TWO KEY MYTHS ABOUT DRUGS and ALCOHOL USE Myth #1: The best way to reduce workplace addiction commits most resources to catching abusers, so as to deter other employees from substance abuse. Reality: This "war on drugs" enforcement tactic has not reduced worker addiction. The #1 drug of choice is alcohol, and test-measurable alcohol is almost always "slept off" before work. A DFW program primarily focusing on drug testing undermines DFW integrity, encourages adulteration and lowers employee morale. Employer Tip: Shift strategy/resources to create DFW cultural norms consistent with zero-tolerance, personal responsibility, continuous-improvement coaching, employee empowerment, health/wellness, and employee assistance. Complete the "win-win" by enhancing leader competency to manage accountability for performance expectations, and gain the competitive advantage of highest employee engagement and increased productivity organization-wide. Myth #2: Transforming a work culture to truly achieve and sustain a substance-free environment takes a significant amount of money and time. Reality #1: Not true. Financing a DFW culture essentially amounts to shifting resources (refer to substance related employer costs documented in Myth #2). Reality #2: Integrating best-practice change-management techniques and Lean principles will fast-track DFW transformation and improve/accelerate ROI! With supportive executives, the infrastructures for a new/upgraded DFW culture can be implemented in less than a week, and instantly begin delivering a huge ROI. (workersxzcompxzkit) Employee Tip: Implement DFW cultures which are leader/employee driven and hard-wire measurable performance expectations. Create a dashboard of success-measures (expense and revenue indicators) and post quarterly, company-wide. Authors: Bill White MSN and Katharine White MSN About the authors: K & B White are leadership entrepreneurs who co-founded DFW-Renaissance Inc. (www.dfw-r.com) and co-developed managerial science innovation DFW-R Lean CultureTM (to create/sustain highly engaged drug free workforces). Both are former hospital C-Suite executives with extensive drug treatment, leadership and behavioral health experience. Look for their upcoming headline article in DATIA Focus on DFW Culture Change and Employee Morale. They can be reached by email at firstname.lastname@example.org and phone at 401-615-5775.
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