Building a Bet t er Workplace Wellness Init iat ive TODAY'S PATH - PowerPoint PPT Presentation

Building a Bet t er Workplace Wellness Init iat ive

TODAY'S PATH Virginia Lawyers' Wellness Initiative Intro A Deep Breath Defining "Well-Being" for Lawyers Wellness in the Workplace 8 Steps T owards Organizational Wellness

WHAT IS THE VLWI? Stemming out of the SCV report, A Profession at Risk, the VA Lawyer's Wellness Initiative is dedicated to improving mental health and substance use through education, policy, and outreach.

Let's take a collective pause

ORGANIZATION INDIVIDUAL Well-being is a team sport. The Well-being is not defined solely contexts in which we live and as an absence of dysfunction; work such as organizational and nor is it limited to feeling professional cultures can play a “happy.” Full well-being is multi- powerful role in helping or dimensional and requires things harming individual well-being. like connection, belonging, Each of us contributes to our continual growth, and aligning workplace and institutional our lives with our values. It cultures and each is affected by requires that we take care of all it. What this means is that we’re aspects of our lives. all in this together.

Trait s of "Well" Workplaces FROM THE AMERICAN BAR ASSOCIATION

CLEAR LEADERSHIP & EXPECTATIONS ORGANIZATIONAL CULTURE Effective leadership and support that helps organizational members know what A culture characterized by trust, they need to do, how their work honesty, and fairness. contributes to the organization, and whether there are impending changes. PSYCHOLOGICAL CIVILITY & RESPECT SUPPORT Supervisors and coworkers are Employees are respectful and supportive of organizational members’ considerate in their interactions with one psychological and mental health another, as well as with clients and the concerns, and respond appropriately. public.

PSYCHOLOGICAL GROWTH & COMPETENCIES DEVELOPMENT Employees receive encouragement and There is a good fit between employees’ support in the development of their interpersonal and emotional interpersonal, emotional, and job skills. competencies and the requirements of the position they hold. INVOLVEMENT & RECOGNITION & REWARD INFLUENCE There is appropriate acknowledgment Organizational members are included in and appreciation of organizational discussions about how their work is done members’ efforts in a fair and timely and how important decisions are made. manner.

WORKLOAD ENGAGEMENT MANAGEMENT T asks and responsibilities can be Organizational members feel connected accomplished successfully within the to their work and are motivated to do time available. their job well. BALANCE PROTECTION OF SAFTEY There is recognition of the need for Management takes appropriate action to balance between the demands of work, protect the physical and psychological family, and personal life. safety of organizational members.

How do we get t here? AN 8 STEP PLAN FROM THE AMERICAN BAR ASSOCIATION STEP 1 STEP 2 STEP 3 STEP 4 Enlist leaders Launch a Well-Being Define "Well-Being" Conduct a Needs Committee Assessment

Needs Assesment s STAKEHOLDER INTERVIEWS POLICIES & PRACTICES AUDIT OR SURVEYS Including topics that are not Help understand current routinely encompassed in challenges to wellness in the discussions of well-being, such as on-boarding, diversity, work-life organization. conflict, 24/7-availability expectations, billing practices, performance appraisals, compensation systems, and fairness.

What 's next ? STEP 5 STEP 6 STEP 7 STEP 8 Identify Priorities Create & Execute an Create a Well-Being Continually Measure, Action Plan Policy Evaluate, & Improve

DESCRIPTIONS OF RISKS Physical, mental and emotional, adaptation, and self-actualization risks are all included. PRACTICE POINTERS Aimed at both individuals and organizations, these are evidence-based and accessible. CALL TO ACTION Designed to start conversations and further research into best practices.

VLWI WANTS YOUR FEEDBACK What are the most pressing occupational risks in your workplace or practice setting right now? Does stigma against mental health or substance use issues persist in our profession? Where/how do you see it manifested? What types of wellness CLEs would you like to see, both for yourself and the profession at large?

MARGARET HANNAPEL OGDEN Wellness Coordinator, OES SCV PHONE NUMBER 804-698-0241 EMAIL ADDRESS mogden@vacourts.gov