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Success Story: Influencer Helps KIPP Schools Increase School Leader Retention

KIPP stands for Knowledge is Power Program and their mission is to "create a respected, influential, and national network of public schools that are successful in helping students from educationally underserved communities develop the knowledge, skills, character, and habits needed to succeed in college and the competitive world beyond."

What I learned about KIPP's use of Influencer:
KIPP used Influencer's model of vital behaviors. There were four vitals behaviors mentioned in the success story:
1. Teach and Insist
2. Prioritize and Execute
3. Engage Your Lifeline
4. Renew to Get Stronger

1. Teach and Insist---This vital behavior talked about getting leaders to emerge from the shadows by delegating responsibilities to other people and holding them accountable. Promoting leadership in the workplace was important for the principals at KIPP. It will also be important with my future career as a health professional (and possibly a future educator) to use the vital behavior of teach and insist. One thing that stood out to me in this section was the fact that the principal that didn't yet use the Influencer model gained a lot of weight because she was trying to wear all the hats and do everything on her own. I do not want this to happen to me or my coworkers so I will be sure that we engage in a "teach and insist" atmosphere in the place that I work in the future.

2. Prioritize and Execute---This portion talked heavily on making goals. Setting short term and long term goals is highly important, as we've also been learning throughout the undergraduate classes in Health Promotion and Wellness. KIPP used this vital behavior to identify the two most important things they needed to accomplish in order to increase their retention rates. I am very good at math so this will be interesting to me to do in my future career as a health promotion professional because I can look at the statistics to see what has been improved over time using the prioritizing vital behavior.

3. Engage Your Lifeline---KIPP mentioned that is important for every principal to have three lifelines (or go-to people) in order to be successful. This encourages people to be leaders and to step up to the plate. People love to feel needed or wanted so it is natural for people to want to be leaders. As a future health promotion professional, I will look for those three people who are my go-to people to help out when needed.

4. Renew to Get Stronger---This vital behavior is very important to my personal beliefs. I think it is very encouraged to leave work at work and to leave home at home. KIPP mentioned to go offline and stay offline when it is not time to be at work. I highly agree with this. Americans specifically are "workaholics" and tend to take their work with them when they leave the office. As a health promotion professional, I will encourage employees to take advantage of their time outside of the office to be able to renew themselves. It not only helps them, it actually helps the company also because people are more productive during their time at work versus if they are constantly doing their work at home.

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1.  Focus and Measure - reflect on this concept and think about what you are really wanting to change and how would you measure that change and show success?  Our focus is on getting people in the Stevens Point community (and eventually spread to the United States) out in nature to experience places or events going on outdoors. We will measure the change by seeing how many people we have using out app and posting on it or about it.

2.  Find Vital Behaviors - reflect and select the one or two vital behaviors that are really driving the problem you are addressing.  What are the MOST IMPORTANT one(s) to address?
The main vital behavior we are focusing on is having clear, measurable goals. Our goals are not fuzzy at all which makes it really easy to work together because we all know what our end product is going to look like.

3. Engage all Six Sources of Influence - reflect on the six sources of influence and think about your strategy and methods.  How would you plan to diffuse these into your project so you actually make a difference?

Personal ability: I am a very visual person so I am using that ability to benefit the group by making the website and social media platforms.
Personal motivation: I actually do not have much personal motivation to work on this project but Carey and Cole are both quite motivated so their skills are keeping me motivated to pull my weight.
Social ability: Since we are basing our project on the Stevens Point area, it is easy for us to come up with activities based in this area because it is likely that one of the three of us in the group have visited these places we will be promoting.
Social motivation: Classmates and their positive, reinforcing energy have given us motivation to carry on with this project and to maybe actually implement this app.
Structural ability: Cole is really good with computers so the structural ability comes from him. Without his knowledge and skills, I'm not sure we would actually be thinking of going ahead with the app.
Structural motivation: Our idea to use technology to get people outdoors seems backwards but the knowledge we have about wellness gives us the tools to know that what we are trying to do is worth it.

Format of reflection: Each team member should reflect independently on these three questions.  Then compare your answers from posts on the padlet see where you are similar or may have discrepancies.  Resolve these and be ready to discuss in class next week.

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Chapter 2:8 in Influencer and Chapter 3:7 in the Worksite Wellness That Works both address how to motivate individuals in changing behavior.  How would you use this information to create a motivating way to get people to adopt the behavior you are addressing in your genius hour project?
One way discussed in class to motivate behavior change would be using incentives. Incentives we are planning to use in ECO-NNECT include: Discount prices at gift shops, Free passes at National Parks, and Coupons for travel gear such as kavu, chacos, or patagonia. We will need to contact these companies and places in order for these incentives to be available to ECO-NNECT users. To be eligible for these incentives, people must meet 2 of the 5 requirements:
1. (Required) ECO-NNECT app user
2. Follow/Post on ECO-NNECT blog
3. Follow ECO-NNECT on Instagram
4. Like ECO-NNECT on Facebook
5. Friends with ECO-NNECT on Snapchat

After we verify that these criteria are met, we can send ECO-NNECT users a one-time use link to the incentives. This is important to verify because we do not want to give out discounts from our sponsors to the general public without benefitting our app.

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How does your Genius Hour project use or build social capital? Use specific ideas from the Influencer book to support your reflection.
ECO-NNECT is building social capital first off in my group. We are all working together to create this app and we are just beaming with different ideas and creativity. My group is amazing. Second, ECO-NNECT builds social capital by using the environment and planned activities to build on meaningful social connections. We have created a gmail and a blog for ECO-NNECT and we are working on creating a Facebook, an Instagram, and a Snapchat as soon as our logo is created. We are really getting things rolling because if this were an actual program that we are implementing (which it really could and SHOULD be) we would want to build on social capital as soon as we possibly could.

Putnam Chapter 3:9 covers experiential learning and concepts involved in that model.  How can you help those you want to change behaviors use the experiential learning theory and develop the growth mind set?
The experiential learning theory involved taking risks with experimentation and trying things over and over until success is achieved. In order to reach success or to maintain success, it is necessary to fail. Failure is good and encouraged actually. My group presented on this topic and we asked "what if we lived in a world where failure did not exist" and there were many responses but my favorite was from Kyle D. He said that if we did not fail, no one would be challenged. In order to help someone change behaviors, I will need to allow them to make mistakes so they can learn and grow from those mistakes. I will have to help guide them to the healthy behaviors but to build their self-efficacy, they have to be intrinsically motivated to make behavior changes and sustain those behavior changes.

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So the SMIZ took me to a discussion board to start a new thread. I missed class on Wednesday because I was not feeling well. (Turns out I have symptoms of walking pneumonia and have a doctor's appointment next week). And because I missed class, I missed the instructions for the SMIZ so I guess I'll take a zero for this week's reflection.

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How would you use Putnam's ideas of "Creating Meaning" for the population you are targeting in the topic for your Genius hour?  As the opening states, we have to help them know their "WHY."  What of the many ideas presented this week help you get buying from your group?

Motivation is a key component to accomplishing any goal. I saw a recent post about how a goal without a plan is just a wish. How will we create an impact on people instead of simply wishing it will happen? Creating a meaningful plan with both intrinsic and extrinsic motivation gives the goal life. Having an inner drive to complete a task or to maintain a goal is the most important detail. Extrinsic motivation is clearly important when having a strong support system however creating meaning is all about the "why" someone wants to make a change. It's the inner drive.

My group's topic for genius hour focuses on people in the community and how we motivate people to get outdoors more often. Study after study states that getting outside and interacting with people with similar interests is good for the body, mind, and soul. Getting people extrinsically motivated to join Eco-nnect will result from having participants in our planned activities. People will see other people using the app and (crossing my fingers) eventually, like any successful app, it will catch like wildfire. Pokemon Go was an app that started small but as more people began hearing about how much fun people were having, more people began joining. The same thing is true with Snapchat. It started small but now about 5 years later after it was created, it is more likely that someone has an account than not. Extrinsic motivation relates slightly with the Social Contagion Theory: when more people are seeing the benefits from something, it will spread. What will be more difficult for Eco-nnect to stimulate is the intrinsic motivation. Intrinsic motivation needs to come from within. If people don't care about what they do with their spare time, it will be harder to create the meaning. Lucky for us, spring time is the perfect time to launch something like Eco-nnect because the weather is getting nicer and people are more likely to want to do things outside when it's getting warmer as the days go on.

FYI- for Week Nine (next week) there will be no reflection question.  It is a spring break present to you all!
THANK YOU SALLIE FOR THE BREAK :)

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I have not seen a question posted for this week so I will reflect on what we spoke about in class. I was not feeling well on Wednesday so unfortunately I was unable to hear the rest of the genius hour presentations and I missed out on Jake and Tanner's teaching.

What I heard from Monday was a lot really great ideas focusing on other students' areas of interest. I resonate most definitely with Jenna Schultz and Darby's because I too am interested in the elderly population. I think they have a lot of great ideas that would be helpful in sustaining a high level of wellness in the elderly population. I thought there proposal was very well put together and that they did a very nice job explaining to the class what their goals of the program would be.

I also thought my group had a lot of awesome feedback about the Eco-nnect app! I was amazed at how many people thought we had a good idea. The suggestions were all super helpful and we will definitely take them into consideration. I think the biggest take away to our presentation is the fact that we want to use technology to our benefit to activate a drive in other people to get out and enjoy the nature we live in. By first getting outside and engaging in activities, we are helping improve social wellness and emotional wellness as well as physical wellness and career wellness. We are improving on environmental by simply using the outdoors for the benefit of humans. We are improving social wellness by planning activities where people can hang out with their friends or make new friends too. We are improving emotional wellness by helping people get negativity off their minds while they engage in these activities as well as stimulating laughter and other emotions that come with competition. We are improving physical wellness in the active form of physical wellness by providing movement activities for people to participate in. We are improving career wellness by providing free-play options where people can spend their time doing free activities instead of spending their money doing other things like going to the movies, going out to eat, going shopping, etc. I'm sure in ways, Eco-nnect will help improve spiritual wellness and intellectual wellness as well. I am excited to see where Carey, Cole, and I take this.

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First:  How can you use the six sources of influence to create your solution to this problem?  Be specific.
The six sources of influence are Personal Motivation and Ability, Social Motivation and Ability, and Structural Motivation and Ability.
My group's driving question is "How do we use the environment to increase social connections and interactions to promote a positive sense of community through the use of technology?"
Personal Motivation: the individual must have the internal drive to increase their social wellness. The environment can be an asset in building social connections individuals with similar internal drives. This is helping them love something they might hate (like being off their cell phones for a period of time).
Personal Ability: the individual must have the ability to unplug and acceptance for the process of using the environment to their benefit. This is helping them do what they can't.
Social Motivation: finding a group of people to interact with in the environment will help motivate people on the individual level as well. This is helping provide encouragement from peers.
Social Ability: the group's capability to work together to get to a common goal. This is helping provide assistance.
Structural Motivation and Ability: these two go hand-in-hand because in order to use the environment to benefit social wellness, the structure of the environment must both be available to the individuals and the groups as well as motivating for the individuals and the groups to want to continue using this method. This is changing the economy (the environment) and changing the space (again the environment).

Second: What information to date has been covered in the Putnam book that can help guide your in group's investigation into your topic?
The thing that stands out to me the most in Putnam's book that will help my environmental group is Maslow's hierarchy of needs. Do people have the Self-Actualization or are they still at the bottom where they are working to get their basic needs. Another thing that stands out to me is the usage of SMART goals. In order to achieve anything, it is important to set goals that follow the guidelines of being specific, measurable, attainable, realistic, and time-bound.

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1. Can you identify one way all the material we have covered (through Wed. Feb. 20) links together in a best, promising, or emerging practice methodology?

So far we have learned about culture in the workplace, identifying vital behaviors, setting SMART goals, creating a positive environment, and more. All of these are ways in which we can promote wellness in the workplace in a best practice method. SMART goals, for example, have been proven to be much more effective than "fluffy" goals without specific details on accomplishing the goal. The positive environment and the work culture in which we surround ourselves in are much more likely to provide thriving productivity in the workplace with employees that actually enjoy being at work. We learned this week that an employee that has a friend at work is likely to be 7 times more productive than an employee that feel lonely at work. It makes sense because of what we learned weeks one and two with the social contagion theory. People are going to be more likely to be happier around happy people as well as be productive around other productive people.

The fact that the social contagion theory works is pleasing for health promotion professionals. What I mean by this is that if events are planned for employees, if one employee with, let's just say an "alpha" personality, joins in on the event, more people are going to follow that person. This is a best practice because it is influential to the work environment to identify who the natural role models are and how to use their strengths to the benefit of the company. Using people's strengths in turn will create a more productive team atmosphere allowing the company to get more done. Like with Patagonia where wellness is the norm and a wellness coordinator is not needed, more companies may begin to shift as well due to the social contagion theory.

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It says an anonymous person is writing my reflection but I promise it's really me! I'm at my parents house and forgot my laptop charger in Stevens Point so I'm using my mom's computer.

Ideas can change the world, but only when coupled with influence - the ability to change hearts, minds, and behavior.

Muhammud Yunus, Nobel Peace Prize Winner.

1. How can you interpret the information presented so far in the Influencer book to reflect on this statement?  What principles help you agree or disagree with the statement?
One simple idea, to be happy for example, is appealing to most people. Sure, being happy sounds like a wonderful idea but it is easier said than done. When coupled with influence, ideas are more likely to transition from thinking into doing. Setting goals can be an influential way to make the shift in behavior. Fuzzy goals such as "be happier" are less likely to be accomplished than Specific, Measurable, Attainable, Realistic, and Time-worthy goals, also known as SMART goals.
A SMARTer goal than to "be happy" might be "by the end of this semester, I will be happier than I currently am by smiling more often and laughing at more things. I will interact more often with optimistic people and I will engage less often with those who drain positivity from me." Notice how I used personal motivation and ability, social motivation and ability, and structural motivation and ability to set a SMART goal that will help reach that idea of being happy. (Again this was just an example. I am a pretty happy person.) The power of influence can shape the idea into motivation to achieve goals. These goals can help to change hearts, minds, and behaviors.

2.  What is your vision of wellness using the principals promoted in Workplace Wellness that Works book?  Use Putnam's to imagine what is possible to create an innovative wellness program.
My vision is to become "the bucket-lister." My career will help increase emotional and mental health as well as environmental and social wellness through immersion into the beauty of our natural world and by engaging in meaningful social interactions. I wish to increase the drive to seek adventure in those who are diagnosed with terminal illnesses or anyone seeking to embark on a new journey. I long to work in a self-fulfilling career while impacting the lives and experiences of those I interact with.

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How can you take the various theories and ideas covered these first three weeks and apply them to your journey into being a Health Promotion Manager?

1. What made you curious this week?
This week we began reading our books. It made me curious to learn about the influencer a little bit more. I want to keep reading to find out more on what makes a good influencer beyond just being a role model and leading by example.

2. What about your thinking, learning, or work this week brought you the most satisfaction? Why?
This week, I felt satisfied by my lack of procrastination! I was on the ball this week with turning in assignments and I actually felt responsible about getting my homework done on time. Not only did this hold true for HPW 420, but also for my other four classes as well.

3. How did you help the class learn this week? If you feel you didn't add to class or feel the need to contribute more consider what can you do next week to help other learners more?
I'm never afraid to speak up in class and this week, I think I did a good job of allowing other students to engage in class. After the readings this week, I felt like I had not comprehended as much of the information as I would have liked to. This next week I will work on better understanding what I am reading and why we are reading it. I think both books have a lot of good information for HPW students and leaders in general to know!

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1. What was something new or thought about in a different way that you learned this week and why?
This week in 420, we watched a video on British Humor and how different people find things funnier than others. As a class we were asked if we are able to laugh on our own or if we need an outside force to make us laugh. This thought struck me as interesting because of my ability to be easily entertained.
I work on campus as a Peer Adviser and as part of our staff meeting this week, we were asked to take an assessment on our strengths from StrengthsQuest. Our boss, a certified Strengths Coach, would interpret our strengths for us. Among my top five strengths from this assessment was positivity. The description for positivity explained that someone ranking high in this category easily lights up a room by their sense of humor and overall optimism. It is interesting to find out things about myself outside of class and how they can relate to some things I am learning in class. I am a huge fan of laughter and cracking jokes. I enjoyed learning a bit about how the ability to laugh or make others laugh can come off as being a good leader.

2.Based on best practices, how can you apply what you know in you career choice as a Health Promotion Manager?
Along with the strengths coaching interpretation session that I attended this week, I found I am strong in adaptability, strategizing, self-assurance, and empathy (as well as positivity). Using this information in relation to best practices, I can apply what I have as strengths towards being flexible and confident in using a practice that is already tried-and-true. As a Health Promotion Manager, it is important to be able to trust what information has already been found related to any programs I may be leading in the future. I can be sure to use my strategic mind to see what best practices I should be using instead of promising or emerging practices.

3.What do you want to learn more about, and why?
I am very curious to learn about what other Health Promotion and Wellness students bring to the table as strengths, especially as we are beginning to work in groups starting week 3. My boss told me that it is extremely rare for someone to rank "adaptability" as their #1 strength! I want to learn more about how that can help me be an even better leader as a Health Promotion professional.