Risk Insider: Grace Crickette

Waging War & the Sheathed Sword

By: | September 17, 2014 • 2 min read
Grace Crickette, a leader in enterprise risk management, is special administrator, Finance and Administration for San Francisco State University. She can be reached at [email protected]

This is the second chapter in Grace Crickette’s series of posts focused on how to gracefully bring together traditional risk management, change management techniques and enterprise risk management concepts by using phrases and tactics to develop strategies devised by Sun Tzu, a Chinese military general, strategist and philosopher.

MAKE ERM, NOT WAR

rainbow peace sign copyChapter II: On Waging War (Pick Your Battle) and Chapter III: The Sheathed Sword (Offensive Strategy)

Chapters II and III of Sun Tzu’s The Art of War are about knowing who is with you and who is against you. War among friends? The implementation of your program is the war and the best place to pick your first battle (implementing change) is with those who are for you and who want what the program will deliver.

A theme that is embedded in virtually every other theme of the Art of War, especially in regard to knowing self and opposition, is the importance of knowledge, wisdom, and understanding.

These are borne from asking questions and listening. When implementing ERM, it is critical to spend time meeting with people in the organization, but not talking about ERM. Rather, focus on listening to their issues and problems. Inquire, listen and acknowledge, but don’t solve. Walk away and study the issues before returning with a plan as to how an ERM program can be a tool for the owner of the risk.

Who will we engage with first? Can we identify a quick win?

These are the first questions to ask and answer when choosing your first battle. Even if you have a mandate from the Board to implement ERM, you will still face resistance. You need to be able to evidence value and to do that you need to deliver results in a timely fashion. Choose to implement ERM activities with those who have indicated an interest and to which the activity will deliver measurable results.

Example: Complete a risk registry with an ERM approach that can be part of a business plan used to support a budget request for a department. An ERM risk registry does not have to “boil the ocean”; it can be completed down at even a project level. This approach can yield a quick win that you can communicate to others to gain further support.

Who will be against us? What will they do/say and how will we counter?

Prior to even starting your first battle (implementation), brainstorm with others on who might be against you and what they will say. A productive way to do this is to prepare and publish a Q&A document. Think of all the questions and challenges that those who might not embrace the program will make and develop responses. This exercise will benefit your program several ways:

  • It will punch holes in your program and prompt you to make needed improvements.
  • It will win over doubters by evidencing that the program is sound and has value.
  • For those that may never buy-in, it will evidence that you are a worthy opponent and possibly not worth their time (they can move onto weaker opponents).

Key Takeaway: Listen and learn from others before you ask them to participate in your ERM program. Know who, where and what to first implement. Prepare for those who will be resistant.

Remember — it’s not Risk Management, it’s Change Management!

Read all of Grace Crickette’s Risk Insider articles.

More from Risk & Insurance

More from Risk & Insurance

2017 Teddy Awards

The Era of Engagement

The very best workers’ compensation programs are the ones where workers aren’t just the subject of the program, they’re a part of it.
By: | November 1, 2017 • 5 min read

Employee engagement, employee advocacy, employee participation — these are common threads running through the programs we honor this year in the 2017 Theodore Roosevelt Workers’ Compensation and Disability Management Awards, sponsored by PMA Companies.

A panel of judges — including workers’ comp executives who actively engage their own employees — selected this year’s winners on the basis of performance, sustainability, innovation and teamwork. The winners hail from different industries and regions, but all make people part of the solution to unique challenges.

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Valley Health System is all-too keenly aware of the risk of violence in health care settings, running the gamut from disruptive patients to grieving, overwrought family members to mentally unstable active shooters.

Valley Health employs a proactive and comprehensive plan to respond to violent scenarios, involving its Code Atlas Team — 50 members of the clinical staff and security departments who undergo specialized training. Valley Health drills regularly, including intense annual active shooter drills that involve participation from local law enforcement.

The drills are unnerving for many, but the program is making a difference — the health system cut its workplace violence injuries in half in the course of just one year.

“We’re looking at patient safety and employee safety like never before,” said Barbara Schultz, director of employee health and wellness.

At Rochester Regional Health’s five hospitals and six long-term care facilities, a key loss driver was slips and falls. The system’s mandatory safety shoe program saw only moderate take-up, but the reason wasn’t clear.

Rather than force managers to write up non-compliant employees, senior manager of workers’ compensation and employee safety Monica Manske got proactive, using a survey as well as one-on-one communication to suss out the obstacles. After making changes based on the feedback, shoe compliance shot up from 35 percent to 85 percent, contributing to a 42 percent reduction in lost-time claims and a 46 percent reduction in injuries.

For the shoe program, as well as every RRH safety initiative, Manske’s team takes the same approach: engaging employees to teach and encourage safe behaviors rather than punishing them for lapses.

For some of this year’s Teddy winners, success was born of the company’s willingness to make dramatic program changes.

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Delta Air Lines made two ambitious program changes since 2013. First it adopted an employee advocacy model for its disability and leave of absence programs. After tasting success, the company transitioned all lines including workers’ compensation to an integrated absence management program bundled under a single TPA.

While skeptics assume “employee advocacy” means more claims and higher costs, Delta answers with a reality that’s quite the opposite. A year after the transition, Delta reduced open claims from 3,479 to 1,367, with its total incurred amount decreased by $50.1 million — head and shoulders above its projected goals.

For the Massachusetts Port Authority, change meant ending the era of having a self-administered program and partnering with a TPA. It also meant switching from a guaranteed cost program to a self-insured program for a significant segment of its workforce.

Massport’s results make a great argument for embracing change: The organization saved $21 million over the past six years. Freeing up resources allowed Massport to increase focus on safety as well as medical management and chopped its medical costs per claim in half — even while allowing employees to choose their own health care providers.

Risk & Insurance® congratulates the 2017 Teddy Award winners and holds them in high esteem for their tireless commitment to a safe workforce that’s fully engaged in its own care. &

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More coverage of the 2017 Teddy Award Winners and Honorable Mentions:

Advocacy Takes Off: At Delta Air Lines, putting employees first is the right thing to do, for employees and employer alike.

 

Proactive Approach to Employee SafetyThe Valley Health System shifted its philosophy on workers’ compensation, putting employee and patient safety at the forefront.

 

Getting It Right: Better coordination of workers’ compensation risk management spelled success for the Massachusetts Port Authority.

 

Carrots: Not SticksAt Rochester Regional Health, the workers’ comp and safety team champion employee engagement and positive reinforcement.

 

Fit for Duty: Recognizing parallels between athletes and public safety officials, the city of Denver made tailored fitness training part of its safety plan.

 

Triage, Transparency and TeamworkWhen the City of Surprise, Ariz. got proactive about reining in its claims, it also took steps to get employees engaged in making things better for everyone.

A Lesson in Leadership: Shared responsibility, data analysis and a commitment to employees are the hallmarks of Benco Dental’s workers’ comp program.

 

Michelle Kerr is associate editor of Risk & Insurance. She can be reached at [email protected]