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Environment
Directing all change efforts to the
individual has limitations and is very often
unsuccessful. That's the feeling of an increasing number
of people who study behavioral change.
Now more efforts
are being focused on the environments
in which people live and work.
This is sort of like making water
available to the proverbial horse.
If there is no water, there is
no choice, and the horse
must stay thirsty. By changing
the horse's environment (putting
in a trough) and leading the horse
to it (promoting or publicizing
the changes), you are empowering
the horse to drink or not, as she
chooses.
Support...
There are strong
social pressures to eat whenever
food is available, especially in
a group setting. Say food is served
at a staff meeting (or monthly
birthday celebration), and only
home-baked cookies, soda and coffee
are available. For someone making
an effort to moderate their intake
of extra calories there are 2 choices:
(1) to disrupt their personal dietary
efforts, or (2) take the less-than
social step and refuse the offer
of food.
In the case of the staff meeting, environmental
change comes when fruit is offered along with
the cookies, or 100% juice is also available,
as an alternative to the soda. Cultural change comes
when the person who chooses fruit over cookie is supported
in their choice.
Note that "support"
doesn't have to be direct affirmation
("Good work! You're not eating
cookies...") It can also be
expressed by not putting someone
on the spot with words like, "I've
never know you to refuse
a cookie...," or "So,
my cookies not good enough for
you, eh?"
Changes that
support physical activity...
Time and protocol
are 2 barriers to regular physical
activity. At the worksite for example,
breaks need to be long enough and
protocol (policy) needs to allow
for leaving the worksite without
going through a lot of red tape.
How long is a "long
enough" break? Maybe 15 minutes
instead of 10 minutes. That allows
for a 10 minute walk with a few
minutes buffer on each end. And
cutting the "red tape?"
If management always has to know
exactly where employees are at
all times, slipping out for a quick
walk off-site could be stressful
(especially if the usual coffee-break
group is not supportive of your
new resolve.)
Click
Here to see the "Stretch
for Coffee Break" sign (page
may load slowly with dial-up connections.)
Or, download
a PDF version directly [230KB].
(Click here
to see more ideas for making changes.)
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Stages
of Change
Typically, not everyone feels the same
way about—or need for—behavioral change.
The Stages of Change model proposes
6 levels of readiness to change. These are:
- Precontemplation: resisting change
("I've snacked on chips for years, and I've no
reason or desire to change now.")
- Contemplation: considering aspects of change
("I know I should eat more fruit.")
- Preparation: getting ready for change
("I bought a cooler so I can start bringing fresh
fruit to work.")
- Action: making a change
("I eat an apple everyday at my 3:00 break.")
- Maintenance: keeping the new
- Recycling: reworking preparation and action
after relapse
It is critical that individuals are not
pushed to change beyond their desire -- or readiness
-- to do so. Worksite wellness programs that focus on
environmental issues allow individuals to self-assess
and progress to higher stages of change at their own
pace. The need to administer often costly individual
health assessments, or for tailoring programs to individuals,
can therefore be delayed or implemented over a longer
period of time.
How will environmental changes affect
individuals? Organizational culture has a heavy influence
on individuals, and cultural change is affected by opportunity
for choice, encouragement
and support at the worksite.
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