Faye B.’s Post

Moving ideas to impact requires trust, authority, consistent and credible insights. We recently completed our 'Ideas --> Impact: 2024 Guide on Activating Industry Change, and highlighted 3 companies that have done this particularly well. Chief, in partnership with Wakefield Research,  surveyed 600 CEO’s for their “The New Era of Leadership”  from which they defined a new model of leadership to navigate through troubling times -- and will celebrate this with their upcoming awards judged by a top panel of industry leaders. Lyra Health, a provider of workplace mental health solutions, surveyed 250 HR   and benefits leaders and over 3,400 employees across industries and   countries  to show the critical need for mental health support and cementing their position as a forward-thinking innovator in the space. Vivvi released their ROI of Caregiving study, sharing findings that reframe caregiving from a nice to have to a business imperative. Together with Lauren Smith Brody, they widely amplified this finding (and what a smart and strategic partnership!) What made these companies all so successful in boosting credibility? ⭐They make clear what their company stands for  ⭐They share specific and actionable insights and learnings ⭐They bring in others (partnership orgs and experts) to help them amplify their learnings. Who caught your eye that we should include in our next version??

Today, I want to take a minute to talk about positive problem-solving, a topic I discussed recently with Leslie Smith as part of Boyden's Leadership Series. “This might be a crazy idea but…” How many times have we all prefaced an idea with that statement? In 2020, Oneeka Williams MD, MPH, my wife and a positive health educator, shared an important concept that continues to guide me as a leader today in her Psychology Today article, The 5 Habits of Positivity - Coping effectively in times of social crisis and personal loss. “Starting with a clear shared understanding that for every problem there is a solution with faith, a willingness to work together, and a combined sense of determination, we can find solutions.” My role as a leader at The Dimock Center is to create a culture of positive problem-solving. To me, this means not skipping the critical steps involved in fully understanding a problem, and then strongly believing in our ability to find solutions—including those that are prefaced with “this might be a crazy idea, but….” I firmly believe that this positive mindset has allowed us to bring creative solutions to the table that help us better serve the needs of our community! What “crazy” idea have you had recently and were you able to harness positive problem-solving to make it a reality?

Understanding Behavior Change: Individual vs. Community Models Yesterday, I attended a workshop focused on fostering dialogue among various healthcare stakeholders about the meaning of primary healthcare, health promotion, and identifying existing gaps. Our discussions included the Alma Ata Declaration (1978) and the Ottawa Charter for Health Promotion (1986). It was enlightening to explore how we’ve progressed toward the objectives of these foundational documents over the past four decades. What stood out most were the behavior change models applicable at the individual, family/group, and community levels. These models hold great potential for improving our current healthcare landscape and fostering meaningful change. Excited to see how we can integrate these insights into our practice. A heartfelt thanks to Dr Mohammed Ishaaq Datay for allowing me to become a part of this opportunity. In the realm of health and wellness, understanding behavior change is crucial for fostering lasting transformations. Two key frameworks that guide this understanding are the stages of change model at the individual level and community-level models. Individual Behavior Change: Stages of Change Pre-contemplation: Individuals are unaware or not considering change. This stage highlights the importance of awareness and education. Contemplation: Here, individuals recognize the need for change but are ambivalent. Motivational support and resources can be pivotal. Preparation: Individuals are ready to take action, making plans and seeking support. This stage emphasizes goal-setting and community resources. Action: People actively modify their behavior. Community support and accountability can enhance commitment and sustainability. Community-Level Models At the community level, models such as the Social-Ecological Model illustrate how individual behaviors are influenced by broader social, environmental, and policy factors. Successful community interventions often align with the individual stages of change, creating a supportive environment that facilitates and sustains personal transformations. The Connection Understanding the interplay between individual and community-level behaviors is essential for effective intervention strategies. By fostering awareness, support, and resources at both levels, we can create a culture of health that empowers individuals and strengthens communities. Let’s continue to share insights and strategies to bridge these models, ensuring our efforts lead to meaningful and lasting change! Mohammed Ishaaq Datay International Foundation for Integrative Medical Research InUversal Group CEO Squad #BehaviorChange #CommunityEngagement #PublicHealth #Sustainability

Long Covid: A Call to Action for Corporate Leadership in Building a Healthier Future In the face of Long Covid, we find ourselves at a crossroads that calls for more than just business acumen; it demands a compassionate and forward-thinking approach from the corporate world. This isn't just about the immediate impact on businesses; it's about our collective responsibility to foster a healthier, more resilient society. The persistence of Covid-19, particularly in children as highlighted by recent research in The Lancet (https://lnkd.in/dxNGjAAC), is a stark reminder of our shared vulnerability. These children are more than future contributors to the workforce; they are the heart of our communities, deserving of every opportunity for health and well-being. Similarly, the cognitive impairments in medical students, as reported in Cureus (https://lnkd.in/dtnWRryA), represent not just a future challenge for the healthcare system, but a present concern for the well-being of our aspiring professionals. Harvard Economist David Cutler, Ph.D., underscores the financial aspect, but the message extends beyond economics: "There is no amount of money the government shouldn't spend to fix Long Covid. The problem is so vast that the only question is whether the prevention or treatment will even marginally work." Businesses have a unique opportunity to lead the way in responding to this challenge. By supporting health initiatives, fostering research, and advocating for effective policies, the corporate world can contribute to a broader societal effort to combat Long Covid. This isn't just an investment in the future of business; it's an investment in the future of our communities and the health of generations to come. Our collective action today will not only shape the trajectory of Long Covid's impact but also define our legacy as leaders who stood up in a time of need. Let's work together to build a healthier, more resilient world for everyone. #LongCovid #CorporateLeadership #CommunityHealth #SocietalWellbeing

Looking back at March, I'm grateful for Brittany Spanos, M.L.E.R and her insightful Implicit Bias program! This training took a deep dive into understanding unconscious and conscious biases, shedding light on their impact on decision-making and workplace dynamics within healthcare. Implicit bias training is crucial for fostering inclusive environments and promoting health equity. #ImplicitBias #DiversityAndInclusion #HealthcareEquity

A nationally-known speaker, equity evangelist, and public health leader, Natalie S. Burke is President and CEO of CommonHealth ACTION, a national public health entity that develops people and organizations to produce health through equitable policies, programs, and practices. For more than 25 years, Natalie has held leadership positions focused on creating opportunities for health through community, institutional, and systemic change. This has included providing capacity-building support for community-based, multi-sector collaboratives; developing organizational boards to implement equitable policies; designing and implementing community-based strategies to improve the social determinants of health; providing training and strategic counsel to local, regional, and national foundations focused on equitable grantmaking; developing and delivering curricula and learning experiences for the public health and healthcare workforces; serving as an executive coach for C-level leaders and teams; and, designing programs to develop leaders across communities, sectors, and disciplines who commit to building healthy communities. In addition to serving as the primary architect of CommonHealth ACTION’s Foundations of Equity, Diversity, and Inclusion and Health Equity courses and certifications -- Natalie served as co-Director for the Robert Wood Johnson-funded Culture of Health Leaders Program and Director for Kaiser Permanente’s Institute for Equitable Leadership in Baltimore. Natalie believes that to alter our collective health destiny we must change our language; challenge deeply held beliefs about equity, power, and identity in our society; create constructive discomfort to spark perspective transformation; and accept the role we each play in the production of the public’s health. #ChangemakerSpotlight #WE4Equity #WEWINTogether #Equity #Change #realchange #betterancestor

Join Us in Advancing Inclusive Health Equity!  At Agnes Scott College, we are on a mission to drive meaningful change in matters that impact the community. This year, we’re talking about inclusive health equity. We believe that every voice matters and that together, we can create a more inclusive and equitable system across the broad spectrum of services and programming that impacts health equity. Mark Your Calendar: October 9  We invite you to participate in this crucial conversation. Your insights and experiences are invaluable as we work to address disparities and champion health equity globally. What to Expect: Innovative Discussions: Engage with leading experts and thought leaders. Networking Opportunities: Connect with like-minded professionals passionate about health equity. Actionable Strategies: Gain practical tools and insights to drive change in your organization and community. Let’s make a difference together! Register now to secure your spot and lend your voice to this vital cause. Learn more and join the conversation: https://bit.ly/2024WGLC Together, we can pave the way for a healthier, more equitable future for all. Don’t miss this opportunity to be at the forefront of change! #HealthEquity #InclusiveHealth #Leadership #Networking #HealthcareInnovation #EquityInHealthcare #JoinTheConversation

Last week, Motivo Health held our inaugural summit to address the pressing issue of the mental health workforce shortage. Our attendees shared their perspectives on how this issue manifests in their organizations, and we spent the entire day learning and ideating practical strategies to address the shortage. The mental health worker shortage can be summarized simply: there isn't enough supply to meet the demand. This imbalance creates competition, friction and burnout among providers, diverting our collective focus from solving other crucial issues such as access, quality, and reimbursement. Rachel McCrickard, LMFT and I learned a ton! Some highlights: #1: Look for opportunities to move some of the burden off the shoulders of the limited pool of providers. Example: Shereef Elnahal from the VA discussed integrating digital therapy with local high-touch support, and also looking for opportunities to move identification and diagnosis further upstream where possible. Kevin M. Lynch discussed financial support offered to several universities to add population health management to their curriculum. #2: Tools that enable providers to do less non client-facing work while reducing burnout are essential. Example: Hafeezah Muhammad described her automated tool that creates patient treatment plans in minutes, compared to the traditional 45-minute process. #3: Improving access to education and test prep can draw new entrants into the field. Example: Our panel representing Capella University and Triad agreed that we have the opportunity to transform in-person courses to online to support a broader range of students, but doing this right requires building the right infrastructure and systems to legitimize this shift. #4: 57% of social work graduates never get their license due to the lack of access to clinical supervision and the associated costs. Example: We at Motivo Health connect graduates to virtual clinical supervision and help them navigate the complex state-specific licensure requirements. #5: Community clinics are losing clinicians to teletherapy companies with offers of better benefits and bonuses, administrative support, and a peer community. New retention strategies are necessary. Example: Eric Paul at HCA is building dedicated education relationships with schools and offering professional counseling and tuition reimbursement to attract and retain talent. Conclusion: There’s work to be done, but the mental health worker shortage feels a little less elusive after our discussions at the summit. If you have actionable strategies or thoughts to share, we want to hear from you. Email me at jon.stout@motivohealth.com

Recovery doesn't end with treatment; it's a continuous journey enriched by community and support. This is where our alumni management software steps in, tailored specifically for behavioral health centers. It’s more than a tool; it’s a bridge connecting alumni, fostering an environment of ongoing growth and healing. Our latest blog explores the transformative impact of integrating alumni management software in behavioral health centers. From enhancing patient retention to fostering long-term success in recovery, the benefits of a connected alumni community are profound. Are you a treatment center looking to elevate your alumni program? Dive into our blog to understand how our software can revolutionize your approach to alumni engagement. Ready for a deeper conversation? Let’s talk about how we can integrate the strength of a connected community into your services. Discover more in our blog: https://lnkd.in/eDXkCjPR Connect with us: https://lnkd.in/gun4SV6N Together with Sunwave Health, let’s build a thriving ecosystem of support and growth within the behavioral health community. #AlumniManagement #ConnectedRecovery

As we welcome the new year, we stumbled upon an intriguing article from the Stanford Social Innovation Review that got us thinking. It emphasized the significance of openly discussing failures in the global health field to enhance programming. While the concept isn't new, the article shed light on the various obstacles that hinder professionals from sharing their failures and learning collectively from them. It also provided some valuable suggestions for developing personal failure-related skills and fostering failure-friendly environments. Here at Changeable, we recognize the importance of learning from our own failures. We've taken the past few weeks to reflect sincerely on our shortcomings. As implementation strategists, we firmly believe that this introspection is crucial for ensuring top-notch execution. In 2024, we enthusiastically embrace the challenge put forth by SSIR. By being open and transparent about our failures, we are confident that we'll be better equipped to identify program weaknesses, execute effective implementation, and enhance our clients' self-efficacy, return on investment, and overall program impact. So, what about you? What can you do differently this year? For more insightful content on failure, check out the Stanford Social Innovation Review article: https://lnkd.in/g6S_2hKz #behavioralscience #behaviorchange #behavioralinsights #socialbehaviorchange