PROFESSIONAL DEVELOPMENT

I received my Associate in Applied Science- Nursing from Monroe Community College in 1985.  After working as a staff nurse for 6 years I decided to continue my education by earning Bachelors in Nursing from The University of New Mexico in 1991.   Over the years I have been actively involved in our local chapter of the Occupational Health Nursing Association serving in the past as Assistant Director.  In 2012 I became a certified WELCOA faculty member, having become proficient in the seven benchmarks which have enabled me to apply best industry practices to the organization I now work for.  

DEMONSTRATED SUCCESS

Our most successful program addressed employee concern over not being able to make time for wellness.  We had a speaker come do a lunch talk on Healthy Living where our CEO was invited and attended.  Here benchmark #1 was met by capturing our CEO support.  Such a great impression was made it set the stage for what was about to happen.  This one lunch talk developed into the approval of a wellness pilot study.  With a wellness team already established our next topic of business was to carefully craft an operating plan.  We had 12 participants who all agreed for 6 months they would attend a monthly lunch series addressing various health/wellness related topics, and have weekly blood pressure and weight checks.  Each participant submitted what their personal goals were, some had weight loss, some stress reduction and some wanted to decrease, or get off all together  diabetic or blood pressure medication. 

In return our CEO agreed to purchase all participants a Polar Heart Monitor.  This intervention proved successful because the monitor electronically stored all results from how often a participant worked out to calories lost in a week. This was a means of recording data that could then be monitored to help achieve initial goals set. Participants were also granted time on work hours to go to a nearby gym and work out.  This certainly proved nurturing a supportive environment, one of our benchmarks. 

At the end of the 6 month pilot we were able to evaluate outcomes.  Although as a group we only lost 25 pounds  combined, health status did improve with one employee lowering the dosage on a blood pressure medication, one remained off a medication all together, but more importantly the greatest strides were made in behavioral and cultural changes.  When employee’s evaluated the pilot they wrote in that original goals they had set were not realistic.  Many stated they are maintaining routines learned which in turn has been reported to keep them happier and healthier which indirectly have tied into a health cost savings for our organization.

The cultural change since the pilot is apparent.  We continue to have the local gym, as well as our own employees run lunch series on topics ranging from food choices to stress management.  The pilot has been approved to continue on and future planning discussions are occurring.  We now offer yoga classes on site, 2 days a week, free of charge based on employee feedback!      

LEADERSHIP

 I believe ”Walking the walk” credibility is obtained living by example.  Simple things as having an open door policy where employees can come to Employee Health for health maintenance checks over having to schedule  an appointment, thus driving anxiety up is a plus. Being approachable and maintaining a positive attitude has also proven helpful.  The best resource in aiding me to achieve leadership status is obtaining WELCOA faculty status.  My complete frame of mind changed after this training.  I came from a world where rewards based plans were utilized but WELCOA taught me about results based programs.  It does take longer to obtain survey feedback but in the end you know it is what the employee needs for better health outcomes, not necessarily what one thinks they need.  My best advice to give other wellness practioners hoping to become leaders is to capture your CEO’s support as trained in WELOCA.  Support truly needs to come from the top down.    

INNOVATION

The thing I have done differently to generate better results in the advancement of wellness was to obtain survey results from our employees and then secure our CEO’s support. Instead of the organization deciding what is best or needed the employee was able to have a say.  When employees verbalized concern that yoga was offered to our patients for better rehab outcomes, but not our own staff and how this could be a good means of employee stress reduction, we dug deeper.  Through this process we offered a yoga pilot with 12 employees over 2 months.  The results reported included improved focus, flexibility a better sleeping at nighttime.  Our organization now offers yoga onsite, to all employees, free of charge twice a week. Mission statement” to provide wellness solutions of the highest caliber with compassion, quality, and integrity, promoting healthy life style choices to enhance the quality of life of each employee family member.”

COMPELLING VISION

The biggest threats the health promotion industry faces in the next 5 years is the change from “old school” traditional health services to our new way of managing morbidity, morality and disease prevention/ health promotion.  People need to be empowered to take control over health.  Lessons learned need to be shared.  Our organization has a monthly newsletter and now a section called The Wellness Zone addresses topics of concern to healthy recipes.  Employees are encouraged interviews for testimonials of a success they had and may help another.  One of our wellness speakers stated, “Either you make time for wellness now, or you make time for illness latter.”  One statement has motivated me to be part of the change.  Through continual education, community events and most importantly listening, change can be done after all, when you listen to body when it whispers; you never need to hear it scream.