Creating Executive Commitment & a Culture of Health. Gary M. Billotti Leader, Health & Human Performance, The Dow Chemical Company. HERO Forum for Employee Health Management Solutions September 18-20, 2006 Chicago. Remarks. Dow Background Culture Concepts The Dow Experience Summary .
Gary M. Billotti
Leader, Health & Human Performance, The Dow Chemical Company
Forum for Employee Health Management Solutions
September 18-20, 2006
Driving financial discipline and low cost to serve
Setting the standard for sustainability.
Building a people centric performance culture
Investing in strategic growth
Source: Joel Levey, PhD, Michelle Levey, MA, IHPM, 2001
Source: Benefits Roundtable 2003 Health Behaviors Survey
Source: Benefits Roundtable 2003 Health Behaviors Survey
The opportunity is to design and implement a Dow Health Strategy that supports an improved financial position relative to the economic impact from health AND creates a climate of support, engagement and satisfaction on the part of key stakeholders
Achieved 63% participation
No $ Incentive
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“Most companies have operated on the belief that high performance is exclusively linked with cognitive and intellectual capacity. Data and research have proven that for companies to achieve breakthrough growth and success, they must also focus on all of the elements of human performance – the body, the emotions, the spirit - consider the person as a whole.”
Harvard Business Review: January 2001
Jim Loehr and Tony Schwartz
PROGRESSIVELYWORSENING STATEOF HEALTH
IMPROVING HEALTHAND WELLBEING
HIGH QUALITY OF LIFEAND GOODPERFORMANCE AT WORK
Advice and counselling
Health promotion training:
Occupational HealthDoctor, Nurse
Is this a Health Issue or a Management Issue?
Source Dr E Teasdale and Dr R Heron AstraZeneca
Health & Human Performance
Employment Accident Benefit
We optimize health, human performance, and the long-term value for Dow by offering an array of health programs and services for employees, retirees, and dependents as part of being an employer of choice.
c o m m u n i c a t i o n
1) My work environment enables me to maintain good health
2) Work-related stress does not interfere with doing my job well
3) Dow has a sincere interest in the health and well-being of employees
4) I am held accountable for doing my work in a manner that is safe//
5) People in my work area are protected from health and safety hazards.
6) The leader I report to enables flexible and innovative solutions for managing work and personal life
Emphasize the benefits to the individual – both financial and health wise
Integrate messages into existing communications and processes, i.e., expand safety culture to health and safety culture
Recognize that health issues are very personal, therefore a heavy-handed approach will not be effective
Create a corporate culture that supports people being healthy
Extend the “culture of health” to include families and retireesCommunication Strategy
Market & Sell Case for Change
Solicit Input and Educate
Encourage and Support
Reinforce and Reward
While visible commitment from senior management is not as strong a driver of an individual’s participation in prevention, senior management does have a significant role to play in forging a corporate culture in which employees believe that the organization cares about their health and well-being.
Benefits Roundtable of the Corporate Executive BoardJanuary 2004
Leading By Example, a CEO-to-CEO initiative sponsored by the Partnership for Prevention, focuses on the business priority of supporting health at the worksite.
“I believe we need a sustained focus on prevention to maintain and improve the health of our people. Prevention has the power to make a real and lasting difference in our individual quality of life...
…Our analysis shows that prevention can improve both our direct and indirect health related costs. Our profit potential is inextricably linked to the capability and performance of our employees….
…We have recently strengthened our commitment to this effort by adopting a strategic approach to building a culture of health with prevention as a major pillar in our overall plan.”
Andrew N. Liveris, President and CEO
Local Protection of Human Health and the Environment
By 2015, Dow will achieve on average a 75 percent improvement of key indicators for EH&S operating excellence from 2005 baseline and community collaborative sustainable commitments.
By year-end 2015:
.... and get healthy
“While we are all working to get Dow "fit" for the future, we have another opportunity -- to get "fit" for ourselves. I'm initiating a program for myself, and need some company. Our Health Services group tells me that 85% of employees at our Texas site are either overweight or obese. That tells me that some of you may want to join in. We need to make some progress and I want to invite you as a leader to help get us started. Some of us need to lose, others need to maintain. Let's do this right. The plan is outlined below . . .”
Stress Management: Measurement Domains
State of Mind
U.S. Policy – First U.S. policy implemented in 1993
Current U.S. Policy - Implemented January 1, 2003
Key Program Features
Partner with the National Heart Lung and Blood Institute,
Cornell University, Medstat, and the University of Georgia . . .
1: one that vends: seller
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