Risk Insider: Grace Crickette

ERM and the Art of War: Tactics

By: | November 17, 2014 • 3 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]

Topics: ERM | Risk Insider

This is the fourth 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 copy

Chapter IV: Tactics

  • What is our current reputation?
  • Do we have weaknesses in our current program?
  • Do we have good news we can publish?

Art of War Key Principal: Inherent Advantages and Disadvantages: Understand, and guard against, the inherent disadvantage in every advantageous situation. (If it sounds too good to be true it probably is).  Likewise, be alert to capitalizing on advantages that occur in distressed situations (Never waste a crisis).

If it sounds too good to be true it probably is, even if it is your own truth. We can be so impassioned about our ERM program, that we don’t recognize that it might have flaws and that our approach might be harming our reputation. What is your team’s reputation? Are you seen as problem solvers who efficiently deliver value?  Or is your program overcomplicated and time consuming? I recommend that not only in the planning process, but that you regularly conduct a SWOT Analysis. Get the team together and some post-it-notes …

We will assess our organization, team and program — SWOT:

  • Strengths: characteristics of the business or project that give it an advantage over others.
  • Weaknesses: characteristics that place the business or project at a disadvantage relative to others
  • Opportunities: elements that the project could exploit to its advantage
  • Threats: elements in the environment that could cause trouble for the business or project

Grace in the Workplace VI SWOT chart 2nd FINAL

Out of this exercise you might come up with the following solutions:  Expand our ERM panel to include a representative that is leading Strategic Planning, or produce a one page executive report that highlights how ERM would have prevented or mitigated unwanted events, or integrate ERM into one or more of the more high-profile initiatives.

But, no matter what good work you do, if others don’t know about the value you are delivering, you will never win the war!

Our Good News Plan:

While you’re building your program, begin to publish even the smallest of “victories”.  It may be a positive result that your team has had outside of the ERM program – “we reduced the injuries in the foodservice group by 10 percent in the last year by conducting weekly meetings with line workers who led discussions on safety…”  Get one of the workers to give a testimonial.

The idea is to publish often, tell real stories about how lives are impacted, and build your teams’ reputation as problem solvers. Then as you progress with delivering your “good news” messages about your ERM Program you will already have people’s attention and respect.

Publish often and in many forms: website, small posters, handouts, internal publications, and external publications.

Key Takeaway: Develop tactics that consider the advantages and disadvantages of your organization, your team, and your ERM program.  Claim even the smallest victories and communicate them out often and through as many channels as possible.  Focus your team on positively impacting people and solving problems.

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

4 Companies That Rocked It by Treating Injured Workers as Equals; Not Adversaries

The 2018 Teddy Award winners built their programs around people, not claims, and offer proof that a worker-centric approach is a smarter way to operate.
By: | October 30, 2018 • 3 min read

Across the workers’ compensation industry, the concept of a worker advocacy model has been around for a while, but has only seen notable adoption in recent years.

Even among those not adopting a formal advocacy approach, mindsets are shifting. Formerly claims-centric programs are becoming worker-centric and it’s a win all around: better outcomes; greater productivity; safer, healthier employees and a stronger bottom line.

Advertisement




That’s what you’ll see in this month’s issue of Risk & Insurance® when you read the profiles of the four recipients of the 2018 Theodore Roosevelt Workers’ Compensation and Disability Management Award, sponsored by PMA Companies. These four programs put workers front and center in everything they do.

“We were focused on building up a program with an eye on our partner experience. Cost was at the bottom of the list. Doing a better job by our partners was at the top,” said Steve Legg, director of risk management for Starbucks.

Starbucks put claims reporting in the hands of its partners, an exemplary act of trust. The coffee company also put itself in workers’ shoes to identify and remove points of friction.

That led to a call center run by Starbucks’ TPA and a dedicated telephonic case management team so that partners can speak to a live person without the frustration of ‘phone tag’ and unanswered questions.

“We were focused on building up a program with an eye on our partner experience. Cost was at the bottom of the list. Doing a better job by our partners was at the top.” — Steve Legg, director of risk management, Starbucks

Starbucks also implemented direct deposit for lost-time pay, eliminating stressful wait times for injured partners, and allowing them to focus on healing.

For Starbucks, as for all of the 2018 Teddy Award winners, the approach is netting measurable results. With higher partner satisfaction, it has seen a 50 percent decrease in litigation.

Teddy winner Main Line Health (MLH) adopted worker advocacy in a way that goes far beyond claims.

Employees who identify and report safety hazards can take credit for their actions by sending out a formal “Employee Safety Message” to nearly 11,000 mailboxes across the organization.

“The recognition is pretty cool,” said Steve Besack, system director, claims management and workers’ compensation for the health system.

MLH also takes a non-adversarial approach to workers with repeat injuries, seeing them as a resource for identifying areas of improvement.

“When you look at ‘repeat offenders’ in an unconventional way, they’re a great asset to the program, not a liability,” said Mike Miller, manager, workers’ compensation and employee safety for MLH.

Teddy winner Monmouth County, N.J. utilizes high-tech motion capture technology to reduce the chance of placing new hires in jobs that are likely to hurt them.

Monmouth County also adopted numerous wellness initiatives that help workers manage their weight and improve their wellbeing overall.

“You should see the looks on their faces when their cholesterol is down, they’ve lost weight and their blood sugar is better. We’ve had people lose 30 and 40 pounds,” said William McGuane, the county’s manager of benefits and workers’ compensation.

Advertisement




Do these sound like minor program elements? The math says otherwise: Claims severity has plunged from $5.5 million in 2009 to $1.3 million in 2017.

At the University of Pennsylvania, putting workers first means getting out from behind the desk and finding out what each one of them is tasked with, day in, day out — and looking for ways to make each of those tasks safer.

Regular observations across the sprawling campus have resulted in a phenomenal number of process and equipment changes that seem simple on their own, but in combination have created a substantially safer, healthier campus and improved employee morale.

UPenn’s workers’ comp costs, in the seven-digit figures in 2009, have been virtually cut in half.

Risk & Insurance® is proud to honor the work of these four organizations. We hope their stories inspire other organizations to be true partners with the employees they depend on. &

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