the c suite, eap and organizational mental health
TRANSCRIPT
APRIL 24, 2014 11:00AM – 12:30PM
EASNA INSTITUTE CLEARWATER
CHRIS HYLTON, MA
\TWITTER @HYLTONYYC
FACEBOOK.COM/PAGES/ CGHYLTON
LISA HARDY,
CORPCARE EAP
EAP in the C Suite: Influencing Organizational Health
Disclaimer2
The information presented to you today is considered to be general best practices for organizations across Canada. The information is not intended to provide
legal counsel or legal advice.
Learning objectives
How to create a culture of communication between EAP, Human Resources, and Corporate Leaders
How to maximize the value of EAP sessions in a culture of cutbacks and commodification
Tools to help EAP providers become leaders in Corporate Health
3
This is your show4
Any burning issues we could weave into our presentation today please?
Is There a Disconnect between C-Suite and EAP / Employees
5
Focus Differs6
Execs EAP
Shareholder value Ee coach
ROI / Productivity Ee mental health
Budgets Ee personal goals
Staffing numbers Ee emotion, stressors, happiness
What color do you think the C Suite says a polar bear’s skin is?
7
What colour does the EAP and EE say the polar bear’s skin actually?
8
Any ideas?
Polar bears have black skin under which there is a layer of fat that can measure 4.5 inches (11.5 centimeters) thick. On land (or on top of the sea ice) the polar bear's thick fur coat—not its fat—prevents nearly any heat loss.
9
Culture of communication
Keys to communication10
Collaboration
Strategic planning
Meaningful data
Custom services
Collaboration11
Open the door for communication with C-Suite and HR
Listen to the needs and concerns of the organization
Strategic planning12
Be a meaningful part of the organization’s strategic plan as it relates to corporate health
Engagement
Innovation
Management
Meaningful data13
Demonstrate effectiveness
Direct relationship with areas of concern within the organization
Direct relationship with organizational goals and objectives
Custom services14
“For things to change, first I must change.”
Supporting the C-Suite as they learn how their own influence impacts the behaviour of employees and the health of the organization
Offer custom services designed specifically for the C-Suite
Audience innovation: What custom services do you think would appeal to the C-Suite?
15
Maximize the value of EAP
Employee health is organizational health16
Show Execs the link between healthy employees and healthy companies
Key attributes of healthy organizations are:
wellness
understanding and mitigating risks
adaptability
clearly understood and communicated policies
Employee Wellness?17
Health starts with healthy behaviors
Disease starts with unhealthy behaviours
Did you notice the spelling of behaviours?
We were not born with Chronic Diseases
High Blood Pressure
Type 2 Diabetes
High Cholesterol
COPD
Lung Cancer
Respiratory Disease Cancer of
Pancreas, Bladder, Kidney
Colon Cancer Breast
Cancer
ProstateCancer
Cancer of mouth, pharynx, larynx, esophagus, liver
Heart Disease
Mental Disorders
Overweight/ Obesity
TobaccoSmoking
Unhealthy Diet
Physical Inactivity
AlcoholConsumption
Musculoskeletal
Renal Disease
Source: Ontario Ministry of Health and Long-term Care
CG Hylton 18
EAP Can Maximize impact19
Organization identified areas of concerns
Eg. areas of employee health that have greatest impact on organizational health
Audience innovation: Share your ideas and experiences in maximizing impact in
consideration of these two key areas of focus.
EAP as a source of information20
Employee surveys
Confidential!
Compile data
Make it compelling and relevant
Make the connection
C-Suite
Employees
21
Tools to reach the C Suite re corporate health
Tools22
Focus groups with C-Suite and managers across the organization
Employee interviews
Engagement sessions
Focus groups23
Conduct focus groups with the C-Suite, Human Resources, and management from across the organization
Ask the right questions to get the right information
Engagement questions
Exploration questions
Exit questions
Employee interviews 24
Engagement sessions 25
Engagement is a hot topic in Human Resources right now and it is a great niche where EAP providers can expand their services
Two types of engagement sessions
Sessions that address the identified barriers to improving employee engagement
Sessions that provide universal strategies proven to help increase overall engagement across a wide variety of organizations
Wells Fargo 26
Employee Assistance Consulting
Name change inherently suggests increased communication and partnership
Has become an invited and welcomed guest at influential tables within the company
Effective collaboration that gives them the opportunity to provide leadership and organizational influence
Wells Fargo27
Strategic partnership with Human Resources
Business Partners
Services designed with the organization in mind
Formal service groups
Collaboration with benefits providers
Wells Fargo 28
EAC as employees
EAC as communicators
EAC as a service provider
Workshop Takeaway – Five E’s of Excellence in Workplace Mental Health
29
Evaluate – current workplace mental health issues
Educate – managers about mental health, how to recognize early signs and symptoms
Engage – C suite and staff in building organizational capacity for psychological healthy and safe work environments
Eliminate – mental health risk factors
Enhance – organizational effectiveness employee engagement in mental health and wellness
About CG Hylton31
EAP in Canada
Benefits
HR consulting
Engagement strategies
HR policy review
Employee wellness
Employer of choice review
Let’s get social!32
Facebook facebook.com/pages/cghylton
Twitter @HyltonYYC
Google + plus.google.com/u/0/109237546846077340442/posts
YouTube youtube.com/user/CGHylton
LinkedIn ca.linkedin.com/in/cghylton