Originally presented at Conference: http://www.apa.org/wsh/final-program.pdf Originally presented at Symposium Protecting and Promoting Total Worker Health The 10th International Conference on Occupational Stress and Health SYMPOSIUM TITLE: Total Worker Health™ and Health Promotion Interventions SYMPOSIUM CHAIR: Anthony D. LaMontagne, ScD, MA, MEd, McCaughey VicHealth Centre for Community Wellbeing, Melbourne School of Population and Global Health, University of Melbourne, Australia PAPER TITLE: Reaching Emerging Adults With Workplace Health Promotion: Evidence-Based Adaptations in Three Settings Joel B. Bennett, PhD, OWLS, Fort Worth, TX

1. Team
Awareness
& Team
Resilience
the evidence-
base
This presentation describes
background on Team Awareness and
Team Resilience
Joel B. Bennett, Phd
www.organizationalwellness.com

2. Team
Awareness
Team
Awareness
nudging the
culture of wellness
2000 2013
www.organizationalwellness.com
OWLS has been disseminating this program with evidence-based guidance on
research-to-practice translations since 2000

3. • Team Awareness developed--NIH Grant (8-hour program)
• Identified as Evidence-Based (Model) Program by DHHS (2002)
• Has reached estimated 30,000 workers in diverse settings
• Adapted for corporate, military, tribal settings,
union settings, municipalities, government,
ex-offenders, young restaurant workers,
NECA-IBEW, youth corps, others
• National Guard flagship program
• Team Resilience in NREPP (2012)
• Both in Clearinghouse for Military Family
Readiness
1994-2002
(TCU)
Team
Awareness
2002-2005
www.nrepp.samhsa.gov
3
Team Resilience

4. Why Team Awareness
1. Peer support: group cohesion, positive communication are
among the strongest workplace-based predictors of
employee health and wellbeing
2. Peers know: about behavior concerns in their coworkers
before others and may be in a position to help
3. Local work climate is a significant contributor to employee
risk and deviance (e.g., unhealthy dietary norms, drinking
climate, bullying climate)
4. Coworkers influence health behaviors: role-modeling,
behavioral contagion, social norms, intra-network diffusion
5. The group is THE nexus for Total Worker Health processes
(The We in Wellness)

5. Joel B. Bennett & Lois E. Tetrick (2013). The "We"
in Wellness: Workplace Health Promotion as a
Positive Force for Health in Society. Chapter >>>
peer-to-peer health-related
exchange is the sweet spot

6. Results of Clinical Trials
• Team Awareness (evidence-based workplace
program); clinical studies found improvements
– Help-seeking
– EAP utilization
– Supervisor Responsiveness
– Stress levels
– Work Climate
– Policy/benefits knowledge
• While also reducing problem drinking and
productivity problems

7. Key Outcomes Reference
Improved help-seeking, improved EAP
utilization
Bennett, J.B. & Lehman, W.E.K. (2001). Workplace substance
abuse prevention and help-seeking: Comparing a team-oriented
and informational training. Journal of Occupational Health
Psychology, 6(3), 243–254
Improved supervisor willingness and
ability to address troubled workers and
utilize the EAP
Bennett, J.B., & Lehman, W.E.K., (2002) Supervisor tolerance-
responsiveness to substance abuse and workplace prevention
training: Use of a cognitive mapping tool. Health Education
Research, 17 (1), 27-42.
Improved work climate, reduced stigma for
seeking health, reductions in problem
drinking, improved productivity
Bennett, J.B., Patterson, C.R., Reynolds, G.S., Wiitala, W.L., and
Lehman, W.E.K., (2004). Team Awareness, Problem Drinking, and
Drinking Climate: Workplace Social Health Promotion in a Policy
Context. American Journal of Health Promotion, Nov-
Dec;19(2):103-13.
Improved use of healthy coping skills Patterson, C.R., Bennett, J.B., & Wiitala, W.L., (2005). Healthy
and unhealthy stress unwinding: Promoting health in small
businesses. Journal of Business and Psychology, 20 (2), 221-247.
Willingness to attend training, satisfaction
with training and reported personal
relevance; these results were achieved
with high-risk employees
Bennett, J.B., Aden, C. A., Broome, K &. Mitchell, K. (2010). Team
Resilience for Young Restaurant Workers: Research-to-Practice
Adaptation and Assessment. Journal of Occupational Health
Psychology, 15(3):223-236.
Reduced problem drinking, improved
productivity due to managing alcohol use.
Broome K, Bennett JB (2011). Reducing heavy alcohol
consumption in young restaurant workers. Journal of Studies
Alcohol & Drugs, 72, 117-124, 2011
Reduced stress, evidence of social
diffusion of stress management skills,
improvement of work climate.
Petree RD, Broome K, Bennett JB (2012). Exploring and
Reducing Stress in Young Restaurant Workers: Results of a
Randomized Field Trial. American Journal of Health
Promotion,6(4), 217-224

8. Four Independent
Clinical Trial Replications +++
• Electricians (Oregon, Washington)
• Youth Corp (Colorado, California)
• Municipality (South Africa)
• Nursing Students (Oregon)[1]
[1]Cadiz, D. M., O'Neill, C., Butell, S. S., Epeneter, B. J., & Basin, B. (2012). Quasi-experimental evaluation of a substance use awareness educational intervention for nursing
students. The Journal of nursing education, 51(7), 411.
Bennett J.(2013). Adapting Team Awareness and Replication (With Response). J Nurs Educ. 52(2) 69-70. doi: 10.3928/01484834-20130123-1

9. Important to know
“Team Awareness was originally designed as a prevention
intervention for the workplace culture; that is, to promote a
culture of health and healthy choices among workplace social
groups. It was not designed as a set of separate tools that
participants could use in different ways for different purposes.
The overall goals are holistic—bring workers together to
experience the social aspects of the program and learn skills
(for well-being, stress management, communication, peer
referral) in the context of the social group.”
Bennett J.(2013). Adapting Team Awareness and Replication (With Response). J Nurs
Educ. 52(2) 69-70. doi: 10.3928/01484834-20130123-1

10. Key articles on
stress
reduction
Patterson, C.R., Bennett, J.B., & Wiitala, W.L., (2005). Healthy and
unhealthy stress unwinding: Promoting health in small businesses.
Journal of Business and Psychology, 20 (2), 221-247.
Petree RD, Broome K, Bennett JB (2012). Exploring and Reducing Stress
in Young Restaurant Workers: Results of a Randomized Field Trial.
American Journal of Health Promotion,6(4), 217-224

11. PRE 6 MO 12 MOT
R
A
I
N
I
N
G
Even
Workers
who were
not exposed
to the
training and
not even
employed
at the time
of the
training
showed
reductions,
compared
to
employees
in the
control
Social diffusion: role modeling, skills sharing, encoura

12. How OWLS
consults on
RTP*
adaptations
*research-to-practice LEARN MORE: http://organizationalwellness.com/getting_serious_about_workplace_wellness/

13. How OWLS consults on
RTP adaptations
• Intervention design occurs in the context of
understanding local organizational dynamics
and temporal phases of program uptake
• Four factors comprise dynamics and uptake
– Fidelity to intervention: adherence to original
protocols and training-of-trainers, monitoring
program drift, training on fidelity
– Adaptation/innovation: customization and
tweaking to fit with local culture, policy, change
– Capacity building: stakeholder buy-in, social
marketing, pre-post engagement strategies
– Intervention delivery: when, where, what, how,
who-technical aspects of intervention
Learn More: http://organizationalwellness.com/consulting/

14. Bennett, J. B., Cook, R. F., & Pelletier, K. R. (2003). Toward an integrated framework for comprehensive organizational wellness: Concepts,
practices, and research in workplace health promotion. In Quick, James Campbell (Ed); Tetrick, Lois E. (Ed), (2003). Handbook of occupational
health psychology. , (pp. 69-95). Washington, DC, US: American Psychological Association, xvii, 475 pp. doi: 10.1037/10474-004
It helps to know
where in this 2 by 2
grid your program
emphasis will be
short-term and
long-term