Team Awareness

& Team Resilience

the evidence-base

This presentation describes background on Team Awareness and

Team Resilience

Joel B. Bennett, Phdwww.organizationalwellness.com

TeamAwareness

nudging the

culture of wellness

2000 2013

www.organizationalwellness.com

OWLS has been disseminating this program with evidence-based guidance on research-to-practice translations since 2000

• Team Awareness developed--NIH Grant (8-hour program)• Identified as Evidence-Based (Model) Program by DHHS (2002)• Has reached estimated 30,000 workers in diverse settings• Adapted for corporate, military, tribal settings,

union settings, municipalities, government, ex-offenders, young restaurant workers, NECA-IBEW, youth corps, others

• National Guard flagship program• Team Resilience in NREPP (2012)• Both in Clearinghouse for Military Family

Readiness

1994-2002(TCU)

TeamAwareness

2002-2005

www.nrepp.samhsa.gov3

Team Resilience

Why Team Awareness

1. Peer support: group cohesion, positive communication are among the strongest workplace-based predictors of employee health and wellbeing

2. Peers know: about behavior concerns in their coworkers before others and may be in a position to help

3. Local work climate is a significant contributor to employee risk and deviance (e.g., unhealthy dietary norms, drinking climate, bullying climate)

4. Coworkers influence health behaviors: role-modeling, behavioral contagion, social norms, intra-network diffusion

5. The group is THE nexus for Total Worker Health processes (The We in Wellness)

Joel B. Bennett & Lois E. Tetrick (2013). The "We" in Wellness: Workplace Health Promotion as a Positive Force for Health in Society. Chapter >>>

peer-to-peer health-related exchange is the sweet spot

Results of Clinical Trials

• Team Awareness (evidence-based workplace program); clinical studies found improvements – Help-seeking – EAP utilization – Supervisor Responsiveness – Stress levels – Work Climate – Policy/benefits knowledge

• While also reducing problem drinking and productivity problems

Key Outcomes Reference

Improved help-seeking, improved EAP utilization

Bennett, J.B. & Lehman, W.E.K. (2001). Workplace substance abuse prevention and help-seeking: Comparing a team-oriented and informational training. Journal of Occupational Health Psychology, 6(3), 243–254

Improved supervisor willingness and ability to address troubled workers and utilize the EAP

Bennett, J.B., & Lehman, W.E.K., (2002) Supervisor tolerance-responsiveness to substance abuse and workplace prevention training: Use of a cognitive mapping tool. Health Education Research, 17 (1), 27-42.

Improved work climate, reduced stigma for seeking health, reductions in problem drinking, improved productivity

Bennett, J.B., Patterson, C.R., Reynolds, G.S., Wiitala, W.L., and Lehman, W.E.K., (2004). Team Awareness, Problem Drinking, and Drinking Climate: Workplace Social Health Promotion in a Policy Context. American Journal of Health Promotion, Nov-Dec;19(2):103-13.

Improved use of healthy coping skills Patterson, C.R., Bennett, J.B., & Wiitala, W.L., (2005). Healthy and unhealthy stress unwinding: Promoting health in small businesses. Journal of Business and Psychology, 20 (2), 221-247.

Willingness to attend training, satisfaction with training and reported personal relevance; these results were achieved with high-risk employees

Bennett, J.B., Aden, C. A., Broome, K &. Mitchell, K. (2010). Team Resilience for Young Restaurant Workers: Research-to-Practice Adaptation and Assessment. Journal of Occupational Health Psychology, 15(3):223-236.

Reduced problem drinking, improved productivity due to managing alcohol use.

Broome K, Bennett JB (2011). Reducing heavy alcohol consumption in young restaurant workers. Journal of Studies Alcohol & Drugs, 72, 117-124, 2011

Reduced stress, evidence of social diffusion of stress management skills, improvement of work climate.

Petree RD, Broome K, Bennett JB (2012). Exploring and Reducing Stress in Young Restaurant Workers: Results of a Randomized Field Trial. American Journal of Health Promotion,6(4), 217-224

Four Independent Clinical Trial Replications +++

• Electricians (Oregon, Washington)• Youth Corp (Colorado, California)• Municipality (South Africa)• Nursing Students (Oregon)[1]

[1]Cadiz, D. M., O'Neill, C., Butell, S. S., Epeneter, B. J., & Basin, B. (2012). Quasi-experimental evaluation of a substance use awareness educational intervention for nursing students. The Journal of nursing education, 51(7), 411.Bennett J.(2013). Adapting Team Awareness and Replication (With Response). J Nurs Educ. 52(2) 69-70. doi: 10.3928/01484834-20130123-1

Important to know

“Team Awareness was originally designed as a prevention intervention for the workplace culture; that is, to promote a culture of health and healthy choices among workplace social groups. It was not designed as a set of separate tools that participants could use in different ways for different purposes. The overall goals are holistic—bring workers together to experience the social aspects of the program and learn skills (for well-being, stress management, communication, peer referral) in the context of the social group.”

Bennett J.(2013). Adapting Team Awareness and Replication (With Response). J Nurs Educ. 52(2) 69-70. doi: 10.3928/01484834-20130123-1

Key articles on stress

reduction

Patterson, C.R., Bennett, J.B., & Wiitala, W.L., (2005). Healthy and unhealthy stress unwinding: Promoting health in small businesses. Journal of Business and Psychology, 20 (2), 221-247.

Petree RD, Broome K, Bennett JB (2012). Exploring and Reducing Stress in Young Restaurant Workers: Results of a Randomized Field Trial. American Journal of Health Promotion,6(4), 217-224

PRE 6 MO 12 MOTRAINING

EvenWorkers

who were not

exposed to the training

and not even

employed at the time

of the training showed

reductions, compared

to employees

in the control store

Social diffusion: role modeling, skills sharing, encouragement

How OWLS consults on

RTP* adaptations

*research-to-practice LEARN MORE: http://organizationalwellness.com/getting_serious_about_workplace_wellness/

How OWLS consults on RTP adaptations

• Intervention design occurs in the context of understanding local organizational dynamics and temporal phases of program uptake

• Four factors comprise dynamics and uptake– Fidelity to intervention: adherence to original

protocols and training-of-trainers, monitoring program drift, training on fidelity

– Adaptation/innovation: customization and tweaking to fit with local culture, policy, change

– Capacity building: stakeholder buy-in, social marketing, pre-post engagement strategies

– Intervention delivery: when, where, what, how, who-technical aspects of intervention

Learn More: http://organizationalwellness.com/consulting/

Bennett, J. B., Cook, R. F., & Pelletier, K. R. (2003). Toward an integrated framework for comprehensive organizational wellness: Concepts, practices, and research in workplace health promotion. In Quick, James Campbell (Ed); Tetrick, Lois E. (Ed), (2003). Handbook of occupational health psychology. , (pp. 69-95). Washington, DC, US: American Psychological Association, xvii, 475 pp. doi: 10.1037/10474-004

It helps to know where in this 2 by 2 grid your program emphasis will be short-term and

long-term