Category: Health and Wellness

Health and wellness is important to you and to MSU. The healthier our faculty and staff are, the healthier MSU will be. This category features information related to wellness at MSU.

Convenient Care: Take Advantage of These Great MSU Health Care Services

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Written by Rebecca Himmelstein, MSU Health Care

The availability of health resources that are close to home matters now more than ever. MSU Health Care has extra safety measures in place to help keep every Spartan healthy, and MSU employees can take advantage of many options from the safety of their own home.

New Pharmacy Location

This September, MSU Health Care is excited to announce their new pharmacy location opening on the first floor of the Eyde Building. MSU patients, faculty, staff, students and retirees will soon be able to fulfill their pharmaceutical needs in the new pharmacy location at 4660 South Hagadorn Road in East Lansing. This space is larger, allowing for upgraded features and expanded over-the-counter products and common vaccinations available by appointment. Free delivery is also available for patients within 30 miles.

To learn more about the new pharmacy, visit MSU Health Care’s website.

Flu Vaccinations

MSU Health Care Pharmacies are now administering flu shots for the 2021 season. Two types of vaccinations will be available: the standard flu vaccine and the high dose flu vaccine for individuals ages 65+. A valid insurance card is required at the time of the visit. Patients can receive a flu shot in the pharmacy or at one of several drive-thru vaccine events.

To receive a flu vaccine at the pharmacy, patients must be 18 or older and complete a screening form. In-pharmacy vaccines are by appointment only. Customers should call the pharmacy at (517) 353-4930 to set up an appointment.

MSU Health Care Pharmacies will also be hosting several drive-thru flu vaccine events this fall located at the MSU Pavilion on Farm Lane. No appointment is necessary for the drive-thru events, and flu vaccines are covered under most insurance plans.

The drive-thru events are scheduled as follows:

  • September 23–24, 8am to 4:30pm
  • October 14–15, 8am to 4:30pm

For more information about the drive-thru events and to download the vaccine consent form, visit MSU Health Care’s Pharmacy site.

Diagnostic Imaging

Did you know MSU Imaging Services offers state-of-the-art diagnostic imaging right on MSU’s campus? Patients can have all of their imaging needs taken care of in one location with easy and convenient parking. Their expert team of care providers offer quick and accurate results with many appointments available within 48 hours. All patients are welcome to utilize the following services:

  • MRI
  • CT
  • PET
  • X-ray
  • Ultrasound

For more information and to schedule an appointment, visit MSU Health Care’s Imaging page.

Telehealth Visits

If you’re still hesitant to see your provider in-person for appointments, many MSU Health Care clinics are offering telehealth visits for new and current patients. MSU providers are trained to address your health concerns through a virtual visit from children’s sick visits to neurological MS care. Ask your provider if a telehealth visit is right for you.

Visit MSU Health Care’s Telehealth page to learn more about how a virtual visit could work for you and your family.

As MSU continues to function primarily remotely, the availability of health resources close to home such as flu shots, imaging services and telehealth visits matters now more than ever. For more information on any of the services mentioned above, reach out to MSU Health Care at (517) 353-1855 or visit healthteam.msu.edu.

Employee Engagement in a Rapidly Changing Workplace

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Written by Jennie Yelvington, MSW, ACSW, Program Manager, MSU HR Organization & Professional Development 

Recent research analysis (Quantum Workplace, 2020) seems to indicate that employees are feeling more engaged now than prior to the pandemic. While that certainly isn’t true for everyone, there are a number of variables in this situation that have led many employees to rate their engagement as higher and their leaders as better than in the previous year, including increased communication and a focus on wellness.

Engagement during this time is complicated though, and efforts must be intentional and thoughtful as people struggle with a variety of new challenges.

Here are strategies that can help. 

Frequent, Honest Communication 

When times are ambiguous and rapidly changing, some leaders pull back, gloss over issues, and avoid decisions, which can cause more difficulty. â€œCognitive biases, dysfunctional group dynamics, and organizational pressures push (leaders) toward discounting the risk and delaying action.” (Kerrissey 2020). Being straightforward with people about what you know and don’t know is essential, and it can include warnings that the direction could change as new information comes to light.  

Action Step: Share information frequently. Consider brief meetings with your team multiple times per week. This allows all to touch base, ask questions, and share new information. Don’t make them any longer than they need to be and make sure you ask “how” people are doing, not just “what” they are doing. 

Demonstrate Empathy 

The combination of direct honesty noted above must be combined with deep caring. When you do meet with others, make note of their behavior and level of interaction. If they don’t seem like themselves, check-in to see if they’re ok. Without the social contact we usually have, we rely more than ever on our work colleagues for compassion and the sharing of our human experiences. Taking a bit of time to do this helps to increase trust and the sense of being “in it” together. Also, be aware that people may be juggling multiple, additional responsibilities (such as helping kids with schoolwork) while doing their job. As much as possible and if the role allows, consider flexibility in schedules so that people can work when they are most able to focus.  

Action Step: Reflect and support. Take time to think about how individuals who report to you are being impacted by this situation. When people share good news, join in that celebration. Consider what they might be struggling within their individual situation and how you can empathize and offer support or resources. Make sure people are aware of the MSU Employee Assistance Program services available to them. For resources related to flex schedules, childcare, elder care, and more, check out the WorkLife Office. 

Keep an Inclusive Eye to Innovation 

Engage your team in a fresh look at the work before you. What has changed? What has continued? What could benefit from being done differently? You may find that some of your employees have untapped skills that are now very useful or inventive ideas that might successfully move forward in this environment. Create a safe space for people to bounce around ideas and take some ownership in reinvention. Make sure you are listening to ideas from all team members, not just those who think like you. Diversity of thought and experience is what drives innovation. Empower your team to work together to solve new challenges, rather than having them passively waiting to be told what to do. 

Action Step: Set the expectation that all team members stay up on best practices and future trends for their area of work. Set regular meetings (monthly or bimonthly) to share and brainstorm ways to integrate what they are learning. 

Manage Performance and Support Development 

The pandemic has resulted in many changes in how we approach and bring forward our work. Are you and your team prepared to meet the demand? Have you reviewed processes and expectations given the shifting environment, and made the expectations clear to your team? Be aware that employees might need help in developing new skills to carry out the work effectively in the new world. It is not uncommon for people to feel awkward or embarrassed about this need. 

Action Steps:  

  • Consider what materials, equipment, and training employees might need to be effective in this environment. If working from home, talk to employees about their home set-up. Is there something they could get from the office to aid their effectiveness, such as a desk chair or a second screen?  
  • If they are now coming into work, how are things going from a safety and process perspective? Frequently assess the situation. Make a plan to address any unexpected barriers and follow through. Be prepared to address non-compliance with the MSU Community Compact. 
  • Normalize the learning curve that exists and explore training programs and/or assistance from a colleague that might be helpful. Check out programs available from Organization & Professional Development, AAN, IT Services, Broad Executive Development Programs and elevateU. 

Difficult times can often provide opportunities to draw people together around the mission and culture of the organization. Spartans have long been hard-working, problem solvers and there are countless examples of how our teams have risen to the occasion despite shifting ground and tight resources. When leaders exhibit honest, compassionate communication, flexible support, inclusive problem solving, and the ability to respond to changing needs, people are likely to be engaged, even during tough times. 

Sources:

Kerrissey, M. J., Edmondson, A. C., (April 13, 2020) What Good Leadership Looks Like During this Pandemic. Retrieved September 3, 2020, from https://hbr.org/2020/04/what-good-leadership-looks-like-during-this-pandemic 

Quantum Workplace (2020) The Impact of Covid 19 on Employee engagement. Retrieved September 3, 2020, from https://marketing.quantumworkplace.com/hubfs/Marketing/Website/Resources/PDFs/The-Impact-of-COVID-19-on-Employee-Engagement.pdf?hsCtaTracking=1f30c83e-71cc-46e6-b9eb-9d682de56835%7C42c75679-4e54-4ddb-8a6f-87d61a43608b 

Best Doctors Benefit Offers New Behavioral Health Navigator Service

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Your mental health needs to be a priority. As we continue living through this pandemic, that is especially important now more than ever. MSU’s Best Doctors (also known as Teladoc Medical Experts) benefit recognizes how important mental health is. A new service they are now offering to benefit-eligible MSU employees and retirees is their Behavioral Health Navigator.

As a benefit-eligible employee or retiree, if you or your eligible dependent is facing depression, anxiety, or a related condition and want a second opinion, Best Doctors/Teladoc Medical Experts wants to help. Best Doctors/Teladoc Medical Experts gives expert second medical opinions and access to coaching and online education tools. And now with the Behavioral Health Navigator, they offer these services for more than just medical care.

So whether you’re just looking for a second opinion, don’t feel like your condition isn’t improving, need help to find a mental health provider who specializes in your specific condition, or have questions related to your condition, the Behavioral Health Navigator is here to help. Listen to this member experience in the following video:

The Best Doctors/Teladoc Medical Experts team of leading psychiatrists, psychologists, and social workers take the time to list to your concerns and complete an in-depth review and assessment of your existing diagnosis and treatment plan while guiding you through the mental health care system to monitor your progress.

How to use the Behavioral Health Navigator:

  1. Contact Best Doctors/Teladoc Medical Experts – You’ll be connected to a behavioral health nurse who will be assigned to you throughout the course of your care. The nurse will perform a video interview to help determine the need for additional assessment or record collection.
  2. In-depth review & report – After the nurse performs the interview, they will complete an assessment summary to send to the behavioral health medical director and an expert psychiatrist. After they review your summary and history, they will either talk to you further or provide recommendations for improvement.
  3. Follow through – Your nurse will guide you through the report, make sure you understand the recommendations, answer your questions, and follow-up throughout your therapy.

Contact Best Doctors/Teladoc Medical Experts today to get started at 866-904-0910, BestDoctors.com, or download the app. Best Doctors/Teladoc Medical Experts is available to faculty, staff, and retirees who are eligible to enroll in MSU health plans. Learn more about this benefit on the MSU Human Resources website.

Motivational Monday Round-Up

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As the summer winds down to a close, it can be tough to transition back to a productive work routine, especially after the countless challenges and hardships this summer has brought about with the ongoing COVID-19 situation. Although this summer has been different, we are fortunate to have had a continuous source of motivation to keep our spirits high from MSU HR’s own Senior Learning and Organization Development Specialist, Todd Bradley.

Designed to encourage you during a time with many stressors and unknowns, Todd’s Motivational Monday videos have provided employees with quick and easy inspiration to start their days off right throughout the entirety of this long and difficult summer. Todd concluded his series last week with his final video of the series; however, his full video series will still be available to all in need of some extra motivation on the MSU HR Youtube channel.

Motivational Monday: Transitions

Todd explores the topic of transitions in this video and provides tips on how to guide yourself through difficult transitions.

Motivational Monday: Masking Up

Todd discusses the importance of wearing a face mask during this time and how to navigate asking others to wear a mask.

Motivational Monday: Conclusion

Todd’s final Motivational Monday video of the series.

Visit the MSU HR YouTube channel to view all of Todd’s Motivational Monday videos.

Compassionate Leadership: Awareness of Mental Health Needs as the Pandemic Continues

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Written by Jennie Yelvington, MSW, ACSW, Program Manager, MSU HR Organization & Professional Development

The last few months have been a long haul, and from all indications, it will still be quite some time before the COVID-19 crisis is behind us. Information changes daily, forcing us to shift gears quickly and adjust plans in virtually every role we have — be it employee, leader, parent, caretaker, or even citizen given our current sociopolitical landscape. As time goes on, the continually shifting ground can be disorienting, and emotional overload can impact our mental health. It is not uncommon for people to feel motivated and focused one day (or week) and then burned out and struggling the next. For those experiencing depression, anxiety, and other mental health conditions pre-COVID — perhaps silently — the impact may be even more severe. 

In addition, “employees who have had to adjust to new vulnerabilities, uncertainties, and business practices from COVID-19 are now being re-traumatized through repeated exposure to images and threats of violence. For some, this moment is a wakeup call to make important and necessary changes, but for many, there is a cumulative deep emotional overload and exhaustion. Coping with these two huge social forces in the context of social distancing and greater financial uncertainty leaves people feeling frightened.” (Goodson, 2020) What can leaders do to support their team members and colleagues, while attempting to navigate this terrain? Here are some tips to keep in mind:

  1. Commit to your own self-care and encourage your staff to do the same. If you don’t take the time and effort for self-care, you will not be able to do the other items on this list effectively. Here’s the rundown:  
    • Get enough sleep and keep a consistent schedule as much as possible.  
    • Take breaks. Get outside, go for a walk, meditate, get away from your screens even if it’s just for a few minutes. 
    • Move. Do something that you enjoy to get some exercise. Walking, yoga, running, strength training, golfing, dancing, whatever you like.  
    • Connect. We all have an innate need to connect with others. Suggestions: call that friend who makes you laugh, reach out to brighten someone’s day, do something fun with your family (instead of just the to-do list), or meet with a colleague for a socially distanced, outdoor coffee hour. 
    • Take time off as you are able. Even a long weekend or a few hours here and there to get away from work — and social media — can be rejuvenating. 
  2. Stay aware. If you notice that a staff member or colleague shifts from being engaged and productive to detached or agitated, check-in. Not to judge or diagnose, but to see how they are and listen. 
  3. Show compassion and reassurance. Normalize these ups and downs and the impact on everyone’s psyche — though, it may look somewhat different from person to person. Demonstrate empathy and allow for flexibility when possible as people try to meet the demands of caretaking, financial struggles, and more. 
  4. Provide structure and continuity where possible. Talk about what isn’t changing, have project plans so that expectations are clear, keep people briefed on the latest information as you become aware, focus on vision, values, and mission as driving factors regardless of other changes. 
  5. Stay realistic while maintaining some base expectations. Productivity may not be as high or consistent as it was pre-pandemic. There may be points of higher output and other times when family or emotional demands take a toll. Communication is key. What are the priority items that must be completed on time? Where can there be flexibility? How do you prefer people communicate with you if a deadline is at risk?  
  6. Support skill-building. Most employees (and likely you, too) have needed to do their jobs in new ways to meet current needs. Some have put off this learning, hoping that they could ride it out until this situation passes. That is no longer an option. Covering for not having the skills to do the work needed adds to the stress. Do skills inventories with staff to see what areas to strengthen to do the work at hand in this environment. Support people in finding the skill-building opportunities they need and follow up to make sure they’ve followed through and found it helpful. Call MSU HR, Organization & Professional Development and/or Academic Advancement Network for guidance or read some of these questions to help assess learning needs. 
  7. Communicate openly, honoring what is difficult while staying optimistic about the future. Share information you can promptly. If you are having a particularly bad day, it is probably best not to share all your worst thoughts with your staff. Talk to a trusted friend to get perspective first. As new announcements come out, check in with staff to see what their reactions are, what questions they have and discuss how the news could impact them. 
  8. Provide referrals. If you notice that people are struggling, be sure to remind them of the resources available.  

“Leaders set the tone and culture of organizations. They should remind people to take care of themselves and share what they are doing to stay healthy and well. This may mean leaders must get outside their comfort zone. Employees are likely to be reassured by the willingness of leaders to show vulnerability and share how they are coping. This conveys to employees that they are not alone in what they are feeling and experiencing. Ideally, it communicates we are in this together and you are supported. Also, it demonstrates the organization’s commitment to transparency and continuous communication.” (American Psychiatric Association, 2020)  

So grant yourself and others some grace as we move through this imperfectly. Take time to relax and connect with others to further resiliency, set realistic goals and give yourself credit for all that you’ve managed thus far in a challenging situation. Take care, Spartans. Together we can do this. 

Sources:

Scott Goodson (2020, June 25). How to Lead Through Employee Mental Health Issues During Covid. Retrieved August 19, 2020, from https://www.inc.com/scott-goodson-chip-walker/how-to-lead-through-employee-mental-health-issues-during-covid.html

Employee Mental Health & Well-being During & Beyond COVID-19. (n.d.). Retrieved August 19, 2020, from http://www.workplacementalhealth.org/Employer-Resources/Employee-Mental-Health-Well-being-During-Beyon

Tips for Creating an Effective Remote Work Schedule

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Whether you’re now working from home during this time period alongside your family members, or if you’ve got a furry friend by your side begging for your attention, working remotely can be a challenge. Stepping out of your daily routine at the office may be bringing added stressors to your work life as you try to effectively manage your workload from home while adjusting to new methods of collaboration with your coworkers. 

Figuring out what works best for you during this time is far from easy, but after already practicing working away from campus these past few months, many MSU employees have been able to find ways to bring structure and efficiency into their remote workdays. We asked employees to tell us what tips, tricks, or tools they’ve been using to help them effectively succeed at remote work, and here are some common themes we found.

  1. Utilizing flexible work hours where possible

Some employees have been able to coordinate a flexible work schedule with their supervisors that helps the employees as they work remotely.

“Since COVID-19 and working from home, I start my workday at 7:30 a.m. I also take a 30-minute lunch and these two easy changes allow me to finish my workday at 4:00 p.m… I feel very blessed to have some control over my workday schedule.” – Jackie Hohenstein

“A lesson from this remote work is, work does not necessarily have to be 8-5. Work needs to get done, but depending on your preferences and home situation, perhaps starting at 6 a.m. is better, or resuming at 8 p.m. As long as the work gets done, schedules can and should be flexible.” – Rick McNeil

“I learned in a training that working at your peak performance hours leads to better productivity. For example, if you’re a morning person, you work better and complete more during your peak times. I also found that stepping away from the computer for five or 10 minutes every two hours keeps your momentum going. Overall, I like the new things I have learned becoming a remote worker.” – Natasha Williams

  1. Build Breaks Into Your Schedule

As Natasha mentions above, taking breaks keeps the momentum going. Other employees agreed that building breaks into their schedule helps them work remote more successfully.

“Working from home means that when I’m working, that pretty much means I’m looking at a computer screen. In the office, meetings used to give my eyes a break but now most meetings are on Zoom or Teams so I’m looking at a screen even then. I try to give my eyes a break by getting up from my seat and away from the computer for at least a few minutes every hour or so…I make myself take a lunch break every day where I’m not looking at my computer or phone screen. I also still take notes and brainstorm in a notebook, so that also gives me a screen break.” – Courtney Chapin

  1. Continue Your Regular Morning Routine

“One thing I have done to combat “quarantine fog” is to try to stick to my normal work schedule while also integrating time to care for my child and animals every couple of hours. Sometimes this extends the workday, but I have found I am better able to focus on my work after I have taken the dogs outside and played with them for a little bit. In addition, my 10-year-old daughter and I have been using our time in quarantine to have some good quality ‘talks.’” – Mary Keyes

  1. Keep Track of Your Workload

“I keep a document that I plan my work for the coming week on Friday. During that workweek, I keep track of the things I accomplish and the new things that come up that need to be done. I leave future action items on the list. I find this to be more effective than a paper list.” – Renee Graff

  1. Limit Distractions in Your Workplace

“Set aside a work area and leave work in the work area.  Don’t invite it into other areas of your home life.” – Jayme Miller

After hearing from other MSU employees, it is clear there are many ways to navigate remote working schedules. However you go about working remotely, looking to other coworkers or your supervisor for guidance can be one of the most helpful ways to ensure future success for yourself and your team.

Navigating through Crisis to Reinvention

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Written by Jennie Yelvington, MSW, ACSW, Program Manager, HR Organization & Professional Development

Months into the COVID-19 crisis we have learned a great deal about the importance of resilience, agility, and supporting others as we navigate rapidly changing demands. The skills and mindset demonstrated by people at every level of the organization helped us move through the initial shock and make essential changes. As we move forward, with ever-shifting variables, it seems that a traditional change management perspective is inadequate. There is no clear end, and the normal we knew before won’t likely return. That reality calls on leaders to attend to rapidly changing demands of the crisis, while also considering what reinvention will look like for our institution. While stressful, this provides an interesting opportunity for all of us to reshape our organization; leaving behind the practices and systems that don’t serve us and generating new ideas for a better tomorrow.

The authors in this Center for Creative Leadership (CCL) report warn, “leadership teams will be tempted to avoid taking bold action and having the toughest conversations and will retreat to the closest thing to the status quo that they can find — but that will leave the organization weaker and less prepared for the future than it should be” (Pasmore et al., 2020). There are many things we will have to do to help assure safety in the coming year. The question is, will we be able to stretch beyond mere compliance to take strategic steps to bring the organization forward in a significant way? All of us have a responsibility to that end, and leaders must be prepared to forge the path ahead in the following ways.

  1. Build Trust

This recent Deloitte article notes “trust is a catalyst of recovery” and reminds us that “resilient leaders need to inspire their teams to navigate through these significant COVID-related uncertainties. But great leadership requires even greater followership—and followership is nurtured by trust” (Renjen, 2020). Relationships are more important now than ever, and the actions we take with our colleagues, students, and community will either serve to strengthen or diminish trust. Transparency, candid communication, empathy, and compassion are vital to creating a sense of safety. With increased trust, people are more likely to step into the unknown and further innovation, something that is desperately needed at this time.

  1. Provide Direction

It is imperative that leaders provide a north star so that all individuals involved understand where they are heading. While the situation continues to change and responses need to be flexible, a visible commitment to values, a vision for the future, and a drive to deliver on our mission can help guide decision-makers and help others see the opportunity in the crisis. In addition to direction, CCL points out that leaders need to assure there is also:

  • Alignment: effective coordination and integration of the different aspects of the work so that it fits together in service of the shared direction; and 
  • Commitment: People who are making the success of the collective, not just their individual success, a personal priority (CCL, 2020).

Reviewing the CCL article “Direction + Alignment + Commitment (DAC) = Leadership” will help you to assess and strengthen all three in your team.

  1. Collaborate Inclusively

Leading through hardship and uncertainty requires a humble approach that acknowledges we need the skills, ideas, and energy of all our people to move forward as effectively as possible. Our tradition of protected silos will not serve us in this new world. We must learn to share ideas, work together to solve problems, and stop reinventing the wheel. According to global organizational consulting firm Korn Ferry, â€œNow, more than ever, organizations need innovative thinking and ideas-sharing across the business. Inclusive leaders can create a safe space, regardless of what is happening externally, where people can feel accepted and empowered to give the best of their talents” (Korn Ferry, 2020). To reach that goal, we must examine our biases, reach outside of our comfortable circles, and actively listen and honor the perspectives of others.

  1. Develop Yourself and Others

Strong leaders know that ongoing learning and development are key to meeting changing needs effectively; this is particularly true today. This Forbes article “4 Must-Have Skills For Leaders Post-Covid-19” notes â€œlarge numbers of workers may never go back to the office permanently. Managers who can not only get the best possible results out of their teams when working remotely but also show they can still act personably with employees and ensure team morale is high will be sought after” (Forbes, 2020). Strong engagement, communication, and technology skills are critical as we navigate this ever-changing terrain. Relying solely on the knowledge that has gotten us through in the past will not carry us forward. Demonstrating ongoing learning and expecting the same of your team is critical, both for the organization and individual careers. According to Gallup, “The impact the right employee development process can have is massive —Gallup finds that organizations that have made a strategic investment in employee development report 11% greater profitability and are twice as likely to retain their employees” (Ratanjee, 2020). In addition to training programs, formal or informal coaching, stretch assignments, and learning cohorts are key, particularly during budget shortfalls.

A newly released Academic Impressions report highlights that “adopting a systemic and intentional approach to developing the capacity of that workforce is a strategy for strengthening the institution’s capacity and resilience both during and after a crisis” (Academic Impressions, 2020). More broadly, the mindset we take as individuals and as an organization is important. “As the sector reels from unprecedented challenges, leaders can respond with either a ‘scarcity mindset’—reacting passively to factors outside their control, such as state budgets, demographic shifts, or a pandemic—or a ‘growth mindset,’ focusing on those factors within their control, leveraging the full skills and capacity of their academic workforce to find new solutions, networking and engaging actively across the sector to identify and share strategies for confronting both persistent and new challenges, and investing and reinvesting in their people” (Academic Impressions, 2020). As with any crisis, there are unique opportunities to strengthen our organization; we can make the most of those opportunities if we humbly work together in new ways, toward a unifying vision.

Sources:

Academic Impressions (2020, May). Why Professional Development is a Strategic Priority During a Time of Rapid Change. Retrieved July 17, 2020 from https://www.academicimpressions.com/wp-content/uploads/2020/05/pd-report-ai-2020.pdf

CCL (2020). Direction + Alignment +Commitment (DAC) = Leadership. Retrieved July 17, 2020 from https://www.ccl.org/articles/leading-effectively-articles/make-leadership-happen-2/

Forbes (2020, May 28). 4 Must-Have Skills for Leaders Post COVID-19. Retrieved July 17, 2020 from https://www.forbes.com/sites/imperialinsights/2020/05/28/4-must-have-skills-for-leaders-post-covid-19/#2e778106ca1b

Korn Ferry (2020). Leading through a crisis. Retrieved July 17, 2020 from: https://www.kornferry.com/challenges/coronavirus/leadership

Pasmore et al. (2020). Turning Crisis into Opportunity: Preparing Your Organization for a Transformed World. Retrieved July 17, 2020 from https://www.ccl.org/wp-content/uploads/2020/05/turning-crisis-into-opportunity-center-for-creative-leadership.pdf

Ratanjee, V. (2020, April 30). 3 Ways to Continue Employee Development When Budgets Are Cut. Retrieved July 17, 2020 from https://www.gallup.com/workplace/309284/ways-continue-employee-development-covid.aspx

Renjen, P. (2020, April 22). The essence of resilient leadership: Business recovery from COVID-19. Retrieved July 17, 2020from https://www2.deloitte.com/us/en/insights/economy/covid-19/guide-to-organizational-recovery-for-senior-executives-heart-of-resilient-leadership.html

Don’t Forget to Protect Your Eyes during UV Safety Month!

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Did you know long-term exposure to bright sunlight may increase the risk of cataracts and growths on the eye, including cancer? Did you also know that you can easily reduce this risk and protect your eyes from UV damage simply by doing things such as wearing sunglasses, a wide-brim hat or applying sunscreen around your eyes? Your eyes are one of your most important muscles, as well as one of the most sensitive, so it is important to make sure you are protecting your vision.

With VSP vision insurance, taking care of you and your family’s eyecare is almost as easy as simply wearing your favorite pair of sunglasses. Their vision insurance plans are available to benefit-eligible faculty and staff and their dependents.

Why Enroll in VSP?

VSP offers a range of access to care, quality eyewear options, and plan options. Additionally, VSP has partnered with Eyeconic.com to provide you with the lowest market price costs and savings on glasses, contacts, sunglasses, and even your copay when you connect your specific vision insurance plan. This a great option for those prefer online shopping.

VSP offers two vision plans — standard or premium coverage — for all MSU benefit-eligible employees to enroll in. To learn more about these plans, visit VSP’s plan summary sheet available on the HR website.

As a reminder, for those benefits-eligible faculty and staff thinking about their vision insurance needs for 2023, Open Enrollment for MSU’s voluntary, employee-paid benefits begins in October. Outside of open enrollment, benefits-eligible new hires or newly eligible faculty and staff have 30 days to enroll from their date of hire or date of eligibility. If you are a new hire or newly eligible and wish to enroll in VSP, please call MSU Benefits Plus Customer Care at 800-877-7195.

More Savings with VSP

Another great perk to VSP’s vision insurance plans is VSP EasyOptions. With VSP EasyOptions, you and each member on your plan can choose one of these enhanced eyewear options when purchasing your glasses or contacts:

  • An additional $100 frame allowance, or
  • An additional $50 contact lens allowance, or
  • Fully covered premium and custom progressive lenses, or
  • Fully covered anti-reflective coatings

VSP also offers a 20% discount on additional glasses and sunglasses to all VSP enrollees. The result? Extra money for you, at a time when every dollar counts. And, more affordable options for you to look good, see more clearly and protect your eyes.

How to Use Your VSP Benefit

To use your VSP benefit, simply follow the steps listed below and VSP will handle the rest:

  1. Create an account at vsp.com. Once your plan effective, review your benefit information. MSU and VSP provide you a choice in your vision plan — choose the Standard Coverage or select the Premium Coverage with VSP EasyOptions.
  2. Find an eye doctor who’s right for you. Visit vsp.com or call 800-877-7195.
  3. At your appointment, tell them you have VSP. There’s no ID card necessary. If you’d like a card as a reference, you can print one at vsp.com.

To enroll in VSP during Open Enrollment, go to MSUBenefitsPlus.com. For questions, contact VSP directly at 800-877-7195.

How Your Best Doctors Benefit Can Help You through COVID-19

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Have you had to cancel or reschedule a surgery or other medical procedure due to the current health crisis? Best Doctors is here to help by providing expert second medical opinions and access to coaching and online education tools to benefits-eligible MSU employees and retirees. With Best Doctors, those facing serious diagnoses or those who are unsure of their treatment plan can have their medical diagnosis, treatment plan and medical questions reviewed and answered by world-renowned medical experts for free. Those who utilize their Best Doctors benefit are ensured to have the right information, the right diagnosis and the right treatment going forward as they navigate through the rest of life’s uncertainties.

How Others Have Benefitted from Best Doctors

Best Doctors user testimonial quote saying, "The Best Doctors experience was thorough and easy. I received a wealth of information and interacted with people who seemed like they genuinely cared about what happens to me."

How Best Doctors Helped the Price Family:

How Best Doctors Helped Jack: Best Doctors Stopped Jack from Undergoing an Unnecessary, High-Risk Surgery

Testimonial quote from Jack saying, "I don't know how to put Best Doctors' overall concern and sincerity of caring into words."

How Best Doctors Helped Bruce: Best Doctors made sure Bruce had the information he needed to make the best decision for him

Testimonial quote from Bruce saying, "The report gave me confidence in my decision to move forward with the right solution for me."

How Does it Work?

Watch a video about how Best Doctors can help you or follow the steps below for access to Best Doctors’ services.

Visit the  Best Doctors website  and click “Create a Profile” to register. You then have the option to  use  the following services:

  1. Expert Opinion: Have a physician conduct an in-depth review of your medical case and receive  expert advice about medical treatment options.  
  1. Find a Specialist: Get help finding a specialist near you. 
  1. Treatment Decision Support: You have access to coaching and interactive, online educational tools that offer in-depth and easy-to-follow information about your specific medical condition. Use these tools to help you make more educated, confident decisions about your health. 
  1. Medical Records eSummary: With your permission, you have the option to allow Best Doctors to collect and organize your medical records for you and provide them on a USB drive. You will also receive a personal Health Alert Summary based on the records collected, giving you a total snapshot of your medical wellness. 

For any questions about Best Doctors, contact Best Doctors directly using the information below: 

  • Phone: 866-904-0910 
  • Best Doctors Website 
  • App: Download the Best Doctors app for Apple/Android by searching for “Best Doctors Member” in the Apple store or Google Play 

Mental Health Awareness: Resources to Know About for Those in Need

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May is Mental Health Awareness Month, and during the COVID-19 health care crisis, we want to ensure that you are aware of the various virtual mental health resources available to MSU employees during these difficult times.

MSU faculty/staff and their dependents who are currently enrolled in an MSU health care plan have access to Teladoc â€“ an online medical care service that gives you 24/7 access to a healthcare professional via web, phone or mobile app in minutes. Eligible employees and their dependents, who must be over the age of 18, can also receive medical care for their behavioral health (depression, anxiety, grief counseling, addiction, etc.).

Watch the video below to learn more about how Teladoc works:

How Does it Work?

Visit the Teladoc website and click on “Member Login” to set up your Teladoc account. When you need medical advice, you can receive convenient, quality care from a licensed health care professional in three easy steps:

  1. Request: ask for a visit with a doctor 24 hours a day, 365 days a year by web, phone or mobile app.
  2. Visit: talk to the doctor. Take as much time as you need to explain your medical situation – there’s no limit.
  3. Resolve: if medically necessary, a prescription will be sent to the pharmacy of your choice.

To learn more about Teladoc or for any questions you may have, contact Teladoc directly at 1-800-Teladoc, at the Teladoc website or by downloading the Teledoc app for Apple/Android by searching for “Teladoc” in the Apple Store or Google Play.