic disease rates will continue to rise disproportionately. Much of this is due to an increase in poor lifestyle factors that are known risk factors for chronic disease. These include poor nutrition, smoking and lack of exercise. Despite increasing rates of chronic disease, healthcare improvements have led to better management of many of these conditions.
As a result, most people afflicted with chronic disease are able to continue to lead highly functional lives. While this means that they will be able to remain economically active, managing their conditions properly will be crucial to ensuring their continued contribution.
Source: Building the case for wellness Price Waterhouse Coopers – February 2008
stress lies right between our ears. Most stress ends up as emotional/psychological stress, and that means it’s the autosuggestions of our own thinking that affect the body so intensely. In other words, we can turn on the stress response by our thoughts alone, and they can have the same measurable effects as any threatening stressor in our environment.”
Stress starts in the Brain The latest research in neuroscience is showing us that stress starts in the brain and is fully attributable to the way that we think and give meaning to circumstances in our lives.
The following is a quote from leading neuroscientist Dr. Joe Dispenza and author of ‘Evolve Your Brain’ – The Science of changing your mind.
Wellness White Paper
How to start an education process around wellness Having got buy-in from senior management and once the communication process has started throughout the business – with employees starting to look forward to an increased awareness in wellness the following 6 step approach is suggested: 1. Form a steering group for wellness, made up of HR, Occupational Health, Line Managers and Staff. Communication goes out from this group to the board and the business. 2. Begin with an education process around wellness and spread the message of self-responsibility. 3. Use a consistent assessment system that allows people to look at themselves in depth. One such system is the wellness inventory provided by Staying Alive, which is based on 30 years’ research and takes a holistic approach. 4. Train line managers in the use of such a wellness inventory for their people. In this way it can become the new wellness “appraisal”. 5. Develop “Wellness Days” every month, allowing staff to contribute with ideas and to detail how they can take responsibility for delivering them. After all, it’s not just up to management to deliver wellness. 6. Deliver training around wellness regularly, as ‘repetition is the mother of skill’. Staying Alive provides a ‘Mind Your Wellness’ training programme, which includes detailed training on how to improve wellness through your ‘Mind’. Staying Alive provides the framework for Self-Responsibility 1. Through the Wellness Inventory®, which is an online self-assessment in 12 dimensions of wellness researched for over 30 years and based on a holistic approach. 2. Through inter-active ‘Mind – Your Wellness’ workshops, where individuals will learn about the 12 dimensions of wellness, together with hugely powerful ‘MindCoaching’ techniques which bring about balance together with the motivation for self-responsibility. 3. Staying Alive uses the Wellness Inventory® as the foundation for its teachings and includes the latest mind research in its programmes, engaging individuals to see themselves from a different and new perspective. 4. Staying Alive uses innovative and fun ways for ongoing support including weekly webcasts, a support website Staying Alive – a model for wellness training 'The purpose of Staying Alive is to unlock the inherent abundance of 'Wellness' in every individual and facilitate their ultimate potential for 'Happiness', whilst developing the intuitive power of the 'Mind'… Staying Alive’s philosophy towards Wellness in the Workplace • The employer has a duty of care and responsibility enabling employees to achieve the best possible environment for wellness in the workplace. This includes everything from communication through to catering and environment.
• The employee has also got a responsibility for his/her own wellness in the workplace and indeed his/her own private life. • The mistaken view of separating work from personal life results in an increase in stress phenomena. • The human organism includes the brain and wherever the brain goes so do all an individual’s issues and concerns, whether they are at home or at work. • This phenomenon can only be tackled by the individual and not by the employer. • The employer can facilitate the process for the individual to take responsibility for their own mental wellness.
and weekly goal reminder emails. 5. Staying Alive teaches a 20-minute exercise routine that activates the whole organism, activates every muscle group and invigorates every organ: Psychocalisthenics® . Once learned, this exercise can be performed by the individual for the rest of their lives and prevent a multitude of ailments.
Wellness White Paper
‘I believe in giving people 'I was inspired to take all the available tools 'Wellness' into the upfront for lasting change’. corporate sector after There is now so much my own career in research in the ‘power of corporate for 28 years. I the mind and therefore I have seen and enjoy leading the way in experienced first-hand our training and wish to the amounts of stress capitalise on all these that exists within Michael de Groot latest tools and techniques corporations. Stress not Traceyann Croshaw from neuroscience to benefit individuals’. only causes poor performance by employees, it also causes dysfunctional relationships in and Traceyann is a cutting edge ‘Mind Coach’ and one of the outside the business. This has now become so few of her kind in the UK. She brings over 15 years acute that corporations are being encouraged to look after people's wellbeing at work. This does not experience from the field of personal development and training in competitive sales environments. She is a Clinical only ensure that the employee's wellbeing is taken Hypnotherapist and assists individuals with Stress and seriously it also has a major impact on their private Weight Management, plus many other conditions. life and therefore flows through to better Traceyann joined Staying Alive to provide the performance and also a happier life in general.' underpinning technology for individuals to achieve immediate and lasting change. Traceyann runs her own Michael’s background as a senior board director in busy clinic in the UK and works with people on a one to several global multi- nationals has assisted him in one coaching basis and in group training and designing and shaping an appropriate strategy for development sessions. Throughout her career her companies to implement wellness. This has resulted in passion for empowering the individual remains steadfast. Staying Alive running informative and experiential Using such techniques as Neuro-linguistic programming, programmes for companies and individuals, enabling (NLP), visualisation, self-hypnosis and state of the art participants to take self-responsibility for wellness. The sound technology incredible shifts can take place within a uniqueness of Staying Alive's offer is in the ability to persons thought process. Staying Alive is privileged to provide individuals with the tools to achieve lasting have someone like Traceyann join in partnership to change in their wellness, utilising the latest scientifically facilitate a fast change process for individuals. In our researched techniques available in the world. Staying current modern fast-paced world, people are looking for Alive pride themselves on being a learning organisation immediate solutions and certainly she teaches a and as such the team are able to provide individuals with technology that allows individuals to make some very fast a huge arsenal of resources from some of the top changes in their behaviour. Her style of training is teachers in the world of personal development. Michael is supportive and it encourages individuals to practice what also a qualified Kinesiologist* registered with the they are being taught. Kinesiology Federation in the UK. Michael runs his own practice in the UK. He spent over 1000 hours studying with one of the World leaders in personal development, Anthony Robbins, and completed his world renowned Mastery University and Leadership programme. Michael developed the launch of the ‘The Wellness Inventory' into the UK corporate sector. *(Kinesiology is a complementary alternative medicine, in the process of being recognised by the government as an Occupational Health Therapy)
Wellness White Paper
THE RIPPLE EFFECT (Author Unknown) The Master was walking through the fields one day when a young man, a troubled look upon his face, approached him. "On such a beautiful day, it must be difficult to stay so serious," the Master said. "Is it? I hadn't noticed," the young man said, turning to look around and notice his surroundings. His eyes scanned the landscape, but nothing seemed to register; his mind elsewhere. Watching intently, the Master continued to walk. "Join me if you like." The Master walked to the edge of a still pond, framed by sycamore trees, their leaves golden orange and about to fall. "Please sit down," the Master invited, patting the ground next to him. Looking carefully before sitting, the young man brushed the ground to clear a space for himself. "Now, find a small stone, please," the Master instructed. "What?" "A stone, please find a small stone and throw it in the pond." Searching around him, the young man grabbed a pebble and threw it as far as he could. "Tell me what you see," the Master instructed. Straining his eyes to not miss a single detail, the man looked at the water's surface. "I see ripples." "Where did the ripples come from?" "From the pebble I threw in the pond, Master." "Please reach your hand into the water and stop the ripples," the Master asked. Not understanding, the young man stuck his hand in the water as a ripple neared, only to cause more ripples. The young man was now completely baffled. Where was this going? Had he made
a mistake in seeking out the Master? After all he was not a student; perhaps he could not be helped? Puzzled, the young man waited. "Were you able to stop the ripples with your hands?" the Master asked. "No, of course not." "Could you have stopped the ripples, then?" "No, Master. I told you I only caused more ripples." "What if you had stopped the pebble from entering the water to begin with?" The Master smiled such a beautiful smile; the young man could not be upset. "Next time you are unhappy with your life, catch the stone before it hits the water. Do not spend time trying to undo what you have done. Rather, change what you are going to do before you do it." The Master looked kindly upon the young man. "But Master, how will I know what I am going to do before I do it?" "Take the responsibility for living your own life. If you're working with a doctor to treat an illness, then ask the doctor to help you understand what caused the illness. Do not just treat the ripples. Keep asking questions." The young man stopped, his mind reeling. "But I came to you to ask you for answers. Are you saying that I know the answers?" "You may not know the answers right now, but if you ask the right questions, then you shall discover the answers." "But what are the right questions, Master?" "There are no wrong questions, only unasked ones. We must ask, for without asking, we cannot receive answers. But it is your responsibility to ask. No one else can do that for you."
Wellness White Paper
Version 1.0 – June 2008 Author: Michael de Groot KFRP Conditions of use The material contained within can not be reproduced without strict permission of the author. Copies can be distributed by the recipient for the use of educating and informing colleagues of the benefits of having a coherent wellness strategy and education/communication plan in place for its deployment.
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