This week in class we learned about the Social Contagion Theory. This theory was something new that I had never heard of before. The theory explains how social influence works and how the people around us can influence us in a positive or negative way. After class discussion I started to think about numerous times that the people around me affect me in a positive or negative way. For example, one of my roommates is always in such a great mood. When she comes back to the apartment after classes her mood and smile rubs off on me almost instantly. I found this theory to be very interesting on how it really explains that when someone is in a positive or negative mood it is truly contagious. 

2. Based on best practices, how can you apply what you know in your career choice as a Health Promotion Manager?

Based on best practices, there are many things I can apply as a future Health Promotion Manager. Since I want to work with special populations, I can apply many best practices when working with them such as physical activity recommendations for special pops, stress management techniques that are shown to be successful, as well as other best practices that are generally used among special populations. As we learned in class not all best practices are promising for each individual, so it is crucial that I find best practices that will work for my individual clients.

 

3. What do you want to learn more about, and why?

I would really like to learn more about special populations because this is my field of interest in Health Promotion. I want to specifically learn how to help them through everyday life and the many challenges they face daily. I would also like to learn more about what truly influences people’s behaviors as this will be necessary for our future careers in Health Promotion. 

Something that made me curious this week after reading “The Influencer” and “Workplace Wellness That Works”, is how I can become an agent of change just like Oprah Winfrey, Morgan Spurlock, and Michael Pollan. Becoming an agent of change, is not just about delivering information and demonstrating expertise; its all about moving people, giving them the tools to transform themselves, and speaking to the heart. Becoming an agent of change, is something that I am curious but excited to learn more about as the semester goes on.

 

What brought me the most satisfaction this week was reading the two chapters that were assigned for Wednesdays class. In all honesty I’m not the biggest fan of reading so I was a little bummed that we had quite a bit to read. After reading both books, I gained so much new knowledge that really intrigued me and inspired me to learn about how to become an agent of change. Reading these two chapters has really sparked my interest to truly want to become an agent of change and help influence and motivate people to make changes for their overall health and well-being.

 

I helped the class learn this week by participating in class discussion and sharing my thoughts about the readings we had due for class. By sharing my thoughts and viewpoints with the class, I was able to help others learn by letting them see a different point of view that maybe they didn’t think about in the context that I did. I believe I have been contributing to class discussions consistently and I’m quite proud of stepping out of my comfort zone and contributing to each class discussion. In the weeks ahead, I’m going to continue making sure I’m prepared and ready to contribute to our class discussions. 

  - Muhammud Yunus, Nobel Peace  Prize Winner.

The Influencer book has provided us with an abundance of knowledge on how to become a true agent of change and how to make our ideas cause a real change. The Influencer explains that to make a real change and be successful we need to rely on the “Three Keys to Influence”, and to make sure we engage all “Six Sources of Influence” as well. When we use these two concepts of influence, change becomes not only more likely but almost inevitable. 

 

My vison of wellness is to help individuals find their sense of purpose as well as helping everyone to succeed and reach their full potential. Its important to create a wellness movement/ innovative wellness program that supports the individuals needs but also helps them to flourish as individuals. My goal for wellness is to incorporate all the elements of well-being as well as incorporating Maslow’s Hierarchy of Needs to help all individuals reach their full potential in life.  

We have learned so much already this semester and I believe that there are multiple ways the material we have covered thus far link together in a best, promising, or emerging practice. One way that I think all the material we have covered links together is how individuals will always be strongly influenced by the those around them. Everyone of us is a part of a social network, and within this network, every personal choice we make can spark a social contagion effect or ripple effect. For example, if your coworkers are happy and positive, you are more likely to adopt these same behaviors. If your significant other is upset, grumpy, and irritated after they walk through the door from work, you are more likely to experience these same feelings even though you might have been in a good mood beforehand. Our habits and feelings influence our friends, our friend’s friends, and even our friend’s friend’s friends without us even realizing the effect we truly have on everyone around us. I believe that no matter what area of wellness we go to work in, individuals will always be motivated and influenced by those around them. I believe that’s why its so very important that we develop a culture that is positive where individuals can feel connected to one another. I believe its important to develop a culture where individuals can be motivated and excited about making a change within an environment that promotes better health, well-being, and overall vitality. 

My groups driving question is “How can we as health professionals intrinsically motivate older adults who live independently to break through the barriers they have of injury and or fear of falling so that they are able to live a more active and fulfilling life?” To create a solution to this problem, we are going to use the six sources of influence.

The first source of influence is Personal motivation: This is the aspect we are specifically trying to achieve in older adults. To hopefully spark personal motivation within them we will help them identify their personal motivators. For example, an older adult’s personal motivator could be that they want to stay living in their own house and on their own instead of going to an assisted living. Another example may be that they want to stay close to their family and not have to go to an assisted living because they won’t see their family as often. We will help them dig deep to find their personal motivators to help them overcome their fear or falling and risk of injury, so they can live a more active and fulfilling life while being able to live independently. We can also motivate older adults by sharing success stories of other older adults who are still living independently to spark some motivation within them.  

The second source of influence is Personal ability: We need to make sure older adults have the personal ability to put our solution to action. For them to be able to put our solution to action we need to make sure they have the skills, talents, and the understanding of how to put the solution into practice. In addition, we will help older adults find their personal ability, their skills, and talents to help them see they do have the ability to overcome their fear of falling and or fear of getting injured.    

The third source of influence is Social motivation: We need to help older adults find those individuals that influence/motivate them to want to overcome their fears to becoming more active and living independently. 

The fourth source of influence is Social ability: Social motivation and social ability go hand in hand. We need to consider whether our target population has individuals that enable them to help them overcome this problem. Having a support system that is motivating and encouraging is crucial in helping create a solution to this problem. 

The fifth source of influence is Structural motivation: We can use this specific source of influence to help our target population understand why this problem needs to be addressed and how we can solve it. We can use incentives for example to help encourage and enable them to want to overcome this problem. We can even show them the benefits that come from overcoming their fears and wanting to live a more active life. Showing them the positives that can come from being more active can help them stay living independently but also lead them to a more fulfilling life.   

The last source of influence is Structural ability: To create a solution to our problem, we need to take in consideration our target audiences environment and see if it supports change.

2.  What information to date has been covered in the Putnam book that can help guide in your groups investigation into your topic?
The first thing that comes to mind of all the information that we have covered to date in the Putnam book that will help guide my groups investigation is to start with the what’s right concept. When working with the older population its crucial that we start with what their strengths are and not their weaknesses. By helping older adults focus on their strengths, abilities, and talents will not only help motivate them but also encourage them to make a change to living a more active life. This concept will be very important when working with the older population because we don’t want them to feel down on themselves or that they aren’t capable of change. By focusing on their strengths rather than their weaknesses we can help empower them and encourage them to make this change.   

I want to be an influencer because I have a passion to help individuals become the best version of themselves as well as help them to reach their fullest potential. To me being an influencer is all about going above and beyond to help others. Being an influencer is all about making connections with individuals and speaking to their hearts. Being able to really connect with the individuals we are working with creates a sense of trust and connection that is essential in helping them to make any change. I want others to see me as an influencer that is motivating and encouraging as well as someone that believes in them to accomplish any goal they set their minds too. In addition, my hope is that others see me as not just an influencer but a person that is there for them for anything they need and someone that truly cares for them. 

I want to influence anyone and everyone that I meet. My hope is that I can influence individuals in a positive way and help them find their potential in life. Specifically, for our Genius Hour Project Darby and I hope to influence not only the independent aging population, but also influence those around them as well. It’s very important that those around them understand their needs, goals, and what they hope to achieve so that they can get the support they need to stay living independently. We want to influence older adults in such a way that they are able to see what they are truly capable of and help them find their confidence within themselves so they are able to stay living independently. 

To create meaning for our population of older adults will come from identifying what intrinsically motivates them and help them find their overall purpose in life. To help our target population of older adults find intrinsic motivation within themselves we will use the “5 Keys to Lasting Motivation” to help them create meaning. We all have a need to feel competency especially in the aging population. One of the best ways to increase feelings of competence in older adults is beginning with and leveraging their strengths. Secondly, its important that they feel autonomy. All of us have a need to feel in charge of our own destiny and to be given the tools to change on our own terms. Its important that we make sure that the older adults we are working with feel as if they are in charge of their own destines but also feel supported by those around them. Third, we all need to feel relatedness in some way shape or form. Therefore, being able to connect with others helps to increase both accountability and enjoyment while its one of the most powerful ways to promote intrinsic motivation within individual’s. Making sure that the older adults we work with feel that they can connect and relate with those around them will be essential in helping them create meaning and finding intrinsic motivation within themselves. Fourth, we all yearn for a sense of purpose. Tapping into older adult’s deepest sense of purpose is critical for sustaining any change. Lastly, we all have a need for play. Its important to make things fun, and if we want any individuals to authentically engage, we need to make it fun and enjoyable. Making our multifaceted program for older adults fun and enjoyable with be very important in getting any sort of engagement. Using the “5 Keys to Lasting Motivation” will help create meaning for our participants as they go through our program.  

To help get the aging population to buy into our multifaceted program, we need to show them the array of health benefits associated with overcoming their fears, so they can live a more active and fulfilling life. Staying active is a key component in being able to stay living independently and healthy aging. We need to educate older adults on how their overall physical, mental, and emotional health can be significantly impacted if they can overcome their barriers of getting injured and or falling. In addition, helping them find their overall self-efficacy and intrinsic motivators will help them buy into our program and help them live a more active and fulfilling life. 

2. Putnam Chapter 3:9 covers experiential learning and concepts in that model. How can you help those you want to change behaviors use the experiential learning theory and develop the growth mind set?
To help others change behaviors using the experiential learning theory is to evaluate where they are at in the cycle and help them through the process. We need to get to know each individual on a deeper level, find out what it is they want to accomplish, and evaluate where they are at in the learning cycle. This will help us learn more about how we can help provide support to our clients and help them accomplish their goals/behavior change. In addition, we need to focus on creating opportunities for practice, feedback, evaluation, and application to help people change their behaviors. Our goal is to help individuals that we are working with to experience (and do something), make meaning of their experience (through impactful reflection and evaluation exercises), and then try again, based on what they learned through the process. 

 

Additionally, to help individuals develop a growth mindset we need to first help shift them from a fixed mindset and get them to develop a growth mindset, so they are able to flourish. A fixed mindset is based on the belief that our capabilities are set and cannot be changed. It is the belief that one either is or is not skilled or talented at something, and that this skilled or talented at something, and that this skill or talent cannot be learned or improved without great effort and risk. When we operate from a fixed mindset we get stuck. We need to help our clients not engage in this catastrophic thinking. Its our job to help them shift from a fixed mindset to a grow mindset so they can make a change in behavior and so they can flourish. A growth mindset enforces that it’s never too late, and that all of us can always make change. A growth mindset is critical as it encourages action, progress, possibility, and creativity. Having a growth mindset is also more likely to translate into persistent effort, continual improvement, and help individuals succeed in their wellness journey as well as make a true behavior change. 

 

Competency: One of the best ways to increase feelings of competence in older adults is beginning with and leveraging their strengths. In our individual coaching sessions to foster a sense of competency among the aging population we are gong to ask them to share their experiences and tap into their knowledge. We will also help guide them to realize what their strengths are and help them develop positive goals they want to achieve throughout the coaching sessions. 

Autonomy: We can facilitate autonomy by making sure that we emphasize that they are in charge of their own destines but also feel supported by those around them like their close family and or friends. 

Relatedness: Its important that everyone feels relatedness in some way shape or form. We will facilitate relatedness by focusing on the social connections among their family and those that are close to them. By making sure that the older adults we work with feel that they can connect with those around them and the coaches who are leading the coaching sessions will be essential in helping them create meaning and also finding intrinsic motivation within themselves. 

Purpose: Tapping into older adult’s deepest sense of purpose will be critical for sustaining any behavior change. We will facilitate purpose by incorporating purpose/ purpose topics in our coaching sessions. In our coaching sessions we will have time for the older adults to reflect on their life to hopefully tap into their higher sense of purpose. We will also have a couple of our sessions focused solely on purpose. We will have conversations about what their life purpose and mission in life is to hopefully energize and motivate the older adults to make this behavior change.  

Play: Lastly, we will facilitate play by incorporating fun and engaging activities into our coaching sessions in order for the older adults to authentically engage in the coaching sessions.

1. WIWO. Wash in and wash out every time staff enters and exits a patient’s room. They need to take the responsibility for their actions and or mistakes. 

2. Hold one another accountable. Each staff member is 100 percent accountable for both his or her own hand hygiene behavior and the behavior of his or her coworkers. 

3. Safe environment for one another to hold crucial conversations. Staff members should make it safe and easy to remind others to wash their hands without getting defensive.

After they identified the three vital behaviors, leaders used the six sources of influence to both motivate and enable individuals to change through personal, social, and structural forces. The prevention team used the following strategies:
Personal Motivation: To ignite everyone’s passion for hand hygiene and to help them see the vital behaviors as “the right thing to do,” the prevention team used the power of personal experience. They invited staff, doctors, and former patients who suffered from an HAI (hospital -acquired infections) or knew someone who suffered to share their personal experiences in writing or to speak in meetings.
Personal Ability:  Employees were trained in Relationship-Based Care and how to have crucial conversations. The training taught them skills to respectfully hold each other accountable. The prevention team also created sample scripts and conducted role-plays to coach staff on how to appropriately hold each other accountable.
Social Motivation and Ability: Prevention team recruited the support of senior leaders, managers, and physicians. The hospital president spoke out about and wrote memos supporting the initiative, each unit was assigned a physician champion to demonstrate the new behaviors. This showed the staff that their leaders supported the vital behaviors and would reward those who lived them.
Structural Motivation: The prevention team recognized behavior change with small rewards such as stickers, gift certificates, verbal “thank yous,” and parties for units with high compliance. They even celebrate milestones by placing a big “thank you” card in the cafeteria.
Structural Ability: To make hand hygiene more convenient and easier to remember, the prevention team changed their physical environment. They placed hand sanitizer dispensers inside and outside every patient room, meeting room, and managers office. In addition, they distributed pocket cards that reminded staff of the vital behaviors. Lastly, the also placed friendly reminder signs and posters in every unit as well as installed screensaver reminders on most computers. 

Results of this initiative include: 

·  Improved hand hygiene compliance from 60 to 90% in 2 months. 

·  Unprecedented 98% hand -hygiene compliance one year after Influencer initiative

·  Behavior change in the way staff members confront and speak up to one another

·  Staff now holds others accountable for outcomes like patient safety, quality, and efficiency 
 
This article helped me see that when trying to implement a behavior change initiative, that sometimes it might take a few tries to see how well things work. It also might take a little while for individuals to start taking part in the behavior change initiative. As I progress into a Health Promotion Manager I need to remember that changing behaviors can be challenging but I need to keep trying until I start seeing that people are taking part in the behavior change. In addition, as I progress into a Health Promotion Manager I want to make sure that the work environment for my employees is where they are motivated by those around them and where each of them can hold themselves and those around them accountable. Lastly, I want to create an environment that supports change by making it more convenient and easier to adopt.