The HERO Scorecard focuses on how and why organizations need to continue to invest in health and well-being programs besides the traditional Return-on-Investment (ROI) focus. The HERO Scorecard addresses six key sections, one of them being constructing organizational support. In the HERO Scorecard, questions are asked about best practices in creating organizational support. This may range from “health, from leadership involvement and methods of communicating the company’s health values to specific tactics, such as company policies and the physical environment features that address stress management, physical activity, eating habits, safety, tobacco usage and work-life balance,” (HERO Scorecard Report, p, 31, 2016).  Companies that have a higher organizational support of health and well-being have a higher total HERO score but also receive higher average scores in the rest of the five sections of the scorecard. Thus, establishing a strong organizational support has a domino effect on the rest of the wellness initiatives. Aldana (2016) states “About 40% of the success of behavior change happens when we establish a supportive environment and when we receive peer support from others.” A workplace that has policies, managers, and a physical work environment that is set up to support the health and well-being of its’ employees is more likely to have success in nudging employees to make behavioral changes than a worksite wellness program that just offers a fitness center with no support from management or leadership example or policy to support employees using the fitness center. 

            The HERO Scorecard will provide a best practice tool of a series of questions that will be able to focus the attention on leadership support in creating a culture of health. In addition, my Briefcase project will supplement with questions from the CDC Worksite Scorecard and WELCOA’s Culture Audit. Using all three best-practice tool, a collection of the best validated questions will be able to be collected to focus in on addressing the driving question of the Briefcase project. Examining the tools that are available, there is not one specific tool that focuses only on organizational leadership support of culture of health therefore pooling questions from the best practices sections that address the leadership component will allow for a more focused study of this proposed topic. 

References

Aldana. S. (2016, September 7). How the best worksite wellness programs change behavior [Web log post]. Retrieved from https://www.wellsteps.com/blog/2016/09/07/best-worksite-wellness-programs/

The HERO health and well-being best practices scorecard in collaboration with Mercer. (2016). Retrieved from http://hero-health.org/wp-content/uploads/2016/10/HERO-Scorecard-2016-Progress-Report_digitalREV.pdf

 

 

            The information that was shared on my Padlet with my classmates unfortunately did not help in answering my driving question and I didn’t receive feedback from my classmates. The greatest feedback that I received was from my workplace in working through the steps of my project. My Briefcase Project evolved from focusing on a very broad concept of manager support culture of health and employee wellbeing to a much more specific question that became my current driving question. 

            If given the opportunity to do things differently, I would have worked more exclusively sooner within my organization to develop my Briefcase Project as it has a direct impact on assessing the membership basis. I feel that I would have realized that my original driving question was too broad of a topic for our organization and could have dug deeper into different avenues to explore.