The Self-Care Solution Reduces Health Care Costs
In this time of pared down personnel rosters, quick adjustments, ramped up roll outs, increased employee benefit costs in health care alone, and incessant change, what proactive options will help organizations be productive, profitable, and also provide for their people? To qualify your company for lower health insurance rates, even for a rebate by staying low on service usage.A. Crisis in Self-Care
Only when the individual employee starts to take responsibility does a true transition toward sustainable self-care and self-management begin. The so-called health care crisis in this country is not simply obesity, addiction, and health care. And the individual professional crisis is not simply self-doubt, low self-esteem, and high stress. The crisis is really in self-care. Once responsibility for self-care is developed in each individual, the crisis will abate. But first we have to begin with self-care in order to obtain a sustainable solution. This session focuses on enrolling participants in their own personal self-care and professional self-management.
B. Optimizing the Benefits of Employee Self-Care
In a time when health insurance alone can cripple your budget, and reduce benefits can crumble employee morale, what alternatives are available? Proactive, sustainable health care begins with self-care. But this responsibility goes far beyond yearly check-ups to self-directed daily practices. It is no longer enough to be a passive patient. The individual has to become increasingly responsible, involved, even immersed, in his own self-care and work safety. This results in a healthier workforce, as well as in improved performance on the job, reduced injuries, sick days, and turnover, and reduced health costs.
C. Optimizing Employee Performance with Self-Management
Self-responsibility applies to management as well. Anyone still managing the same employee after several years on the job isn't managing. True management transitions steadily into self-management. Employees distinguish personal behavior from professional practice. They attain mastery in professional practice with inherent self-rewards that surpass external reinforcements and incentive programs. Employees guide off criteria such as workforce maturity and dignity to take initiative, be creative, supportive, challenging, and engage in seamless communication within the organization.
D. Making the Transition in Self-Responsibility to Self-Care and Self-Management
People don't change. They transition. It is essential to understand the ups and downs of a transition, the extended time frame, and persistence required to follow through and lock-in new practices. In order to reach Prochaska's "sustainability" stage, one needs also be aware of the preceding pre-contemplative, contemplative, planning, and actions stages. It is also helpful to understand basic resistance to taking full responsibility such as success anxiety and overcoming the victim mentality.
E. Optimizing a Conducive Work Environment
How can management sustain the alignment of corporate, departmental, and individual vision?
What makes up the most bulletproof, psychologically safe work environment?
How is side-by-side management superior to up-down management?
How does the healing organization surpass the healthy organization?
Paul O. Radde, Ph.D., organizational development consultant, executive coach, and psychologist brings over 30 years of research on what brings out the best in people in all walks of life and in the workplace. His custom-tailored keynote includes interviews with a cross-section of your participants.