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

• wards 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

INDIVIDUAL

Well-being is not defined solely as an absence of dysfunction; nor is it limited to feeling “happy.” Full well-being is multi- dimensional and requires things like connection, belonging, continual growth, and aligning

• ur lives with our values. It

requires that we take care of all aspects of our lives.

ORGANIZATION

Well-being is a team sport. The contexts in which we live and work such as organizational and professional cultures can play a powerful role in helping or harming individual well-being. Each of us contributes to our workplace and institutional cultures and each is affected by

• it. What this means is that we’re

all in this together.

Trait s of "Well" Workplaces

FROM THE AMERICAN BAR ASSOCIATION

ORGANIZATIONAL CULTURE

A culture characterized by trust, honesty, and fairness.

CLEAR LEADERSHIP & EXPECTATIONS

Effective leadership and support that helps organizational members know what they need to do, how their work contributes to the organization, and whether there are impending changes.

CIVILITY & RESPECT

Employees are respectful and considerate in their interactions with one another, as well as with clients and the public.

PSYCHOLOGICAL SUPPORT

Supervisors and coworkers are supportive of organizational members’ psychological and mental health concerns, and respond appropriately.

PSYCHOLOGICAL COMPETENCIES

There is a good fit between employees’ interpersonal and emotional competencies and the requirements of the position they hold.

GROWTH & DEVELOPMENT

Employees receive encouragement and support in the development of their interpersonal, emotional, and job skills.

INVOLVEMENT & INFLUENCE

Organizational members are included in discussions about how their work is done and how important decisions are made.

RECOGNITION & REWARD

There is appropriate acknowledgment and appreciation of organizational members’ efforts in a fair and timely manner.

WORKLOAD MANAGEMENT

T asks and responsibilities can be accomplished successfully within the time available.

ENGAGEMENT

Organizational members feel connected to their work and are motivated to do their job well.

PROTECTION OF SAFTEY

Management takes appropriate action to protect the physical and psychological safety of organizational members.

BALANCE

There is recognition of the need for balance between the demands of work, family, and personal life.

Enlist leaders

STEP 1

Launch a Well-Being Committee

STEP 2

Define "Well-Being"

STEP 3

Conduct a Needs Assessment

STEP 4

How do we get t here?

AN 8 STEP PLAN FROM THE AMERICAN BAR ASSOCIATION

Including topics that are not routinely encompassed in discussions of well-being, such as

• n-boarding, diversity, work-life

conflict, 24/7-availability expectations, billing practices, performance appraisals, compensation systems, and fairness. POLICIES & PRACTICES AUDIT Help understand current challenges to wellness in the

• rganization.

STAKEHOLDER INTERVIEWS OR SURVEYS

Needs Assesment s

Identify Priorities

STEP 5

Create & Execute an Action Plan

STEP 6

Create a Well-Being Policy

STEP 7

Continually Measure, Evaluate, & Improve

STEP 8

What 's next ?

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

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?

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