1. Advanced Performance, Inc.
Creating a Healthy, High-Performing Work Culture
Advanced Performance, Inc.
PerformSTRONG Group
APerformanceInc.com

2. Sunny Lurie, PhD., CEO Advanced Performance, Inc.
10+ years in own business consulting organizations to increase motivation, performance and engagement through wellbeing strategies.
12 years at Key Bank leading the management training program, creating employee development workshops, and helping over 5000 employees.
Doctorate in organizational behavior, master’s degree in post-secondary education. Founder of Advanced Performance & PerformSTRONG; Author.
My passion: Helping people get excited about their work and building environments that support wellbeing, growth and performance.
Mission.
I’m on a mission to spread wellbeing in the workplace—to make it a part of
everyday work life and empower employees to thrive.
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3. Does your workplace look like this?
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4. Does Your Culture Energize or Exhaust?
Or more like this…
Think to yourself, what does organizational life or your culture feel like when your employees walk in. High energy, team work – or - high stress, lack of enthusiasm
Does Your Culture Energize or Exhaust?
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5. Agenda partial contents
The link between wellbeing and performance
What are 5 key areas of wellbeing– total person
Why Wellbeing: ROI and VOI: value on investment
How to create a healthy, engaged work culture
Proven ways to improve engagement, Gallup {millennial }
Ways managers impact performance
The power of strengths for more meaningful work
Q & A
What would you guess is a major threat to your bus?
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6. Direct Correlation Between Employee Health and Performance Reported by 96 % of employers in 2017 UK Health Survey
Aon Employee Benefits
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7. Time to Power Up Performance Through Wellbeing
77 percent are looking to improve on existing health and wellbeing programs in the next 12 months.
96 percent of employers agree they are responsible for improving employee health behaviors.
Aon Health Survey, UK, 2017
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8. From Wellness to Wellbeing
Major shift is occurring from wellness to wellbeing. Many organizations today are expanding wellness… Employers are broadening their offerings to “total- person” wellbeing – mental and physical.
Gallup studied organizations in 150+ countries worldwide to identify essential elements that make up wellbeing.  The result: five interrelated elements that describe aspects of our lives we can do something about to make a life that matters.
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9. 5 Key Elements of Wellbeing
5 Key Elements of Wellbeing* Whole-Person Wellbeing Creates a Strong Core
It’s about balance that makes impact. Layer ea area into your org. This builds a strong Core – just like abs this is it for your workforce. Wellbeing helps to Thrive
Do you like what you do most days at work?
How many own their bus? Manage Emps? Have a family?
*Based on National Wellness Institute; Gallup and National Business Group on Health
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10. Wellbeing ~ The Mind ~
1. Intellectual: challenging our minds by expanding our knowledge, skills, interests and opportunities for growth.
2. Occupational: aligning personal strengths with work goals to enhance focus, motivation, meaning and purpose.
3. Social: building strong, supportive connections with managers, peers and community. Work /life balance.
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11. Wellbeing ~ Mind & Body ~
4. Emotional: developing positive approaches to finances, anxiety, depression and stress. Educating staff and improving policies preventing harassment.
5. Physical: optimizing nutrition, health and the physical work space environment to promote healthy living.
Have you heard about this broader scope? What are your thoughts?
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12. Wholeness is the New Wellness.
Workplace 2020
Wholeness is the
New Wellness.
Healthy workforces are better workforces.
What is wholeness to you?
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13. Wellbeing Improves Outcomes
- Virgin Pulse
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14. Healthy Work Culture ROI
Summarizing results from 42 qualifying financial impact studies over past two decades, concluded worksite wellness programs achieve:
25-30% reduction in medical and absenteeism costs
in an average period of 3.6 years.
By National Institutes of Health (NIH), 2010
- Ron Goetzel, PhD, Director, Institute for Health and Productivity Studies, Johns Hopkins Univ.
- Katherine Baicker, professor of health economics, School of Public Health, Harvard Univ.
- David Cutler, professor of economics at Harvard University.
“Firms that promote mental and physical wellbeing of their workers
experience enhanced profitability” - Towers Watson, 2010
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15. Major Threat to Business:
Unmotivated, Unengaged, Underperforming
Employees
84% of senior leaders told The Economist,
unengaged employees is a top business threat.
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16. Top HR Challenges September 2017
Aon Employee Benefits
UK Survey
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17. Engagement Top Priority
Research shows only
1 in 3 employees consider
themselves engaged in their work;
68% are unengaged and underperforming
Gallup 2015
Mind blowing only 1 in 3
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18. What is Engagement? True commitment to the company & customers
Full effort on the job to meet deadlines, goals
Genuine interest in helping the team succeed
Engagement heightens performance & productivity
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19. Highly Engaged Organizations
37% lower absenteeism
25% lower turnover
22% higher profitability
21% higher productivity
- Gallup 2014
Ways to increase engagement…wellbeing
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20. What Emerging Young Professionals Value
PAST TODAY
My Paycheck My Purpose & Meaningful Work
My Satisfaction My Development & Wellbeing
My Weaknesses Improve My Strengths Grow
My Annual Review My Ongoing Talks, Recognition
My Boss My Coach Skilled to Empower
My Job My Life Balance
Note: Millennials -- YPs, emphasis has switched from paycheck to purpose. Previous generations may have wanted these things, however the topics were not yet part of the conversation. - Gallup 2016
Thoughts?
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21. Defining Strengths Strengths Activities you find yourself drawn to,
look forward to,
come easily and enjoy doing.
Using strengths is energizing.
Using weaknesses is often draining.
You’re not just good at it – look forward to doing it. What’s the big payoff? {Anwer: to help you match yourself to suitable careers, to make better career choices right for you}.
Here’s a look at how to break them down and get clearer about them.
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22. The Power of Strengths
Individuals who report using their strengths are:
6 times more likely to be engaged in their work
3 times as likely to report excellent quality of life
>>>
What percent of people say they regularly
use their strengths in their work?
Only 2 out ten of us, 20% of people give a strong “yes” response, which means 80% do not get to use their strengths most of the time at work.
How do I become part of the 20%
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23. Let’s Translate Wellbeing into Your Work Environment
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24. Wellbeing Ideas for Your Workplace
Social /Community Wellbeing
Occupational / Career Wellbeing
Intellectual Wellbeing
Emotional / Financial Wellbeing
5) Physical Wellbeing
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25. How Managers Impact Performance
Supportive managers ask:
What resources and information do you need?
What strengths drive you? What strong areas would you like to share with others, roleplay? Ways to add more meaning to your work (people typically leave if not fulfilled) How can I help you? What inspires you? Other suggestions?
Note: You are a resource, the individual is responsible to take action.
Individuals become DIS-engaged when managers:
Ignore you %
Focus on weaknesses 22%
Focus on strengths % Rath, Strengths Finder 2007
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26. What’s in Your Culture
How does your organization support a healthy, high-performing culture?
In your mission and values?
In your strategic plan?
In your leadership?
In your daily actions?
APerformanceInc.com

27. Implement Wellbeing that Inspires
Assess, link to organizational goals
Plan gradual rollout of 5 key areas
Monthly education, expert partners
Ongoing success sharing
Measure results
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28. $ Bottom-Line $
Unengaged employees become less productive and cost U.S. employers an estimated $459 - $550 billion per year.
Unengaged, unhealthy employees are late more often, use more sick time and complain more to customers and co-workers.
Presenteeism - People show up, but work at a reduced capacity due to being overwhelmed, depressed, sick or struggling with personal distractions. Thoughts??
APerformanceInc.com

29. Organizations with High Engagement and Wellbeing
Decrease
Turnover
Injuries
Days Off
Increase
Customer Loyalty
Engagement
Attraction
Retention
Morale
Work Quality
Productivity
Profitability
Great Place to Work Institute. Harvard Business Review. Institute for Health and Productivity Studies
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30. About wellbeing in your organization.
Questions? Thoughts?
About wellbeing in your organization.
Answer out loud
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31. Advanced Performance, Inc.
PerformSTRONG Group Beachwood Office:
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32. REFERENCES
Anitha, J. (2014). Determinants of employee engagement and their impact on employee performance.
International Journal of Productivity and Performance Management. Vol. 63 Issue: 3, pp
Bhibha, D., Hettler, W (2010). Health and wellness for life: six dimensions of wellness.
Champaign, IL: Human Kinetics.
Gallup-Sharecare (2017). Well-Being Index.
New York: Gallup Press.
National Wellness Institute (2017). Wellness promotion competency model.
Stevens Point, WI: National Wellness Institute.
Rath, T. (2010). Wellbeing: The Five Essential Elements.
Seligman, M. (2012) Flourish: a visionary new understanding of happiness and well-being.
New York: Free Press.
Sorenson, S. (2013). How employee engagement drives growth.
New York: Gallup Business Journal.
APerformanceInc.com

33. Training to Discuss and Focus on
Strengths

34. Solution: Empowering Growth Our Signature Program
Goal: To develop strong, healthy, engaged employees for optimal performance. Objective: Empower employees to align strengths and talents with organizational goals, and add meaning to their daily work. When managers support opportunities to use personal strengths, this one simple shift in approach could easily double the number of committed, engaged employees and increase performance.
How to have more people become part of the 20% engaged -- our signature program helps.
EG based on top 2 progs. I was certified in Blessingwhite at Key Bank. I dev prog for mid and sm cos to have same as lg corp.
APerformanceInc.com

35. Empowering Growth Program
A four-hour workshop covering three wellness areas:
Occupational, Intellectual and Social Wellness.
Occupational: Using strengths to enhance job satisfaction and
meaning.
Intellectual: Building skills in desired areas to
promote growth.
Social: Developing employee – manager
relationships through conversations focusing on strengths.
How to have more people become part of the 20% engaged -- our signature program helps.
EG based on top 2 progs. I was certified in Blessingwhite at Key Bank. I dev prog for mid and sm cos to have same as lg corp.
APerformanceInc.com

36. Wellbeing in Our Workplace is…
“Genuine care for staff wellbeing, a focus on helping people to accomplish their goals and dreams both in and out of work and a sense of equality at all levels of the business. Examples include health challenges and the Dream Ball initiative where staff are entered into a drawing and the winner has a ‘bucket list’ style ambition fulfilled by the company.”
“The working environment is very supportive. The company leads as a
group and listens to the staff input. It creates a sense of pride for your
job which encourages people to work harder and feel more satisfied in their personal and professional lives.”
Employee, UK Best Workplace
APerformanceInc.com

37. World Economic Forum
The other part of the prize to be gained is happy and healthy employees who are more innovative, more productive and relate better to customers.
Using only financial reward to incentivize and punitive actions to weed out poor performers does not produce sustainable results.
APerformanceInc.com

38. Quote
“If you do the right thing for your employees, they’ll overpay you.”
Jim Goodnight, CEO, SAS software
#1 Co. Forbes list
#1 Best Workplace multinational list
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39. Wellbeing for Your Organization
Contact me to talk to your organization or professional leadership association about wellbeing. Your attention today can help move your workplace wellbeing a step or a mile.
Advanced Performance, Inc. helps you determine the right solutions for your culture
APerformanceInc.com

40. Engaged Employees Stay on Target
Engaged individuals give 57% more effort.
Engaged individuals are 87% less likely to leave.
- Gallup
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41. The Wellbeing Advantage
Builds a strong, healthy culture
Leads to greater productivity
Attracts quality talent
Improves engagement,
morale, retention, absenteeism
Have you heard this quote?
Advanced Performance, Inc. APerformanceInc.com

42. Advanced Performance, Inc. APerformanceInc.com
Internal Motivators
Daniel Pink, “Drive: Surprising Truth About What Motivates Us”
Autonomy - self directed, empowered to take ownership, make choices to accomplish our work
Mastery - to do well and grow in areas that matter using strengths
Purpose - engage in work that makes a contribution, to do something meaningful that matters to you.
Advanced Performance, Inc. APerformanceInc.com

43. Empowering Growth in Four Steps
1. Planning - Assessing
2. Training Workshops
3. Launching Conversations
4. Measuring Performance
Ongoing support and guidance for managers to reinforce, sustain and succeed
Onsite events: lunch ‘n learns; stress-less talks; healthy recipes, etc.
4 steps: planning, training, implementing, measuring. It’s a whole new type of growth and dev discussion focused on strengths- show you step by step- run by the ind.
Combination of what co. needs and ind needs, merge these 2 in EG program
APerformanceInc.com

44. Empowering Growth Activity
List activities in your role you often procrastinate or drain you {weaknesses}
List activities you look forward to doing {strengths}
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45. Why Strengths Matter
Using strengths regularly leads to more meaningful, engaging work – #1 value
Using our strengths motivates us and raises confidence to perform
Achievers throughout history have shared a common trait – they know who they are--their strengths and how to use them to their fullest advantage.
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46. Discover Your Strengths
Match your strengths with work responsibilities. Think of an activity you do at work when you feel at your best.
Think of an activity when you are feeling your best, really focused and interested. What are you doing? This will help you link to a strength you are using. TYPE ON THIS PAGE, click T and type at the bottom.
[Call on someone if necessary]
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