Dr. Rosie Ward's Presentation - sHaRe - 021109

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Dr. Rosie Ward's Presentation - sHaRe - 021109

  1. 1. Wellness and Health Management: Are They Mutually Exclusive?
  2. 2. Effectiveness Depends on Program Model Population Quality of Work Traditional Program Health Life Approach Model Management • Fun activity focus • Mostly health focus • Add productivity • No risk reduction • Some risk reduction • Strong risk reduction • No high risk focus • Little high risk focus • Strong high risk focus • Not HCM oriented • Limited HCM oriented • Strong HCM oriented Main • All voluntary • All voluntary • Some required activity Features • Site-based only • Site-based only • Site and virtual both • No personalization • Weak personalization • Strongly personal • Minimal Incentives • Modest Incentives • Major Incentives • No spouses served • Few spouses served • Mainly spouses served • No evaluation • Weak evaluation • Rigorous evaluation Primary Morale-Oriented Activity-Oriented Results-Oriented Focus C/B Ratio <1.0 3.0 >6.0
  3. 3. Monthly Illness & Negative Work Factors Disease Burden Disease Burden 4+ Negative Work Conditions 1-3 Conditions Factors 0 Negative Work 1.09 days 4.25 days Factors 1.64 days 5.56 days 1+ Negative Work Over a week Factors 16 days annually annually Source: Gallup-Healthways Well-Being Index – Oct. 2008 Results
  4. 4. What Interferes with Productivity? 25% 47% Source: Human Capital, Motivation, & Productivity, Health as Human Capital Survey (2007)
  5. 5. Value-Vision Dimensions Value-Vision Description Example Dimension General capacity to •  Unique, individual aspect I distinguish the individuality, of people (Intrinsic) uniqueness, and intrinsic •  Being in the moment worth of self and others. •  Infinite possibilities General capacity to “see” and •  Labels & categories E “do” with one’s values. •  Very practical (Extrinsic) •  Limited to what is known General ability to think •  Concepts & ideas S abstractly regarding rules, •  Rules & regulations (Systemic) regulations, beliefs, and •  Limited choices authorities.
  6. 6. Sustained Behavior Change Cognitive Coaching Research (Stanford) New New Skill New Behavior Knowledge Developed at Work Instruction Only 90% 25% 5% Add Demonstration 90% 50% 5% Add Practice 90% 90-95% 5% Add Feedback 90% 90-95% 5% Add Coaching 90-100% 90-100% 95%
  7. 7. Giving <100% Effort at Work Under what conditions do you give less than 100% at work? Source: Rosalind Ward, Ph.D. (2008)
  8. 8. Giving >100% Effort at Work Under what conditions do you give more than 100% at work? Source: Rosalind Ward, Ph.D. (2008)

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