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Beyond Zero Trends: Positive Health

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HPCareer.Net / State of Wellness Inc.
HPCareer.Net / State of Wellness Inc.

Description This session will build especially on the Self-Leadership Pillar and how health and wellness can be expanded beyond low-risks and unhealthy behaviors. The overall objective of the session is to meld the information from session one into a fully functional organization, taking advantage of Shared Values Shared Results. Learning Objectives: 1. The participants will see how current metrics of outliers today can be developed into the norm of tomorrow. 2. The participants will see how the concepts around Positive Health have developed and continue to develop 3. The participant will be able to list an advanced set of outcomes focus on measuring what matters.

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Realizing the promise and Competitive Advantage of a: “Thriving, Healthy, High-Performing and Sustainable Workplace and Workforce” May 2, 2014 ©2014 Edington Associates Edington Associates LLC Positive Health
Realizing the promise and Competitive Advantage of a: “Thriving, Healthy, High-Performing and Sustainable Workplace and Workforce” April 25, 2014 ©2014 Edington Associates Edington Associates LLC Shared Values-Shared Results™
Sustainable • Integrate all data • Evaluate program outcomes • Use a conceptual outcomes framework • Provide feedback on how progress was obtained and steps to get to vision • Feedback on leadership, culture, self- leadership, positive actions, economic outcomes “Supports decisions with evidence” Principles of Quality Assurance 3©2010: Health Transformation Group, LLC Not for Distribution Step #5
©201s Edington Associates 4 Pillar 5: Quality Assurance Continuous Improvement Continuous feedback of information about program processes and outcomes Communication and Enrolment Engagement and Culture Prevention and Wellness Case Management Disease Management Levers of Program Success: Pillar 5-Sustainable Pillar 3: Self- Leadership Pillar 4: Recognize Actions Pillar 1: Senior Leadership Pillar 2: Operations Leadership Workforce •Engaged •Thriving Best Place to Work Workplace •Shared Values •Positive Return Clear Vision, Metrics, Culture and Environment Vision, Commitment, Leadership Supportive Culture and Environment Workforce •Engaged •Thriving Prevention and Wellness Risk Management Disease Management Initiatives Along the Health Continuum Program Impact Best Place to Work Workplace •Shared Values •Positive Return Enterprise Commitment and Support Impactful Thriving, Healthy and Well-Being Programs Sustainable Initiative to support the Vision C
5 CPS Platform-Organizational Health Program Process Data3 Environmental Audit Perception of Culture Survey Health Assessment Data1 Productivity Data2 Service Utilization2 Self- Leadership Modules3 Inputs Proprietary Algorithms Consolidated Data Comprehensive and Timely Feedback Guides the Journey Edington Engine 1Health assessment data can be collected via the Healthy Life Assessment, or HRA data from an external source can be mapped and uploaded. 2Assessments in CPS collect self-reported information. Data from external sources (i.e., short- and Long-term disability claims, medical and pharmacy claims, etc., can be mapped and uploaded as needed. 3External data feeds • Trends and Metrics • Reports • Scorecards for… Outputs Outcomes Based on a Comprehensive Evaluation Framework ©2013 Edington Associates
6 Provides Feedback and Communication Online Platform for Stakeholders of Health Companywide Senior Leadership Program Owners Employees Edington CORPORATE POSITIONING SYSTEM Cultivates True Engagement Managers ©2013 Edington Associates CPS
7 How Does the CPS Work? Energized Workforce 100% Corporate Positioning System Healthy Culture and Environment 100% Disengagement and Stress >50% Provides a clear view of: • Where you are today (Gap Analysis) • Where you want to go (Vision, Objectives) • How you plan get there (Strategic Planning) • Roadblocks, Detours (Ongoing Evaluation) • Whether you are on track (Reports, Dashboards) • Are we there yet? (Success Metrics) A Guided Journey that…. ©2012 Edington Associates CPS
Realizing the promise and Competitive Advantage of a: “Thriving, Healthy, High-Performing and Sustainable Workplace and Workforce” May 2, 2014 ©2014 Edington Associates Edington Associates LLC Positive Health
©2014 Edington Associates 9 Thought Questions Think about “healthy” individuals: • Are all low risk individuals the same? • What words would you use to describe the healthiest people you know? Think about “successful” companies: • Are all best workplaces the same? • What words would you use to describe the best workplace possible?
10 How can we make today's outliers tomorrow's norm?
New Questions:  How do we help healthy people stay healthy?  How can we help people thrive? New Solutions:  Support the total population – including healthy people.  Create thriving workplace cultures and environments. Redefine health for individuals!! Redefine organizational success!! 11 Evolving Practices ©2014 Edington Associates
Examining Positive Individual Characteristics:  Positive Psychology – Evaluation of positive emotion (the pleasant life), engagement (the engaged life), and purpose (the meaningful life).  Positive Health – Examines positive subjective, biological, and functional health.  Positive Neuroscience – Explores the neural mechanisms of human flourishing. ©2013 Edington Associates 12 Increase in “Positive” Disciplines
Examining Positive Organizational Dynamics:  Positive Organizational Health – Study of positive outcomes, processes, and attributes of organizations and their members.  Positive Leadership – Process of cultivating a positive climate, positive relationships, positive communication, and positive meaning. ©2012 Edington Associates 13 Increase in “Positive” Disciplines
14 We imagine a flourishing economy of organizations whose criteria for success is about more than just wealth creation. We see a world where resilient, thriving individuals are engaged in high quality meaningful work, collaborating with creative and inspired colleagues in organizations where they feel supported, valued, and challenged to realize their full potential as human beings. Redefining Success for Organizations ©2014 Edington Associates
What is SELF-LEADERSHIP? Self-leadership is the process of purposefully… engaging in change making thoughtful decisions having resilience building on strengths and continuously learning and growing in thriving relationships 15© 2012 Edington Associates
 If you’re healthy, stay healthy  Don’t get worse  Take actions to make improvements Valuing Our Health From Dee Edington, PhD, University of Michigan, “Zero Trends” (2010) As self-leaders, we’re able to draw on our leadership qualities to maximize our health and vitality 16©2014 Edington Associates
Vision for Self-Leadership in Individuals Optimism Personal Control Self-Leadership Resilience Confidence/ Self-efficacy Self- Esteem  Knowledge  Health Literacy  Negotiation Skills Vitality/Vigor  Consumerism  Engaged patient role  Social Support − Colleagues − Community − Family  Environment and culture 17 Other characteristics: Change, Integrity, Trust, Thrive, Enthusiasm, Ethical, Spiritual, Creative, Flexible, Meaningful Work Purpose, Values, Mission, Vision
18 What Determines Our Outlook? Genetics 50% Life Circumstances 10% Intentional Activities 40% Research has shown that each of us is born with a particular set point for our outlook. Despite that fact, up to 40% of your outlook can be influenced by our intentional activities. Sonja Lyubomirsky, UC Riverside 2007 Happiness is within us, what we choose to do, what we engage in. ©2014 Edington Associates
Scientific research has shown  Resilience helps deal with stress  Anyone can learn to become more resilient 19 Resilience What is Resilience?  Overcoming adversity  Coping in a positive way  Steering through stress  Relying on faith to see us through  Bouncing back when hard times hit ©2014 Edington Associates
20 Evidence for Resilience and Positive Emotions People who report more positive emotions in young adulthood live longer and healthier lives. (Danner, Snowdon, & Friesen, 2001) Resilience can help protect against mental health conditions such as depression and anxiety. (Research summarized in Karren, 2013) ©2014 Edington Associates
©2012 Edington Associates 21 Optimism Optimism is functional:  Defends us from feeling hopeless about the future.  Reduces stress and anxiety.  Enhances motivation to act and be productive. Optimism Bias, Tali Sharot 2011 What is optimism?  Tendency to see the glass as half full.  Expect good things from life.  A feeling or belief that good things will happen in the future (Merriam- Webster).
22 People who are optimistic or happy:  Have better performance in work, school and sports  Are less depressed  Have fewer physical health problems  Have better relationships with other people (Seligman, 1991; Lyubomirsky, King & Diener, 2005; Gallagher, Lopez, & Pressman, 2013) Optimism can be measured and it can be learned. (Martin Seligman. Flourish: A visionary new understanding of happiness and well- being, 2011; Lyubomirsky, King & Diener, 2005) Optimism can protect people from mental and physical illness, and improve subjective well-being. (Taylor et al., 2000; Gallagher, Lopez, & Pressman, 2013) Evidence for Positive Value of Optimism ©2014 Edington Associates
Positive Mood Can be Increased by:  Counting one’s blessings  Committing acts of kindness  Identifying and using signature strengths  Remembering oneself at one’s best  Working on personal goals 23 Workplace Practices that Can Strengthen Outlook (Emmons & McCullough, 2003; Seligman, Steen, Park, & Peterson, 2005; Sheldon, Kasser, Smith, & Share, 2002) Interventions that build positive states alleviate depression (Seligman, Rashid, & Parks, 2006; Seligman, Steen, Park, & Peterson, 2005).
Employee Training: “Self-Leadership Project”  Web platform  Self-directed  Interactive  Brief (3-10 minutes)  Research-based To help people discover new ways to reach their highest potential health and performance across all areas of their lives AIM 24© 2012 Edington Associates
25 Positive Outlook  Happiness  Brain Health Emotions & Intuitions  Mental Shortcuts and Biases  Environment Values  Purpose  Vision Focusing on Strengths  Positive Reframing  Creating a Plan for Change Fundamental Skills to Build Self-Leaders © 2013 Edington Associates
Values  Purpose  Vision
©2012 Edington Associates 27
28 © 2012 Edington Associates Regular expression of gratitude related to better:  Physical Health  Optimism  Progress toward goals  Well-being  Capacity to help others Positive Outlook  Happiness  Brain Health
©2012 Edington Associates 29 Focusing on Strengths  Positive Reframing  Creating a Plan for Change
Emotions & Intuitions  Mental Shortcuts and Biases  Environment
©2012 Edington Associates 31
Do coaches help to create self-leaders? Connecting Self-Leadership to Coaching What is the Relationship Between Self-Leadership and Coaching? Self-Leadership Coaching 32
Supporting Self-Leaders Health Coaching Supplemental Coaching Content  Motivational interviewing  Small wins  Strengths science  Solutions-based  Support Self- Leadership Health Assessment Self- Leadership Resilience Change Decision- making Employee Self-Leadership Project Organizational Culture of Health Aligned and Healthy Environment Health Assessments  Physical Health  Medical Information  Biometrics  Demographics  Emotional and spiritual Health  Social Health  Workplace Health Engaged Employee Supportive Culture and Supportive Environment 33 Positive Leadership Self- Leadership Project Programs designed to support self-efficacy, vitality and self-leadership
©2014 Edington Associates 34 What if anything will you do differently? Thought Questions Think about “healthy” individuals: • Are all low risk individuals the same? • What words would you use to describe the healthiest people you know? Think about “successful” companies: • Are all workplaces the same? • What words would you use to describe the best workplace possible?
©2012 Edington Associates 35 Redefining Health for Individuals Chronic Signs & Symptoms Feeling OK Premature Sickness, Death & Disability High-Level Wellness, Energy, Vitality Edington. 1983, Modified 2008, Modified 2012 Chronic Signs & Symptoms Feeling OK Premature Sickness High-Level Wellness Self-Leader Thriving Sustainable Energetic Well-Being Continuum for Positive Self-Leaders: Beyond Zero Trends
©2012 Edington Associates 36 Summary Summary
3 Strategic Vision from Leaders Systematic & Thriving Shared Values Systemic Engage all in the Workplace Recognize Positive Actions, Work Team Sustained Progress in all areas 2 Speech from Leader Internal Wellness Program Screenings & Reduce High-Risks Coaching Incent High-Risk Reduction Change in Risks, ROI 1 Inform Leader Out- source Wellness Screenings & Reduce High-Risks Incent High-Risk Reduction Change in Risks 0 Do Nothing Do Nothing Do Nothing Do Nothing Do Nothing Pillar 1 Pillar 2 Pillar 3 Pillar 4 Pillar 5 Which Sustainability Level is for You Sustainability Rating Do Nothing Champion Comprehensive Traditional Senior Leadership Operations Leadership Self- Leadership Rewards for Positive Actions Quality Assurance Five Pillars ©2012 Edington Associates
 Phone: 734.998.8326 (USA)  Email: dedington@edingtonassociates.com jspitts@edingtonassociates.com jmcintyre@edingtonassociates.com jmrichardson@edingtonassociates.com  Website: www.edingtonassociates.com  Address: Edington Associates LLC University of Michigan North Campus Research Center 1600 Huron Parkway Ann Arbor MI 48109 ©2012 Edington Associates 38 Thank you for your attention

More Related Content

Beyond Zero Trends: Positive Health

  • 1. Realizing the promise and Competitive Advantage of a: “Thriving, Healthy, High-Performing and Sustainable Workplace and Workforce” May 2, 2014 ©2014 Edington Associates Edington Associates LLC Positive Health
  • 2. Realizing the promise and Competitive Advantage of a: “Thriving, Healthy, High-Performing and Sustainable Workplace and Workforce” April 25, 2014 ©2014 Edington Associates Edington Associates LLC Shared Values-Shared Results™
  • 3. Sustainable • Integrate all data • Evaluate program outcomes • Use a conceptual outcomes framework • Provide feedback on how progress was obtained and steps to get to vision • Feedback on leadership, culture, self- leadership, positive actions, economic outcomes “Supports decisions with evidence” Principles of Quality Assurance 3©2010: Health Transformation Group, LLC Not for Distribution Step #5
  • 4. ©201s Edington Associates 4 Pillar 5: Quality Assurance Continuous Improvement Continuous feedback of information about program processes and outcomes Communication and Enrolment Engagement and Culture Prevention and Wellness Case Management Disease Management Levers of Program Success: Pillar 5-Sustainable Pillar 3: Self- Leadership Pillar 4: Recognize Actions Pillar 1: Senior Leadership Pillar 2: Operations Leadership Workforce •Engaged •Thriving Best Place to Work Workplace •Shared Values •Positive Return Clear Vision, Metrics, Culture and Environment Vision, Commitment, Leadership Supportive Culture and Environment Workforce •Engaged •Thriving Prevention and Wellness Risk Management Disease Management Initiatives Along the Health Continuum Program Impact Best Place to Work Workplace •Shared Values •Positive Return Enterprise Commitment and Support Impactful Thriving, Healthy and Well-Being Programs Sustainable Initiative to support the Vision C
  • 5. 5 CPS Platform-Organizational Health Program Process Data3 Environmental Audit Perception of Culture Survey Health Assessment Data1 Productivity Data2 Service Utilization2 Self- Leadership Modules3 Inputs Proprietary Algorithms Consolidated Data Comprehensive and Timely Feedback Guides the Journey Edington Engine 1Health assessment data can be collected via the Healthy Life Assessment, or HRA data from an external source can be mapped and uploaded. 2Assessments in CPS collect self-reported information. Data from external sources (i.e., short- and Long-term disability claims, medical and pharmacy claims, etc., can be mapped and uploaded as needed. 3External data feeds • Trends and Metrics • Reports • Scorecards for… Outputs Outcomes Based on a Comprehensive Evaluation Framework ©2013 Edington Associates
  • 6. 6 Provides Feedback and Communication Online Platform for Stakeholders of Health Companywide Senior Leadership Program Owners Employees Edington CORPORATE POSITIONING SYSTEM Cultivates True Engagement Managers ©2013 Edington Associates CPS
  • 7. 7 How Does the CPS Work? Energized Workforce 100% Corporate Positioning System Healthy Culture and Environment 100% Disengagement and Stress >50% Provides a clear view of: • Where you are today (Gap Analysis) • Where you want to go (Vision, Objectives) • How you plan get there (Strategic Planning) • Roadblocks, Detours (Ongoing Evaluation) • Whether you are on track (Reports, Dashboards) • Are we there yet? (Success Metrics) A Guided Journey that…. ©2012 Edington Associates CPS
  • 8. Realizing the promise and Competitive Advantage of a: “Thriving, Healthy, High-Performing and Sustainable Workplace and Workforce” May 2, 2014 ©2014 Edington Associates Edington Associates LLC Positive Health
  • 9. ©2014 Edington Associates 9 Thought Questions Think about “healthy” individuals: • Are all low risk individuals the same? • What words would you use to describe the healthiest people you know? Think about “successful” companies: • Are all best workplaces the same? • What words would you use to describe the best workplace possible?
  • 10. 10 How can we make today's outliers tomorrow's norm?
  • 11. New Questions:  How do we help healthy people stay healthy?  How can we help people thrive? New Solutions:  Support the total population – including healthy people.  Create thriving workplace cultures and environments. Redefine health for individuals!! Redefine organizational success!! 11 Evolving Practices ©2014 Edington Associates
  • 12. Examining Positive Individual Characteristics:  Positive Psychology – Evaluation of positive emotion (the pleasant life), engagement (the engaged life), and purpose (the meaningful life).  Positive Health – Examines positive subjective, biological, and functional health.  Positive Neuroscience – Explores the neural mechanisms of human flourishing. ©2013 Edington Associates 12 Increase in “Positive” Disciplines
  • 13. Examining Positive Organizational Dynamics:  Positive Organizational Health – Study of positive outcomes, processes, and attributes of organizations and their members.  Positive Leadership – Process of cultivating a positive climate, positive relationships, positive communication, and positive meaning. ©2012 Edington Associates 13 Increase in “Positive” Disciplines
  • 14. 14 We imagine a flourishing economy of organizations whose criteria for success is about more than just wealth creation. We see a world where resilient, thriving individuals are engaged in high quality meaningful work, collaborating with creative and inspired colleagues in organizations where they feel supported, valued, and challenged to realize their full potential as human beings. Redefining Success for Organizations ©2014 Edington Associates
  • 15. What is SELF-LEADERSHIP? Self-leadership is the process of purposefully… engaging in change making thoughtful decisions having resilience building on strengths and continuously learning and growing in thriving relationships 15© 2012 Edington Associates
  • 16.  If you’re healthy, stay healthy  Don’t get worse  Take actions to make improvements Valuing Our Health From Dee Edington, PhD, University of Michigan, “Zero Trends” (2010) As self-leaders, we’re able to draw on our leadership qualities to maximize our health and vitality 16©2014 Edington Associates
  • 17. Vision for Self-Leadership in Individuals Optimism Personal Control Self-Leadership Resilience Confidence/ Self-efficacy Self- Esteem  Knowledge  Health Literacy  Negotiation Skills Vitality/Vigor  Consumerism  Engaged patient role  Social Support − Colleagues − Community − Family  Environment and culture 17 Other characteristics: Change, Integrity, Trust, Thrive, Enthusiasm, Ethical, Spiritual, Creative, Flexible, Meaningful Work Purpose, Values, Mission, Vision
  • 18. 18 What Determines Our Outlook? Genetics 50% Life Circumstances 10% Intentional Activities 40% Research has shown that each of us is born with a particular set point for our outlook. Despite that fact, up to 40% of your outlook can be influenced by our intentional activities. Sonja Lyubomirsky, UC Riverside 2007 Happiness is within us, what we choose to do, what we engage in. ©2014 Edington Associates
  • 19. Scientific research has shown  Resilience helps deal with stress  Anyone can learn to become more resilient 19 Resilience What is Resilience?  Overcoming adversity  Coping in a positive way  Steering through stress  Relying on faith to see us through  Bouncing back when hard times hit ©2014 Edington Associates
  • 20. 20 Evidence for Resilience and Positive Emotions People who report more positive emotions in young adulthood live longer and healthier lives. (Danner, Snowdon, & Friesen, 2001) Resilience can help protect against mental health conditions such as depression and anxiety. (Research summarized in Karren, 2013) ©2014 Edington Associates
  • 21. ©2012 Edington Associates 21 Optimism Optimism is functional:  Defends us from feeling hopeless about the future.  Reduces stress and anxiety.  Enhances motivation to act and be productive. Optimism Bias, Tali Sharot 2011 What is optimism?  Tendency to see the glass as half full.  Expect good things from life.  A feeling or belief that good things will happen in the future (Merriam- Webster).
  • 22. 22 People who are optimistic or happy:  Have better performance in work, school and sports  Are less depressed  Have fewer physical health problems  Have better relationships with other people (Seligman, 1991; Lyubomirsky, King & Diener, 2005; Gallagher, Lopez, & Pressman, 2013) Optimism can be measured and it can be learned. (Martin Seligman. Flourish: A visionary new understanding of happiness and well- being, 2011; Lyubomirsky, King & Diener, 2005) Optimism can protect people from mental and physical illness, and improve subjective well-being. (Taylor et al., 2000; Gallagher, Lopez, & Pressman, 2013) Evidence for Positive Value of Optimism ©2014 Edington Associates
  • 23. Positive Mood Can be Increased by:  Counting one’s blessings  Committing acts of kindness  Identifying and using signature strengths  Remembering oneself at one’s best  Working on personal goals 23 Workplace Practices that Can Strengthen Outlook (Emmons & McCullough, 2003; Seligman, Steen, Park, & Peterson, 2005; Sheldon, Kasser, Smith, & Share, 2002) Interventions that build positive states alleviate depression (Seligman, Rashid, & Parks, 2006; Seligman, Steen, Park, & Peterson, 2005).
  • 24. Employee Training: “Self-Leadership Project”  Web platform  Self-directed  Interactive  Brief (3-10 minutes)  Research-based To help people discover new ways to reach their highest potential health and performance across all areas of their lives AIM 24© 2012 Edington Associates
  • 25. 25 Positive Outlook  Happiness  Brain Health Emotions & Intuitions  Mental Shortcuts and Biases  Environment Values  Purpose  Vision Focusing on Strengths  Positive Reframing  Creating a Plan for Change Fundamental Skills to Build Self-Leaders © 2013 Edington Associates
  • 28. 28 © 2012 Edington Associates Regular expression of gratitude related to better:  Physical Health  Optimism  Progress toward goals  Well-being  Capacity to help others Positive Outlook  Happiness  Brain Health
  • 29. ©2012 Edington Associates 29 Focusing on Strengths  Positive Reframing  Creating a Plan for Change
  • 32. Do coaches help to create self-leaders? Connecting Self-Leadership to Coaching What is the Relationship Between Self-Leadership and Coaching? Self-Leadership Coaching 32
  • 33. Supporting Self-Leaders Health Coaching Supplemental Coaching Content  Motivational interviewing  Small wins  Strengths science  Solutions-based  Support Self- Leadership Health Assessment Self- Leadership Resilience Change Decision- making Employee Self-Leadership Project Organizational Culture of Health Aligned and Healthy Environment Health Assessments  Physical Health  Medical Information  Biometrics  Demographics  Emotional and spiritual Health  Social Health  Workplace Health Engaged Employee Supportive Culture and Supportive Environment 33 Positive Leadership Self- Leadership Project Programs designed to support self-efficacy, vitality and self-leadership
  • 34. ©2014 Edington Associates 34 What if anything will you do differently? Thought Questions Think about “healthy” individuals: • Are all low risk individuals the same? • What words would you use to describe the healthiest people you know? Think about “successful” companies: • Are all workplaces the same? • What words would you use to describe the best workplace possible?
  • 35. ©2012 Edington Associates 35 Redefining Health for Individuals Chronic Signs & Symptoms Feeling OK Premature Sickness, Death & Disability High-Level Wellness, Energy, Vitality Edington. 1983, Modified 2008, Modified 2012 Chronic Signs & Symptoms Feeling OK Premature Sickness High-Level Wellness Self-Leader Thriving Sustainable Energetic Well-Being Continuum for Positive Self-Leaders: Beyond Zero Trends
  • 36. ©2012 Edington Associates 36 Summary Summary
  • 37. 3 Strategic Vision from Leaders Systematic & Thriving Shared Values Systemic Engage all in the Workplace Recognize Positive Actions, Work Team Sustained Progress in all areas 2 Speech from Leader Internal Wellness Program Screenings & Reduce High-Risks Coaching Incent High-Risk Reduction Change in Risks, ROI 1 Inform Leader Out- source Wellness Screenings & Reduce High-Risks Incent High-Risk Reduction Change in Risks 0 Do Nothing Do Nothing Do Nothing Do Nothing Do Nothing Pillar 1 Pillar 2 Pillar 3 Pillar 4 Pillar 5 Which Sustainability Level is for You Sustainability Rating Do Nothing Champion Comprehensive Traditional Senior Leadership Operations Leadership Self- Leadership Rewards for Positive Actions Quality Assurance Five Pillars ©2012 Edington Associates
  • 38.  Phone: 734.998.8326 (USA)  Email: dedington@edingtonassociates.com jspitts@edingtonassociates.com jmcintyre@edingtonassociates.com jmrichardson@edingtonassociates.com  Website: www.edingtonassociates.com  Address: Edington Associates LLC University of Michigan North Campus Research Center 1600 Huron Parkway Ann Arbor MI 48109 ©2012 Edington Associates 38 Thank you for your attention