Risk Insider: Les Williams

Risk Favors the Prepared

By: | October 18, 2016 • 2 min read
Les Williams, CRM, is partner and chief revenue officer of Risk Cooperative. He holds a B.S. in Mechanical Engineering from the University of Virginia and an MBA from Harvard Business School. Prior to joining Risk Cooperative, Les served in various institutional sales positions at SoHookd, JLL, and IBM.

A recent study published in the “New York Times” highlighted an interesting discovery. Scientists researched how special operations soldiers and race car drivers achieved resilience during the physical and emotional stresses of their jobs.

These individuals were placed in brain-scanning machines and were fitted with face masks through which the researchers were able to control the flow of oxygen at the press of a button.

In another control group, 48 healthy adults were placed in the same machines and were given the same face masks to wear. These adults were divided into three groups: high resilience, average resilience, and low resilience. These categories were determined by questionnaires given to them about their self-perceived emotional and physical resilience.

As the researchers began restricting the flow of oxygen, something interesting happened. The control group of “low resilience” healthy adults had brain signals that were quite inactive right before they realized the button was going to be pushed, resisting the flow of oxygen.

However, after they started having trouble breathing they experienced extremely high levels of activation in the section of their brains leading to bodily awareness; overreacting to the threat once breathing became difficult.

The more we are prepared for impending disasters, the more favorable the outcome will be when the inevitable actually occurs.

The control group of “average and high resilience” adults, as well as the elite soldiers and racers, showed increased levels of brain activity right before they thought their oxygen was about to be restricted. However, the level of activity in their brains sending signals to bodily awareness were muted. This group experienced a stressful condition but did not overreact physically or mentally.

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The aforementioned example accurately illustrates the power of resilience; the ability to maintain a level of functionality despite changing conditions in one’s environment.

For a family, attaining a level of high resilience could mean knowing what to do in case of a fire at home. For a nation, ensuring that local, state, and national agencies are operating under the same procedures and nomenclature leads to a higher level of resilience. The establishment of the Department of Homeland Security after 911 is a great example.

For businesses, attaining a high level of resilience includes:

  • Ensuring employees have proper cyber hygiene; having dual levels of authorization for money transfers above a certain threshold, limiting privileged access to sensitive data, continuous training of employees on current cyber threats, and conducting mock cyber-attack drills.
  • Implementing wellness programs to encourage employees to stay healthy, saving the firm money on health insurance claims and potential lost man-hours due to sick employees.
  • Having a detailed active shooter plan in place. Active shootings are becoming more prevalent, and it is important for companies to train for these much like they would for fire drills.
  • Ensuring employees traveling abroad are educated on potential risks in that country. Having the phone number of the U.S. embassy, procuring the services of emergency evacuation firms, and providing adequate health care coverage abroad are all noble efforts.

The more we are prepared for impending disasters, the more favorable the outcome will be when the inevitable actually occurs.

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.

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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.

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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]