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The Whole-Story with Whole-Person Well-Being

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The domino effect of well-being is real. What happens in one part of your life effects another part, and the inter-connected chain of events is suddenly set into motion. You probably know this already, but don’t think of it as whole-person well-being. For instance, when you have a bad day at work, and it affects you at home. We have all been there! It’s time we understand the whole story with whole-person well-being. By breaking down the four dimensions of well-being -- physical, emotional, financial, and work -- you can learn about health through a new lens and begin to uncover the ways in which well-being is directly related to successful business results within your organization.

Published in: Recruiting & HR
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The Whole-Story with Whole-Person Well-Being

  1. 1. The Whole Story with Whole-Person Well-Being
  2. 2. Meeting Agenda 1. Welcome 2. Why we’re here 3. Traditional wellness 4. The relationship between work and well-being 5. Turning the page on well-being 2
  3. 3. About us Henry Albrecht CEO, Founder, Limeade Jason Lauritsen 3 Speaker, Author, and Consultant
  4. 4. Why we’re here 4
  5. 5. Jason’s Story 5
  6. 6. Henry’s Story 6
  7. 7. Traditional wellness 7
  8. 8. The history of work and our assumptions about what work is supposed to be have shaped traditional wellness programs.
  9. 9. Remember, it is 2020 Colquitt,2017 Adversarial and contractual Monitoring and surveillance Feedback isprimarily negative Keeping score Money motivates Unproductiveassumptionsabouthowworkshouldbe:
  10. 10. These old-fashioned notions helped “traditional wellness” fail 10 Pavlovian and punitive Alienating and antagonizing Rooted in the wrong science Anchored to the wrong outcome Not addressing whole- person Not involving whole- company Only looking at medical science Sold to control medical costs Focused only on physical health (with a little EAP) – no root cause Individual and tech focus, with an occasional dash of leader Not encompassing whole-ecosystem One of 22 silos in HR and benefits
  11. 11. From wellness to well-being 11 Wellness Well-being • Focused primarily on physical health • Leverage incentives and punishments • Promised to reduce healthcare expenses Feeling good and living with purpose
  12. 12. The relationship between work and well-being 12
  13. 13. Workplace environments in the United States are responsible for… • 120,000 excess deaths per year (5th leading cause of death) • $180 billion in additional healthcare expenses (approx. 8% of total healthcare spending)
  14. 14. We are facing a loneliness epidemic 14Cigna, 2020 47% Of Americans lacked meaningful interactions on a daily basis 58% said they always/sometimes feel no one knows them well 6/10 always/sometimes feel their interests are not shared by anyone around them 46% said they felt lonely
  15. 15. 15 Our level of income impacts well-being • “Low income exacerbates the emotional pain associated with such misfortunes as divorce, ill health, and being alone. We conclude that high income buys life satisfaction but not happiness, and that low income is associated both with low life evaluation and low emotional well-being.” “High income improves evaluation of life but not emotional well-being” by Daniel Kahneman and Angus Deaton
  16. 16. 16 •Mental health is a real issue for every employer: • 1 in 5 adults suffer from a mental health condition • 56% of Americans with a mental illness did not receive treatment • Suicide is the 10th leading cause of death in America. There are 25 times more attempts than suicides. • The rate of suicides is highest in middle-aged men. In 2016, white males accounted for 7 in 10 suicides. Mental Health America AFSP
  17. 17. 17 •Unhealthy work environments perpetuate unhealthy workers Ergotron American Heart Association Bureau of Labor Statistics 86% of American workers report sitting all day, every day at their workstation Over half of workers in the United States have trouble eating healthy on the job 1/3 of Americans work 45 hours or more a week, and 9.7M work more than 60 hours. 1 2 3
  18. 18. Remember, we’re human Jason’s Journey 20192004
  19. 19. Turning the page on well-being 19
  20. 20. Why does a focus on the whole-person matter? What happens in one part of your life… impacts what happens in other parts
  21. 21. There is a new paradigm… All the lectures, programs-in-silos and steps challenges in the world won’t fundamentally change things. Only one (really hard) thing will… Care
  22. 22. Care is a verb Companies achieve better people and business results when they actively show CARE for employees, and help their employees care for themselves.
  23. 23. Every employee should know their company cares. Whole Person Care and support for the whole person Whole Company Every manager, team and leader inspires and supports you. Whole Ecosystem Relevant resource to the right person at the right time.
  24. 24. When employees feel their organization cares about them as individuals, they are: 10x more likely to recommend their company as a place to work 9x more likely to stay at their company for three or more years 7x more likely to feel included at work 4x less likely to suffer from stress and burnout
  25. 25. Well-being through the lens of care 25 Pavlovian and punitive Alienating and antagonizing Rooted in the wrong science Anchored to the wrong outcome Not addressing whole- person Not involving whole- company Only looking at medical science Sold to control medical costs Focused only on physical health (with a little EAP) – no root cause Individual and tech focus, occasional dash of leader Not encompassing whole-ecosystem One of 22 silos in HR and benefits Positive approach. Blend of intrinsic and extrinsic incentives, with choice, meaning Medicine, sociology, behavioral, organizational and positive psychology, statistics and more Well-being, engagement, turnover, performance, attract talent, likelihood to recommend, safety Physical, emotional, financial, work (35 dimensions) Managers, teams and peers, social networks (champions), leaders, physical environment Every relevant resource to the right person at the right time
  26. 26. The future of well-being lives in small moments
  27. 27. Henry’s moment
  28. 28. Jason’s moment
  29. 29. Key takeaways • Traditional wellness failed for many reasons that all boil down to CARE • Simplify to four (or maybe 5) elements of whole-person well-being • Physical • Emotional • Financial • Work • Maybe community? Spiritual? • Humans want to be well, and companies are starting to get it • Sometimes it takes a crisis • Together, we can create small moments of well-being 37
  30. 30. Our challenge to you Create one moment of well-being now 38
  31. 31. Thank you Contact us Jason@jasonlauritsen.com henry@limeade.com
  32. 32. Questions?

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