Workplace Wellness Peer Group Goal Setting REVIEW June 10th, 2014 This presentation is based upon, and contains, copyrighted content provided by Blue Cross and Blue Shield of Minnesota, made available for use within Minnesota under license agreement with the Minnesota Department of Health.

Why set goals? Goal setting - strategy planning chart Goal setting Goals take our organization’s health improvement priorities and make them specific and measurable. Well-defined goals provide direction and a basis for measuring progress. The strategy planning chart outlines the steps to follow in establishing appropriate strategies, goals and outcome measures.

CREATE A CULTURE OF HEALTH THROUGH … … Places (environment), polices, practices (systems), social support, and promotion to help employees eat better, be more active, quit/reduce tobacco use and support new moms to breastfeed. Fundamental elements Communications Environment Policy System Social Support Healthy eating Physical activity Tobacco use & exposure Breastfeeding support Measurement / Evaluation Leadership support We’ve already started to talk about the move to a policy, systems and environmental approach – based on the community example I gave you earlier where walkable neighborhoods and communities show that people are more active. We’re just about to dive into the policy, systems and environmental best practices for workplaces. And, we want to add a fourth factor here – it’s social support. Getting people connected. That’s important as we learned from the Framingham Heart Study and other theories and studies. The center of the model can be anything – physical activity, tobacco use reduction, healthy eating – or even ‘safety’ or ‘managing stress’. Represented in the center could be your entire set of workplace wellness goals. As we look at the model as a whole, what is important to note is that ‘communications’, ‘measurement and evaluation’, and ‘fundamental elements’ like a ‘wellness vision statement’ and ‘brand ‘ surround all of this work. And, there is a special call-out to ‘leadership support’ to show it’s vital importance even though it is a component of ‘fundamental elements’.

Goal Setting Worksheet Choose a strategy __Healthy Eating __Physical Activity __Tobacco __Breastfeeding Support Leadership role   Wellness team role WRITE A SAMPLE SMART GOAL (E, P, S, SS) Environment (places) Policy (guideline) System (supports policy implementation) Social support (bringing employees together) Communications / Engagement of employees examples Measurement examples

Writing SMART goals Writing goals does not need to be difficult. It does require some thought about our organization’s vision for a culture of health in a way that is “SMART”: Specific Measurable Attainable Realistic Timed   S.M.A.R.T. Writing goals does not need to be difficult. It does require some thought about our organization’s vision for a culture of health in a way that is “SMART”: Specific Measurable Attainable Realistic Timed Goals should describe accomplishments, not activities. The following information is adapted from: https://www.lehigh.edu/~inhro/documents/SMART_GoalsHandout.pdf Goals should describe accomplishments, not activities. Let’s look at what the S.M.A.R.T. acronym means…   Specific: Goal objectives should address the five Ws… who, what, when, where, and why. Make sure the goal specifies what needs to be done with a timeframe for completion. Use action verbs… create, design, develop, implement, produce, etc. Example: Wellness team will create a healthy snack station to place in employee breakroom by November 30, 2014. Measurable: Goal objectives should include numeric or descriptive measures that define quantity, quality, cost, etc. How will we know when the goal has been successfully met? Focus on elements such as observable actions, quantity, quality, cycle time, efficiency, and/or flexibility to measure outcomes, not activities. Example: The offerings in the healthy snack station will be 100 percent healthy choices. Achievable: Goal objectives should be within the staff member’s control and influence; a goal may be a “stretch” but still feasible. Is the goal achievable with the available resources? Is the goal achievable within the timeframe originally outlined? Consider authority or control, influence, resources, and work environment support to meet the goal. Example: We will obtain company funding for the initial purchase of foods for the healthy snack station. Relevant: Goals should be instrumental to the mission of the department (and ultimately, the institution). Why is the goal important? How will the goal help the department achieve its objectives? Develop goals that relate to the staff member’s key accountabilities or link with departmental goals that align with the institutional agenda. Example: A healthy snack station increases healthy food choices at the workplace. Time-bound: Goal objectives should identify a definite target date for completion and/or frequencies for specific action steps that are important for achieving the goal. How often should the staff member work on this assignment? By when should this goal be accomplished? Incorporate specific dates, calendar milestones, or timeframes that are relative to the achievement of another result (i.e., dependencies and linkages to other projects). Example: Goal states the snack station will be completed by November 30, 2014. Retrieved and adapted April 2014 from https://www.lehigh.edu/~inhro/documents/SMART_GoalsHandout.pdf

S.M.A.R.T. Examples Specific: Are you hitting the 5 Ws… who, what, when, where, and why. Make sure the goal specifies what needs to be done with a timeframe for completion. Use action verbs… create, design, develop, implement, produce, etc. Example: Wellness team will create a healthy snack station to place in employee breakroom by November 30, 2014. Measurable: Goal objectives should include numeric or descriptive measures that define quantity, quality, cost, etc. How will we know when the goal has been successfully met? Focus on elements such as observable actions, quantity, quality, cycle time, efficiency, and/or flexibility to measure outcomes, not activities. Example: The offerings in the healthy snack station will be 100 percent healthy choices.

S.M.A.R.T. Examples Cont. Achievable: Goal objectives should be within the staff member’s control and influence; a goal may be a “stretch” but still feasible. Is the goal achievable with the available resources? Is the goal achievable within the timeframe originally outlined? Consider authority or control, influence, resources, and work environment support to meet the goal. Example: We will obtain company funding for the initial purchase of foods for the healthy snack station.   Relevant: Goals should be instrumental to the mission of the department (and ultimately, the institution). Why is the goal important? How will the goal help the department achieve its objectives? Develop goals that relate to the staff member’s key accountabilities or link with departmental goals that align with the institutional agenda. Example: A healthy snack station increases healthy food choices at the workplace.

S.M.A.R.T. Examples Cont. Time-bound: Goal objectives should identify a definite target date for completion and/or frequencies for specific action steps that are important for achieving the goal. How often should the staff member work on this assignment? By when should this goal be accomplished? Incorporate specific dates, calendar milestones, or timeframes that are relative to the achievement of another result (i.e., dependencies and linkages to other projects). Example: Goal states the snack station will be completed by November 30, 2014.