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Maria Paviour Company

Creating a Snap Shot of your Organisation’s

Mental Health and Wellbeing, and how Resilient

are they really?

Business Psychologist

Over 20 Years experience in Public & Private Sector

Innovation Centre-University of Sussex

Wellbeing Consultancy

School of NeuChem Coaching

Stuart Paviour

• What are the biggest causes of workplace related poor mental health?

• Key Wellbeing Indicators;

• Coping/Resilience

• Perception of Role,

• Support

• Health/Happiness………. and Relationships

© The Maria Paviour Company LTD 2018 – All Rights Reserved

20 Years of Measuring Wel lbeing at Work: H o w d o y o u g e t a s n a p s h o t o f y o u r o r g a n i s a t i o n s w e l l b e i n g ?

Stigma“…of those that had experienced stigma at work due to their mental ill health, 1 in 5 lost jobs”

Paviour, M., and Carr, O. (2017). Hidden Employee Mental Health: 4 reasons organisations fail to find it. Sussex Innovation Centre.

Language

“…the average adult will say “I’m fine” 14 times per week, with only 19% meaning it.”

Taken from the ‘I’m Fine’ campaign (2016)

PresenteeismThriving at Work highlights presenteeism now costing the UK economy between £17 bn and £26 bn per annum.

Organisation Centric WellbeingCentre for Mental Health: Managing Presenteeism (2011)

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3

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Hidden Mental Health Findings: I f w e ' r e a s k i n g o u r p e o p l e , a r e w e g e t t i n g t h e t r u t h ?

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• Identify the wellbeing levels of each individual

• Collate the individual data and create a snapshot of the organization's wellbeing

• Five key indicators

• What people are telling you and what they are really feeling.


How do you create a snapshot of the wellbeing of your people?

How do you create a snapshot of the wellbeing of your people?

CARI®

Commitment & Resilience Index


Emotional or transactional?

TRANSACTIONAL ENGAGEMENT

Engaged in the job

CIPD: Emotional or transactional engagement – does it matter? (2012)© The Maria Paviour Company LTD 2018 – All Rights Reserved

Emotional or transactional?

EMOTIONAL ENGAGEMENT

Engaged with the organisation

CIPD: Emotional or transactional engagement – does it matter?


Support your People and Enhance Engagement

Emotional Engagement

Enhanced:

• Problem Solving

• Decision Making

• Patient Satisfaction

• Creativity

Transactional Engagement:

• Engaged in their work not the organisation

• Reduced Co-operation

• Higher accident rates or no- compliance

• Increased levels of Presenteeism

S u p p o r t t h e m i n d a n d t h e h e a r t w i l l f o l l o w

Engage for Success (2014)


Vigour AbsorptionDedication

What are the measures of emotional engagement?


Schaufeli, Salanova, Gonzalez-Roma and Bakker (2002).

Vigour

Support self efficacy

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© The Maria Paviour Company Ltd 2016

All Rights Reserved

Absorption

Design for flow

Mihaly Csikszentmihalyi (1990)

Flow


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All Rights Reserved

Dedication

Values that resonate


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All Rights Reserved

How emotionally engaged are you?

Do you:

• feel inspired by your work?

• get so absorbed in your work that time flies and you forget everything around you?

• want to go to work in the mornings?

• feel a sense of pride in your work?

• become energetic at work?

• feel happy when working intensely?


Vulnerability – acceptance = FEAR (THREAT)

Vulnerability + acceptance = COURAGE (REWARD)

How do we provide an accepting environment that facilitates the courage of vulnerability?

Can we thrive in a Culture of Fear?H o w v u l n e r a b i l i t y i s v i t a l f o r h o l i s t i c c u l t u r a l h e a l t h

What happens to our brains in a rewarding culture?


Source: European Journal of Psychology.

NYMF

Not Your orMyFault

Evidence proves that when under threat we cannot:


Source: European Journal of Psychology.

Targets = Threat = Poor Performance


Evidence proves that when under threat we cannot:

• Make good decisions (or any)

• Problem solve

• Co-operate with each other (work as a team effectively)

• Be creative

The Vicious Cycle of Threat Culture

The PSYCHOPATHIC

Cycle

Organisational TargetsTHREAT CULTURE, LOW MORALE,

LOSS OF EMPOWERMENTREACTIVITY – PRESENTEEISM

ERROR INTOLERANCEILLUSION OF PERFECTIONPSYCHOPATHIC FICTIONS

NARROW FIELD OF VIEW – LOSS OF PATIENTCENTRICITY

EMPATHYLITE

DISCHARGE OF RESPONSIBILITY& BLAME GRANDIOSITY


The Virtuous Cycle of Aspiration

Break the vicious cycle of the disenfranchised

USER CENTRIC – DRIVEN FROM “BOTTOM” UPACCOUNTABILITY Cycle of

courage

LEARNING CULTURESHARED PURPOSE

CO-CREATION, COLLABORATION


Cohesion & shared values

Recognition of what works

Mutual support

Innovation, creativity and change

The Manifestation of the Virtuous Cycle

USER CENTRIC – DRIVEN FROM “BOTTOM” UP

ACCOUNTABILITY Rewarding Culture

LEARNING CULTURESHARED PURPOSE

CO-CREATION, COLLABORATION



Source: man living emotionally healthy life

So... do we just patch our people up and send them back to the front line, or do we

make them truly resilient and self reliant?

The essential neuroscience-based formula for empowerment and

self reliant wellbeing:

• Healthy

quick easy to use tools to support empowerment and

resilience

• Engaged

transactionally or emotionally

• Capable

feeling supported and socially included


But first… we need to know what is happening:We need that snapshot of individual and organisational wellbeing

The key indicators of individual and organisational

wellbeing:

• Coping/Resilience

• Perception of Role,

• Support

• Health/Happiness………. and Relationships

Maria Paviour Company

Understanding the power of analytics and why this is so

important in addressing Mental Health and Wellbeing at Work,

using the application of the Care and Resilience Index

Power Pose, Threat To Empowerment

Small tweaks for big changes

BriefEmotionalNon-verbalDisplays

Change Your Brain and Body Chemistry

Change your Emotional Response

Change your Behaviour

BENDs©


What other data can we gather


Organisational Context, what is happening at each:

• Site• Team• Role• Grade

The 3 A's?

Presenteeism

Reference: Monitor Deloitte: Mental Health & Employers: The Case for Investment October 2017

So you’ve got your data, what do you do with it?


• What gives you the best ROI?

• Deloitte's Study Supporting the Thriving at Work Report

• "End to End" Wellbeing Solution

• 8/9 to 1, Return on Investment

Reference: Monitor Deloitte: Mental Health & Employers: The Case for Investment October 2017

What are the key Factors?H o w d o w e r e s p o n d t o o u r p e o p l e ’ s n e e d s


The science proves you need to:

• Change state and not behaviour!!

• Positive state = ask, act and learn

• Create the right environment: reward not threat

What does an "end to end" wellbeing solution look l ike?


• Measure 1: What is the state of your organisations wellbeing at the outset?

• Wellbeing Interventions (Hopefully targeted)

• Measure 2: What does the organisationswellbeing look like at the conclusion?

What does our "end to end" wel lbeing solution look l ike?


• Measure 1: CARI: The Commitment and Resilience Index for all employees.

• CARI Report & Recommendations.

• Maximising your existing interventions.

• Targeted Resilience Workshops based on the 5 Pillars of Wellbeing

• NeuChem Coaching Clinics

• Measure 2: CARI and Report on upturn in wellbeing levels.

• All targeted against your existing data on 3 A's

What does

this look

like in

reality?


https://www.youtube.com/watch?v=232i5wemOE4

https://www.youtube.com/watch?v=232i5wemOE4

Next steps

2. Emotional engagement over transactional

1. Rewarding culture over threat culture

3. Know how people really feel: Live data

4. End to end solutions for maximum impact & ROI


Thank you!

At The Maria Paviour Company, we help you to discover empowering, fast and fun ways to reveal, remedy and

supercharge wellbeing at work

Changing the World-One Person at a Time!

w w w. m a r i a p a v i o u r. c o m@ m a r i a p a v i o u r


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