JustStand Summit 2013 - Dr. Genevieve HealyErgotron, Inc.
Dr. Genevieve Healy's research focuses on reducing prolonged sitting, especially among office workers. Her work shows that regularly interrupting sitting is important for heart health. Current research examines how sitting varies between populations and strategies to reduce sitting in workplaces. This includes the Stand Up Australia program, which investigates sitting patterns in office workers and effective strategies to reduce and change sitting time, such as organizational policies and environmental modifications.
Chris Freytag is a national fitness expert with 20 years of experience. She teaches fitness and provides personal training. She also works as a blogger, motivational speaker, magazine contributor, and television fitness contributor. Freytag serves on the board of directors for the American Council on Exercise and several nonprofits focused on youth fitness. In her presentation, she discusses how to overcome challenges like stress and time demands through healthy eating, exercise, sleep, and stress reduction in order to increase energy and productivity.
This document discusses how workplace design can be used to promote employee well-being. It argues that traditional workplace design focused on functionality and productivity, but a new people-centric approach aims to support employees' physical and psychological health through elements like natural light, adjustable workstations, and varied work settings. Promoting well-being leads to benefits like lower absenteeism and higher engagement, creating a healthier and more productive workforce.
This document provides guidance on creating effective weight loss incentives. It discusses research showing that self-weighing multiple times per week can produce clinically significant weight loss. The document recommends incentivizing self-weighing 5 times per week because it appeals to intrinsic motivators like autonomy and mastery, requires low cognitive load, and serves the purpose of maintaining a healthy weight. ShapeUp's incentive philosophy is outlined, emphasizing rewarding progress, real-time rewards, and actions to work alongside social rewards in prompting behavior change.
15 Wellness Predictions for 2013 and BeyondShapeUp
Sweeping cultural, political, and technological changes are transforming many of the ways we think, act, and work. As these changes come to the workplace, employee wellness programs face significant challenges and exciting opportunities. Employee wellness leaders must understand this changing landscape so they can prepare for what’s to come. Put your organization ahead of the curve by joining ShapeUp’s Founder & CEO Dr. Rajiv Kumar on this webinar as he kicks off the new year by sharing his and other national wellness experts’ views on what to expect for wellness in 2013 and beyond.
JustStand Summit 2013 - Dr. Genevieve HealyErgotron, Inc.
Dr. Genevieve Healy's research focuses on reducing prolonged sitting, especially among office workers. Her work shows that regularly interrupting sitting is important for heart health. Current research examines how sitting varies between populations and strategies to reduce sitting in workplaces. This includes the Stand Up Australia program, which investigates sitting patterns in office workers and effective strategies to reduce and change sitting time, such as organizational policies and environmental modifications.
Chris Freytag is a national fitness expert with 20 years of experience. She teaches fitness and provides personal training. She also works as a blogger, motivational speaker, magazine contributor, and television fitness contributor. Freytag serves on the board of directors for the American Council on Exercise and several nonprofits focused on youth fitness. In her presentation, she discusses how to overcome challenges like stress and time demands through healthy eating, exercise, sleep, and stress reduction in order to increase energy and productivity.
This document discusses how workplace design can be used to promote employee well-being. It argues that traditional workplace design focused on functionality and productivity, but a new people-centric approach aims to support employees' physical and psychological health through elements like natural light, adjustable workstations, and varied work settings. Promoting well-being leads to benefits like lower absenteeism and higher engagement, creating a healthier and more productive workforce.
This document provides guidance on creating effective weight loss incentives. It discusses research showing that self-weighing multiple times per week can produce clinically significant weight loss. The document recommends incentivizing self-weighing 5 times per week because it appeals to intrinsic motivators like autonomy and mastery, requires low cognitive load, and serves the purpose of maintaining a healthy weight. ShapeUp's incentive philosophy is outlined, emphasizing rewarding progress, real-time rewards, and actions to work alongside social rewards in prompting behavior change.
15 Wellness Predictions for 2013 and BeyondShapeUp
Sweeping cultural, political, and technological changes are transforming many of the ways we think, act, and work. As these changes come to the workplace, employee wellness programs face significant challenges and exciting opportunities. Employee wellness leaders must understand this changing landscape so they can prepare for what’s to come. Put your organization ahead of the curve by joining ShapeUp’s Founder & CEO Dr. Rajiv Kumar on this webinar as he kicks off the new year by sharing his and other national wellness experts’ views on what to expect for wellness in 2013 and beyond.
Presentation health staff_wellness_call_01_16_08Neelam Upadhyay
The document discusses implementing a worksite wellness program, including defining health, wellness, and health education. It recommends choosing priorities like disease prevention, health promotion, health education, organizational norms, and environmental health. The document provides examples in each area and stresses developing a program that meets all employees' needs by considering their "stage of change". It concludes with 10 actions staff can take today to promote wellness.
Action Research Project Servant Leadership Approach to Employee Wellnessjeffreytabor
The document outlines an action research project that aims to develop an effective workplace wellness program at a rural hospital using servant leadership principles. Research was conducted through employee surveys that found most employees want to improve their lifestyle but feel overwhelmed. An action plan was developed to form wellness committees focused on topics like nutrition, exercise, and education to design a program tailored to employee needs and goals. The program will be evaluated through ongoing surveys and modifications.
Employee Wellness - How Does Your Workplace Make You Feel?Darren Shaw, SIOR
Colliers International Group Inc. has released “Employee Wellness: How Does Your Workplace Make You Feel?,” a white paper that examines the actions employers are taking to prioritize workplace wellness and ultimately boost employee attraction and retention, reduce sick days and decrease healthcare costs.
MaineGeneral Health's mission is to enhance the health of the local community. Their workplace wellness program aims to make health a priority and part of the business strategy to reduce costs from claims, health plan costs, absences and lost productivity. The program focuses on becoming role models, demonstrating results, and partnering with customers. Over time they have expanded programming, engaged stakeholders, and shown outcomes like no health insurance premium increases in three years and millions saved. Their goals are to continuously communicate commitment, make health part of the culture, and encourage staff participation to support a healthier, happier, and more engaged workforce.
The document summarizes a seminar on dealing with change fatigue, including panel discussions on new approaches to ensuring employees can embrace change. It also describes how sport can provide an experiential learning environment to accelerate organizational change. Additional sections discuss promoting resilience during change situations, using consultation syndicates to examine learning, and a new approach to fitness called "Wildfitness" focused on natural movement.
This document discusses shifting the focus of workplace wellness programs from return on investment (ROI) to improving quality of life (QOL). It argues that focusing on QOL is better for both employees and management. When QOL increases, metrics like engagement, retention, and productivity rise, ultimately leading to cost savings and a positive ROI. The document provides examples of how to measure and enhance QOL through benefits, learning opportunities, social support, and positive messaging. Emphasizing small, sustainable lifestyle changes over strict health targets is presented as a better approach for sustaining wellness.
This document describes the corporate wellness services offered by DexFit. DexFit provides seminars and workshops on various health and wellness topics led by speaker Charlene Carroll. Seminars are customizable in length and content and aim to increase employee health, morale, and productivity while reducing absenteeism and healthcare costs. Example seminar topics include fitness and ergonomics for office workers, self-care for caregivers, nutrition education, and strength training. Attendees praise Charlene's engaging and practical style of teaching. Companies can book a consultation to customize wellness programming to meet their needs.
The document discusses Office Yoga, which are yoga exercises that can be done at the office sitting in a chair. Some key benefits of Office Yoga include decreasing absenteeism, improving employee morale and productivity, and reducing stress. The exercises are simple, require no special clothing or space, and can be done anytime during the workday.
The document summarizes Happy Body at Work (HBAW), an 8-week wellbeing program that focuses on sitting less, moving more, managing stress, and improving sleep. It provides employers with tools and strategies to improve employees' mental and physical resilience. Surveys show the program is effective, with most participants finding it relevant, beneficial, and an indication their employer cares about challenges they face. It has been implemented across various organizations in Australia and other countries.
Project Title: Co-creation of a strengths-based approach to improve cardiometabolic health: a community-based and Indigenous-led healthy lifestyle intervention
The document discusses the trend of increasing use of active workstations like treadmill desks and bike desks in corporate wellness programs. It notes that sitting all day is as detrimental to health as smoking. Research shows that using these active workstations can help employees improve health while maintaining productivity. Implementing active workstations is an effective way for employers to reduce healthcare costs and promote employee wellness.
The Healthy Workplace Model: 2014 Presentation Oregon Health SciencesJoel Bennett
Evidence-Based Tools for Teams, Leaders, and a Resilient Climate. Reviews Five fundamentals
1) The Spirit of Work
2) Relatedness
3) Social Contagion
4) Social Support
5) Leadership Ripple Effect
The document discusses wellness programs at work. It defines an employee wellness program as a program that promotes and supports employee health, safety, and well-being. Wellness programs often include health risk assessments, health screenings, workshops, healthy snacks, physical activity breaks, and smoking cessation classes. Creating an effective wellness program requires gaining management support, creating a wellness team, gathering employee data, creating an annual plan, and evaluating outcomes. The document provides some examples of individual and organizational approaches to wellness, such as exercise classes, stress management education, and recognition programs.
The document discusses implementing workplace wellness programs to improve employee health and reduce costs. It recommends that successful programs have six pillars: engaged leadership, strategic alignment, broad scope and relevance, accessibility, partnerships, and communications. Employee wellness programs have been shown to lower healthcare costs and increase productivity and morale. The document provides guidance on making the business case, establishing a wellness team, creating a supportive environment, implementing interventions, and evaluating outcomes. It also shares the City of Mesa's experience in developing and measuring the impact of its wellness program.
This document exhibits the importance of breaks in the manufacturing environment. Breaks can refer to the amount of time to take a pause from work; physical spaces to take that pause, or even activities that one can do during a moment away from a manufacturing line or task.
Michelle Rober Consciously Creating Wellness in the WorkplaceMichelle Rober
This document describes a new partnership model for promoting health and wellness in the workplace. Key points:
- It breaks down barriers to traditional wellness programs like cost, access and customization by providing online health coaching, exercise videos, nutrition plans and stress reduction tools accessible anywhere via a company wellness portal.
- The portal is customized for each business and provides group coaching calls, individual support and on-site visits.
- It aims to improve employee health, engagement and productivity while saving businesses money on healthcare costs. The low monthly fee of $99 per business makes it affordable for small companies.
Ergotron LearnFit®: Resources for EducatorsErgotron, Inc.
Educators know that kids are meant to move! That’s why LearnFit Adjustable Standing Desks just make sense. But how do you convince others within your school, district and organization that it is time to bring classroom furniture into the 21st century? To help with these conversations and with grant writing, watch this presentation.
Ann Ruchy is the Chief Talent Officer of Salo, LLC. Her presentation will introduce attendees to Salo and their innovative approach to workplace design and employee wellness. As the first BlueZonesTM certified work place in America, Salo embraces a holistic approach to finding purpose, improving health and increasing longevity. Salo's workplace incorporates treadmill desks, walking meetings, and rituals focused on movement, nutrition, outlook, and connection to encourage employee wellness. Salo has experienced benefits such as average weight loss of 8.8 lbs among employees, a 37% drop in cholesterol and triglycerides, increased productivity and profitability, higher employee happiness, and reduced healthcare costs.
Presentation health staff_wellness_call_01_16_08Neelam Upadhyay
The document discusses implementing a worksite wellness program, including defining health, wellness, and health education. It recommends choosing priorities like disease prevention, health promotion, health education, organizational norms, and environmental health. The document provides examples in each area and stresses developing a program that meets all employees' needs by considering their "stage of change". It concludes with 10 actions staff can take today to promote wellness.
Action Research Project Servant Leadership Approach to Employee Wellnessjeffreytabor
The document outlines an action research project that aims to develop an effective workplace wellness program at a rural hospital using servant leadership principles. Research was conducted through employee surveys that found most employees want to improve their lifestyle but feel overwhelmed. An action plan was developed to form wellness committees focused on topics like nutrition, exercise, and education to design a program tailored to employee needs and goals. The program will be evaluated through ongoing surveys and modifications.
Employee Wellness - How Does Your Workplace Make You Feel?Darren Shaw, SIOR
Colliers International Group Inc. has released “Employee Wellness: How Does Your Workplace Make You Feel?,” a white paper that examines the actions employers are taking to prioritize workplace wellness and ultimately boost employee attraction and retention, reduce sick days and decrease healthcare costs.
MaineGeneral Health's mission is to enhance the health of the local community. Their workplace wellness program aims to make health a priority and part of the business strategy to reduce costs from claims, health plan costs, absences and lost productivity. The program focuses on becoming role models, demonstrating results, and partnering with customers. Over time they have expanded programming, engaged stakeholders, and shown outcomes like no health insurance premium increases in three years and millions saved. Their goals are to continuously communicate commitment, make health part of the culture, and encourage staff participation to support a healthier, happier, and more engaged workforce.
The document summarizes a seminar on dealing with change fatigue, including panel discussions on new approaches to ensuring employees can embrace change. It also describes how sport can provide an experiential learning environment to accelerate organizational change. Additional sections discuss promoting resilience during change situations, using consultation syndicates to examine learning, and a new approach to fitness called "Wildfitness" focused on natural movement.
This document discusses shifting the focus of workplace wellness programs from return on investment (ROI) to improving quality of life (QOL). It argues that focusing on QOL is better for both employees and management. When QOL increases, metrics like engagement, retention, and productivity rise, ultimately leading to cost savings and a positive ROI. The document provides examples of how to measure and enhance QOL through benefits, learning opportunities, social support, and positive messaging. Emphasizing small, sustainable lifestyle changes over strict health targets is presented as a better approach for sustaining wellness.
This document describes the corporate wellness services offered by DexFit. DexFit provides seminars and workshops on various health and wellness topics led by speaker Charlene Carroll. Seminars are customizable in length and content and aim to increase employee health, morale, and productivity while reducing absenteeism and healthcare costs. Example seminar topics include fitness and ergonomics for office workers, self-care for caregivers, nutrition education, and strength training. Attendees praise Charlene's engaging and practical style of teaching. Companies can book a consultation to customize wellness programming to meet their needs.
The document discusses Office Yoga, which are yoga exercises that can be done at the office sitting in a chair. Some key benefits of Office Yoga include decreasing absenteeism, improving employee morale and productivity, and reducing stress. The exercises are simple, require no special clothing or space, and can be done anytime during the workday.
The document summarizes Happy Body at Work (HBAW), an 8-week wellbeing program that focuses on sitting less, moving more, managing stress, and improving sleep. It provides employers with tools and strategies to improve employees' mental and physical resilience. Surveys show the program is effective, with most participants finding it relevant, beneficial, and an indication their employer cares about challenges they face. It has been implemented across various organizations in Australia and other countries.
Project Title: Co-creation of a strengths-based approach to improve cardiometabolic health: a community-based and Indigenous-led healthy lifestyle intervention
The document discusses the trend of increasing use of active workstations like treadmill desks and bike desks in corporate wellness programs. It notes that sitting all day is as detrimental to health as smoking. Research shows that using these active workstations can help employees improve health while maintaining productivity. Implementing active workstations is an effective way for employers to reduce healthcare costs and promote employee wellness.
The Healthy Workplace Model: 2014 Presentation Oregon Health SciencesJoel Bennett
Evidence-Based Tools for Teams, Leaders, and a Resilient Climate. Reviews Five fundamentals
1) The Spirit of Work
2) Relatedness
3) Social Contagion
4) Social Support
5) Leadership Ripple Effect
The document discusses wellness programs at work. It defines an employee wellness program as a program that promotes and supports employee health, safety, and well-being. Wellness programs often include health risk assessments, health screenings, workshops, healthy snacks, physical activity breaks, and smoking cessation classes. Creating an effective wellness program requires gaining management support, creating a wellness team, gathering employee data, creating an annual plan, and evaluating outcomes. The document provides some examples of individual and organizational approaches to wellness, such as exercise classes, stress management education, and recognition programs.
The document discusses implementing workplace wellness programs to improve employee health and reduce costs. It recommends that successful programs have six pillars: engaged leadership, strategic alignment, broad scope and relevance, accessibility, partnerships, and communications. Employee wellness programs have been shown to lower healthcare costs and increase productivity and morale. The document provides guidance on making the business case, establishing a wellness team, creating a supportive environment, implementing interventions, and evaluating outcomes. It also shares the City of Mesa's experience in developing and measuring the impact of its wellness program.
This document exhibits the importance of breaks in the manufacturing environment. Breaks can refer to the amount of time to take a pause from work; physical spaces to take that pause, or even activities that one can do during a moment away from a manufacturing line or task.
Michelle Rober Consciously Creating Wellness in the WorkplaceMichelle Rober
This document describes a new partnership model for promoting health and wellness in the workplace. Key points:
- It breaks down barriers to traditional wellness programs like cost, access and customization by providing online health coaching, exercise videos, nutrition plans and stress reduction tools accessible anywhere via a company wellness portal.
- The portal is customized for each business and provides group coaching calls, individual support and on-site visits.
- It aims to improve employee health, engagement and productivity while saving businesses money on healthcare costs. The low monthly fee of $99 per business makes it affordable for small companies.
Ergotron LearnFit®: Resources for EducatorsErgotron, Inc.
Educators know that kids are meant to move! That’s why LearnFit Adjustable Standing Desks just make sense. But how do you convince others within your school, district and organization that it is time to bring classroom furniture into the 21st century? To help with these conversations and with grant writing, watch this presentation.
Ann Ruchy is the Chief Talent Officer of Salo, LLC. Her presentation will introduce attendees to Salo and their innovative approach to workplace design and employee wellness. As the first BlueZonesTM certified work place in America, Salo embraces a holistic approach to finding purpose, improving health and increasing longevity. Salo's workplace incorporates treadmill desks, walking meetings, and rituals focused on movement, nutrition, outlook, and connection to encourage employee wellness. Salo has experienced benefits such as average weight loss of 8.8 lbs among employees, a 37% drop in cholesterol and triglycerides, increased productivity and profitability, higher employee happiness, and reduced healthcare costs.
How well do you know the seasons of Indian life insurance?
Does your guess/ intuition match the data? What do the charts tell?
Can you use that knowledge to run the business operations more profitably?
Dr. James Levine discusses the health risks of prolonged sitting and sedentary behaviors. He introduces various technologies and deployment strategies to encourage movement in workplaces, schools, and healthcare settings. This includes treadmill desks, active workstations, wearable devices, and gamified applications to promote physical activity throughout the day. The goal is to scale these solutions and make movement a natural part of daily life and work.
This ppt highlights the impact of this budget in Insurance Industry i.e. how the policy owner, Insurer, value added service provider etc. will be impacted by the new budgetary policies.
This document describes Ergotron's WorkFit sit-stand workstations that promote alternating between sitting and standing positions. The WorkFit models allow easy adjustment between seated and standing heights and keep keyboards and monitors at the proper ergonomic position. WorkFit workstations provide natural health benefits like increased blood flow and calorie burn from standing, as well as improved focus, energy and productivity compared to solely sitting.
JustStand Summit 2013 - Customer Experience IntroductionErgotron, Inc.
This document welcomes attendees to an event and provides some housekeeping notes. It reminds attendees to visit certain vendors and presentations, notes that select presentations can be downloaded and all can be viewed later. It encourages tweeting about the event using a specific hashtag and asks if attendees have any questions.
This document discusses building a business case for investing in sit-stand desks in the workplace. It notes that physical inactivity is a major global health risk and contributor to mortality. Research shows that sitting for long periods increases aches and pains. Sit-stand interventions can boost productivity by up to 53% over time. A study found productivity increases of 45% daily and up to 53% after 6 months with sit-stand desks. Implementing sit-stand desks can positively impact company culture by increasing employee positivity, morale and commitment. Many employees dislike or hate sitting all day and prefer to sit and stand at will.
The document discusses the health risks of sitting and sedentary lifestyles. It notes that Americans spend 77% of their waking hours sitting, which increases the risks of obesity, diabetes, heart disease and other chronic conditions. Sitting reduces blood flow and muscle activity, slowing metabolism and increasing health risks. The document advocates for providing ergonomic and wellness programs in the workplace to increase productivity and reduce healthcare costs by addressing the risks of sitting disease.
Many organizations are looking for ways to reduce employee absenteeism and presenteeism, improve productivity and lower healthcare costs. Regardless of where you are on that journey, if employees are spending all day sitting at a traditional desk, it’s impacting their ability to achieve high-level wellness and be thriving members of your organization.
This webinar will help you address such questions as:
- Why is standing at work such a focus all of a sudden?
- What research has been done on sit-stand interventions?
- How can I build a business case for investing in sit-stand?
Get Up! Webinar Presentation by Dr James LevineErgotron, Inc.
At ErgoExpo 2014, Dr James Levine in partnership with Ergotron hosted a webinar discussion about his book, Get Up! The concept underpinning this presentation is NEAT: Non-Exercise Activity Thermogenesis.
Feedback Strategies Using the Blackboard Environment by Wendy Bjerke and Nico...digitallearningSHU
This document discusses effective strategies for providing feedback to students using Blackboard. It emphasizes that feedback should be goal oriented, tangible, actionable, user-friendly, timely, ongoing, and consistent. It demonstrates how to provide feedback for assignments, discussion boards, and exams using features in Blackboard like rubrics, discussion threads, grade reports, and annotations. The document provides examples of using feedback for announcements, video, and audio as well. It highlights tips for making feedback timely, ongoing, and consistent such as establishing routines, connecting grades to rubrics, and using a "feedback sandwich" approach.
Group work is required to form teams of 6 students each to develop a teaching plan on stress management for nurses using a 10 step process. The plan will be presented at Victoria Hospital and include definitions of stress, factors influencing workplace stress, and strategies to manage stress such as relaxation and seeking help. Visual aids, comparisons, and simple terms will be used to engage learners, who will be evaluated through discussion and a post-assessment.
This document provides a teaching plan developed by a group of nursing students to teach stress management to nurses at Victoria Hospital in Trinidad and Tobago. The plan includes:
- An introduction that defines stress and identifies common workplace stress factors for nurses such as being overworked, job insecurity, lack of promotion opportunities, and a poor work environment.
- Objectives to define stress, identify workplace stress factors, recognize signs of work-related stress, and discuss stress management strategies.
- A proposed teaching session outline that will assess nurses' existing knowledge, illustrate concepts through a skit and diagrams, and discuss stress management techniques like relaxation, self-care, and building social support.
- Appendices with
Ms. Wong, a third grade teacher, wants to address a disruptive student's behavior through action research. She plans to use a single-subject A-B-A-B design to study the effects of time-out on the student's disruptions. First, she will establish a baseline by observing the student's behavior for several days. Then she will introduce time-out periods for a few days to see if it decreases disruptions. She will repeat the cycle, ideally finding that time-out reduces the problematic behavior so it is no longer needed. The main challenge will be observing the student during time-out while still teaching other students.
This document discusses action research and its key features. It begins with a small story of teachers sharing classroom experiences. It then discusses Kurt Lewin's advocacy for action research in 1946 and its cyclical, iterative approach. The key features of action research are discussed, including its close relationship to action and knowledge acquisition, its collaborative nature, and its cycle of planning, acting, observing and reflecting. Types of action research and its characteristics are also outlined. Throughout, the document provides examples and explanations of action research in an educational context.
- The project involved interprofessional student teams providing care to elder residents at a retirement community over 12 weeks.
- Student surveys showed an initial dip in confidence midway through the project as they adjusted to interprofessional teamwork, but their skills improved by the end with most reporting better communication and respect for other professions.
- The experience answered yes to the research question of whether it improved student teamwork skills based on improved survey scores.
This document discusses maintaining momentum in the change process. It examines causes of getting "stuck" in change, such as competing priorities or incomplete problem identification. The document reviews stages of readiness for change and provides interventions for each stage. These include examining benefits of old behaviors, developing discrepancies between goals and current behaviors, and increasing rewards for new behaviors. The document stresses the importance of daily practice of new skills and tailoring "homework" to individual needs to maintain motivation and progress.
The Hawthorne Studies examined how changes in working conditions affected employee productivity. Researchers found that productivity increased when workers were treated as a team and given short breaks, hot meals, and earlier dismissal times. The studies concluded that motivation, cooperation among coworkers, and involving employees in decision making can boost productivity.
Understanding fatigue and an introduction to the FACETS programmeMS Trust
This presentation by Alison Nook and Vicky Slingsby, Occupational Therapists at the Dorset MS Service, explores fatigue in multiple sclerosis, the most common MS symptom. It looks at how fatigue can be managed with energy effectiveness techniques and introduces FACETS (Fatigue: Applying Cognitive behavioural and Energy effectiveness Techniques to lifeStyle),
Why Dr Van's Classes don't start at 8:09Van Whaley
Dr. Van explains his use of Behavioral Learning techniques to facilitate learning.
This presentation also helps you create an implementation plan so you can successfully use these techniques to reach your dreams and goals using behavioral based learning.
Regularly switching between tasks at fixed intervals improves creativity more than switching at your own discretion or spending time on tasks sequentially. An experiment found that participants who switched tasks every 5 minutes generated more novel ideas for two problems than those who switched freely or spent time on each problem sequentially. A second study on idea generation found the same result - regularly switching tasks led to more novel ideas than discretionary switching. Taking regular breaks to shift perspectives appears to help overcome rigid thinking that limits creativity.
Bronwen Bonfield, acceptance & commitment therapyMS Trust
This document describes an 8-week Acceptance and Commitment Therapy group for individuals with neurological conditions. The group aims to help participants adjust to living with their health condition by learning skills like mindfulness, values identification, and committed action. Sessions include interactive discussions, exercises, and homework. Evaluation found the group helped with psychological flexibility and quality of life, though some saw increased anxiety. Feedback from participants was positive and they found it helpful for managing their condition in daily life.
Degrees of Well-being: Designing Learning Environments and Engaging Faculty M...healthycampuses
This session was held as a Deep Dive Session at the 2016 Healthy Minds | Healthy Campuses Summit. Participants from SFU and UBC jointly facilitated the session that provided a venue to share approaches for engaging faculty members and institutional leadership in creating learning environments that better support student mental health. With the growing recognition of the importance of a systemic health promotion approach in higher education- one that aims to shift the academic culture to better promote student flourishing, positive mental health and resilience- the impact of the overall campus environment, including learning environments, is a critical area for research and innovation in practice.
Evidence based librarianship in practice: Using evidence in health sciences l...Lorie Kloda
The document outlines steps in the evidence-based practice process for health sciences librarians, including identifying barriers, formulating answerable questions, and locating and creating various types of evidence. It discusses barriers like time constraints and provides examples of evidence sources like published research, local usage data, and stakeholder feedback. The objectives are to help librarians understand evidence-based practice and apply it to their work by addressing real questions.
Self Tracking Medicine 2.0 Presentation, 9/18/11annerwright
The document discusses a self-tracking project between Anne Wright and Dr. Paul Abramson to help individuals better understand factors that impact their health and wellness through quantifying personal data. Ten individuals are participating to track factors like sleep, activity, diet, and environment to discover insights into issues like stress, energy levels, and medical conditions. The goal is to create a collaborative model where self-trackers work with a Quant Coach and Quant-Friendly Doctor to design personalized experiments, analyze data, and align tracking with health goals through a supportive ecosystem that leverages existing tracking tools and technologies.
Quantified Self and the Self-tracking Patient (Body_track)yan_stanford
The document discusses a self-tracking project involving Anne Wright, a Quant Coach, and several self-trackers working with Dr. Paul Abramson, a Quant Friendly Doctor. The goals of the project are to help self-trackers better understand factors that impact their health and well-being through data collection and experimentation. Self-trackers want to explore issues like sleep, stress, diet, exercise and more. The project also aims to create a new model for collaborative self-tracking that empowers patients and engages medical professionals.
This document discusses myths about assessment and feedback that were explored through the TESTA project over five years. The TESTA project aimed to provide evidence-based research and drive changes to assessment practices across several university programmes. The document discusses five common myths, including that modular designs always lead to coherent programmes, assessment is mainly about grading, formative assessment is difficult to do, feedback is only written comments from lecturers, and that students will engage in good learning practices without scaffolding. For each myth, the document provides evidence from student surveys and programme audits that challenge the myths. It also outlines changes implemented by TESTA to improve assessment and feedback practices.
Justification, Description, Analysis and Reflection on Second Year Placement ...Jordan Stephen
This document provides information about a student project aimed at implementing standing tables within a university setting to promote student health and wellbeing. The project was conducted by two students, Ketrine Jenkins and Lydia Ntoukam, at Solent University. They conducted an audit which found that 67.5% of classrooms in the Spark building already had tables that could be adjusted for standing use. They created an educational slide about the benefits of standing tables to promote their use. Their next steps were to implement the scheme, survey feedback, and explore expanding the project to other university buildings. The document reflects on challenges faced and lessons learned in working with the university to conduct a real-world health promotion project.
Inb220 tt week 1 ch 1 intro and what is obBhupesh Shah
This document provides an agenda and overview for the first week of an organizational behavior course. It introduces the instructor, outlines course expectations, and reviews the topics to be covered in chapter 1, including an introduction to organizational behavior and its importance. Interactive learning methods like group work are emphasized. The document also outlines the textbook, evaluation methods, academic honesty policies, and weekly topics.
This document outlines a unit on healthy living for students. It provides essential and unit questions for students to answer around physical activity, exercise, stress, vitamins and healthy living. The unit is designed to help students and parents learn healthier ways to live. Students will research healthy activities, foods and lifestyle factors in groups. The teacher will provide resources and support. Parents are asked to support the project through healthy meals and activities at home. Students are expected to contribute equally to their group projects and gain knowledge on healthy steps. Benefits include project-based learning and health knowledge. Standards involve using internet, magazines and books for research. Objectives are for students to participate in project-based learning by researching and presenting ways to live healthier.
Similar to JustStand Summit 2013 - Morning Panel (20)
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
A workshop hosted by the South African Journal of Science aimed at postgraduate students and early career researchers with little or no experience in writing and publishing journal articles.
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
How to Setup Warehouse & Location in Odoo 17 InventoryCeline George
In this slide, we'll explore how to set up warehouses and locations in Odoo 17 Inventory. This will help us manage our stock effectively, track inventory levels, and streamline warehouse operations.
How to Make a Field Mandatory in Odoo 17Celine George
In Odoo, making a field required can be done through both Python code and XML views. When you set the required attribute to True in Python code, it makes the field required across all views where it's used. Conversely, when you set the required attribute in XML views, it makes the field required only in the context of that particular view.
1. GABRIEL KOEPP, M.H.A., B.S.
Program Manager of Obesity Solutions Research Operations—Mayo
Clinic
Gabriel has developed and managed over 100 translational research projects
creating scalable obesity solutions for companies, schools, and communities
under the direction of Dr. James Levine of the Mayo Clinic. Numerous
research projects have been publicized around the world, including nationally
on the American Broadcasting Company and the National Broadcasting
Company.
Gabriel was also the Director of Clinical Services for Muve Incorporated, an
award winning Mayo Medical Venture company founded in 2007.
N.E.A.T. in Schools
Gabe will introduce new research integrating Non Exercise Activity Thermogenesis in
schools. Some of the methods we use include modifications to school
curriculum, physical activity monitoring, and classroom redesign.
10. Methods
First grade students in an elementary public school (7F, 7M,
6.9 ± 0.4 years old, 24 ± 5.4 kg, 15.8 ± 2.57 kg/m2)
accessed an Active Classroom for 30 minutes each day
throughout the school year
Physical activity was measured using validated
accelerometery for each of the four quarters for the duration
of one week throughout the school year (1 week matched
control days and 3 weeks Active Classroom days)
20. Increasing physical activity was school administrators #1 health
concern for their students.
99.9% of teachers and administrators surveyed believe physical
activity enhances academic performance.
90% of teachers and school administrators support integrating
physical activity into existing curriculum
25. Thank you
GABRIEL KOEPP, M.H.A., B.S.
Program Manager of Obesity Solutions Research Operations—Mayo
Clinic
26. DR. MARK PEREIRA
Associate Professor and Program Director of Public Health Nutrition—
Faculty, Epidemiology & Community Health, School of Public
Health, University of Minnesota
Dr. Pereira‟s research is trans-disciplinary and spans from small controlled trials
to large-scale epidemiologic cohort studies. It focuses on non-communicable
disease etiology and epidemiology, with emphasis on pathways between
environmental / lifestyle factors and chronic disease risk; it also has a special
focus on type 2 diabetes. Dr. Pereira‟s publication record includes over 100
peer-reviewed scientific journal articles, reviews, editorials, and book chapters.
Experiences with Sit-Stand Workstations in Sedentary Office
Workers: Focus Group Analysis of a Randomized Trial
In this presentation we will report on participants' experiences switching from typical
sitting workstations to adjustable sit-stand workstations during a randomized cross-over
trial in 28 sedentary office workers. Individual interviews, focus group sessions, and self-
reported productivity surveys were conducted.
In 2012, Dr. Pereira received the Outstanding Faculty Award from the Council of Graduate Students of the
University of Minnesota.
27. Experience of Switching from a Traditional Sitting
Workstation to a Sit-Stand Workstation in
Sedentary Office Workers
Mark A. Pereira, PhD
Nirjhar Dutta, MS
Thomas Walton, MPH
Division of Epidemiology & Community Health
School of Public Health
University of Minnesota
28. Purpose
To examine how the installation and use of sit-stand
workstations impacts personal and workplace experiences in
sedentary office workers.
29. Experimental Design
Randomized within-person cross-over pilot study.
Twenty-nine adults were randomly assigned to use a sit-stand
workstation or their usual sitting desk for two four-week periods.
Period 1:
Sitting/Sit-stand
Two Week
Washout
Period 2:
Sitting/Sit-stand
30. Setting
Caldrea, Inc. headquarters in Minneapolis, MN from January to April
2012.
One floor of a large office building with about 50 employees, all
working in close proximity to one another in short-walled cubicles.
31. Intervention
Use an adjustable sit-or-stand desk with the goal of gradually
decreasing sitting time over the month by 50%
One email was sent at the beginning of each week to
reach/maintain goals.
During the control period the subjects were asked to maintain
their usual work habits.
34. Structured Interviews
Open and closed-ended questions
Overall experience with sit-stand desks (SSDs)
Benefits and drawbacks of use
Potential for long-term use of SSD
„Likes‟ and „dislikes‟
Health effects
Impact on interaction with coworkers
Data Analysis: Descriptive statistics and key themes
35. Focus Groups
Five focus groups conducted at the end of the study
3 groups for participants, 2 for non-participants
Stratified on employment level
supervisors v. non-supervisors
Conducted in private conference room for ~ 60 minutes
36. Focus Groups
Semi-structured approach, with respondents allowed to steer
the conversation to issues they deemed relevant
Perceptions and opinions of the research design and study
impact
How the workplace was transformed by the SSDs
Interactions with co-workers
Perceptions of productivity
Physical and health-related experiences
37. Focus Groups
Focus group sessions were recorded and transcribed
verbatim.
Data were analyzed using grounded theory techniques.
Open coding: general themes were identified and applied to
blocks of text.
Axial coding: connections between concepts and properties of
general themes were identified and a second set of specific
themes were generated.
38. Demographic Information
Male Female Age
Mean (SD)
Individual interviews
Participants in
original study
9 19 41 (9)
Focus groups
Supervisors 3 5 36 (10)
Non-supervisors 5 5 43 (5)
Sitters (not part of the
original study)
1 6
39. Positive Experiences
Overall positive experience 96%
Increased energy, focus, alertness 74%
Increased “social energy” 59%
Alleviation of back pain from prolonged sitting 19%
Themes from Individual Interviews
40. Negative Experiences
Reduction of desk space 25%
Musculoskeletal soreness (legs and lower back) and fatigue
for the first couple of weeks only (resolved thereafter)
37%
Increased “social energy” as a distraction, not able to
concentrate on difficult tasks while standing, standing causing
invasion of privacy.
11%
Themes from Individual Interviews, cont.
41. Theme Quotation
Changes to the Physical
Environment: Limited the
availability of desk surface space
“I did notice that when I wanted to have a workspace for writing
there wasn‟t a lot of good workspace for that. So, that was a
little bit irritating. I didn‟t end up sitting as much I guess. We
had a table right next to us so I just kinda walked over there
when I needed to do something like that.”
Focus Group Themes
42. Theme Quotation
Health Changes: Short-term
discomfort and fatigue which
subsided after a few weeks
“At first I think I was really ambitious about it like „I‟m going to do
it [stand] for most of the day right away…I spent like six or
seven hours on it right off the bat trying to stand and that was
maybe too much at first and so my feet would be sore, my lower
back would be sore, but after two weeks I felt really adjusted
and I felt better than I had in a long time.”
Focus Group Themes
43. Theme Quotation
Health Changes: Had to learn
new postures for comfort
“I found myself locking my knees which was part of the reason I
had lower back issues [during the transition to a SSD]. And
then when I had to consciously think about not locking my
knees…it is definitely a learning curve…You have to think about
how to stand and after time your body learns to stand the right
way, but it is definitely not a natural thing to stand all day.”
“I think what helped me was to learn how to stand differently
throughout the day. Like don‟t just lock into one posture and,
mix it up”
Focus Group Themes
44. Theme Quotation
Changes to Social Environment:
Standing may facilitate interactions
and communication
“Somebody mentioned to me the other day how when they
were just sitting or people around them were just sitting they
would be more likely to send an email even though the person
might be, I don‟t know, ten feet away but now if they see
someone standing then the interaction is easier. It feels less
invasive.”
Focus Group Themes
45. Theme Quotation
Productivity and Other Individual-
Level Changes: Observed
increased energy and focus
without change in overall
productivity
“I think it [productivity] probably averages out to being the same as
before because in some ways it allowed you to focus more so that I
might get certain tasks done faster, especially computer tasks, email
and talking on the phone; you just felt more awake in the morning
and more focused, but paperwork things, sorting things, those things
were really inconvenient to do [because of reduced desk surface
area] and so you had to figure out how to do them and… that took
up extra time… to try and figure that out. So it probably evens out to
the same productivity. In the end because some things were better
and some things were worse.”
Focus Group Themes
46. Productivity Results
Control Intervention P-value
Hours Worked 38.3 37.1 0.16
Hours Missed due to Vacation/holiday etc. 1.52 1.58 0.93
Hours Missed due to Health Reasons 2.25 1.24 0.44
Health Negatively Impacting Productivity During Work 0.66 0.66 0.99
Health Negatively Impacting Productivity for Non-work
Activity
1.01 0.74 0.28
“Work Productivity and Activity Impairment Questionnaire”
Reilly MC, Zbrozek AS, Dukes EM. The validity and reproducibility of a work productivity and activity impairment instrument.
Pharmacoeconomics 1993 Nov;4(5):353-365.
47. Recommendations for employers
Create enthusiasm! … informational sessions about the correlation between prolonged
sedentary time and adverse health outcomes.
Ensure that managers and supervisors are using sit-stand desks along with employees.
Provide ergonomic evaluation for each employee before they start using SSDs.
Provide anti-fatigue mat for standing comfort but explain that it may be difficult to bring the
chair to the desk when they want to sit down.
Allow employees to wear comfortable shoes at work.
48. Recommendations for employers
Make employees aware that there will likely be increased in face-to-face
interaction and “social energy”, and this behavior is encouraged.
Build enthusiasm by communication of certain possible benefits
including greater energy, alertness, and postural awareness.
Mark the implementation of SSDs part of a culture change focused on
healthy eating, more movement, and less sitting.
49. Forewarnings
Requires at least two weeks to adjust to working with the SSDs. New habits may
need development, and there may be loss of work-surface area.
Some physical discomfort for first two weeks, such as fatigue and low-back pain,
but this typically subsides as the muscles adapt/strengthen.
There may be some perceived loss of privacy at the beginning. Suggest
computer screen protectors, wireless headsets, and try to reduce the expectation
of privacy at work so that employees feel more comfortable being visible.
50. Future Research Recommendations
Long-term impact of using SSDs on health of employees in the
real-world setting over the long term
Developing job-specific tools to measure productivity easily,
accurately, and reliably
Qualitative studies focused on the impact of using SSDs and
workplace culture change
51.
52. Acknowledgements
University of Minnesota‟s Obesity Prevention Center.
Nirjhar Dutta, MS and Thomas Walton, MPH
Dr. James Levine and Gabe Koepp, Mayo Clinic
Dr. Steven Stovitz
Carrie Schmitz, Michelle Judd, Jane Payfer, and others, Ergotron Inc.
Nancy Dykhoff, Caldrea Inc.
Nick Kuvaas
Employees of Caldrea
54. Thank you
DR. MARK PEREIRA
Associate Professor and Program Director of Public Health Nutrition—
Faculty, Epidemiology & Community Health, School of Public Health,
University of Minnesota
55. DR. KATHLEEN HORST
Assistant Professor—Stanford University
A Stanford-trained physician and current faculty member, Dr. Kathleen Horst is a
radiation oncologist with an interest in the psychological and physical impact a
cancer diagnosis has on a patient. She has authored multiple scientific papers
and book chapters, and has presented at conferences worldwide. She is
currently exploring the effect radiation therapy has on a person's physical
activity level.
GRANT OGNIBENE
Clinical Research Assistant—Stanford University
A former emergency medical technician at a fire department in California, Grant
has always had an interest in fitness and physical activity. In 2012, he joined
Stanford University as a clinical research assistant and has applied for medical
school.
Stanford University is conducting an IRB-approved study that seeks to
understand the changes in back pain from access to a sit-stand workstation.
Participants are randomized upfront versus delayed intervention.
Stanford has collaborated with Ergotron to provide WorkFits to study
participants.
Length of study: 12 weeks; measurement type: self-reported, electronic
To Evaluate the Changes in Back Pain from the Use of a Sit-Stand
Workstation
56. Does Access to a Sit-Stand Workstation
Improve Back Pain?
A Prospective Evaluation
Dr. Kathleen Horst
Grant Ognibene
Stanford University
57. Background
Personal experience
WorkFit-S
Pain free within a few weeks
Developed research question
No published studies related to back pain and sit-stand workstation
Collaboration with Ergotron
58. Background
Met with Stanford University physicians, researchers, and
biostatisticians
Experts in the field of pain, orthopedics, ergonomics, and physical activity
Pilot study to assess for intra- and inter-participant variability
Sample Size: 46 participants
59. Study Design
Hypothesis
Participants given a sit-stand workstation will have less back pain
Two-arm, randomized study
Intervention Group = Sit-stand workstation
Control Group = No sit-stand workstation
12 weeks of active participation
Primary Endpoint: Change in back pain
Secondary Endpoint: Change in other pain
60. Study Design – Instruments
Comprehensive Pain Survey – Week 1, 6, and 12
Validated instruments related to pain and quality of life
Lifestyle behaviors
Daily Pain Survey – Each Work Day
Pain in various body parts and medication/analgesic use.
Follow-Up Survey – 8 Weeks After Study Completion
61. Study Timeline
= WorkFit Installed
= Intervention Arm
X = Follow-Up Survey
206 121
C = Comprehensive Survey
3
C C
C
X
CC
= Control Arm
62. Inclusion Criteria
Stanford University Employees
Recently opened to Stanford University graduate students
due to overwhelming interest by this group
Self-reported back pain score ≥ 4 on scale
Sit for ≥ 6 hours in an 8 hour day
Back pain > 3 months duration
63. Exclusion Criteria
Unable to stand for 10 minutes without considerable pain
Currently using a sit-stand workstation
64. Implementation of Study
Opened April 22, 2013
Received excellent response
Advertised by email lists, wellness program, and flyers
around campus
WorkFit A and WorkFit S
66. Current Status of Study
40 participants enrolled
22 in intervention group
18 in control group
4-6 participants per week
First participants completed the study on July 12
Expect to meet accrual goal by end of summer and full
analysis of data by end of year
67. Challenges
Many different desk set-ups
Different size monitors, overhead bins, etc
Intended to install sit-stand workstation during Week 3 of study
Many not installed until Week 4-6
Vacations
68. Future Directions
Objective measurement of sit-stand time using accelerometer
Analysis of biomarkers related to health
High sensitivity C-reactive protein, cholesterol, hemoglobin A1C,
cytokines, and telomeres
Thanks for coming. Feel free to stand/pace back and forth. Explain the logos. Explain the title. Why do this study?
NEAT may be important for body weight regulation.
Personal experience – developed upper back pain, received a WorkFit-S, and found the back pain dissipated within a few weeksBegin to think of this as a research question and could not find any published studies related to back pain and a sit-stand workstationContacted Ergotron who was enthusiastic to collaborate on a research projectAgreed to provide the workstations and install assistance
Experts in the field of pain, orthopedics, ergonomics, and physical activityIntra- and Inter variability cuz pain can change due to many factors pain changes from day to day for each person but is also different from person to person in how they experience and what makes it worse and betterRan pilot study – used this data to perform a power calculationNeed 46 participants to have 80% power to detect a 2-point reduction in pain with an alpha level of .05 that is the result of one’s access to a sit-stand workstationPain is variable
Over the course of the study, participants report pain and other variables via electronic surveys.If pain result of trauma or some type of accident, medications, alternative medicine (acupunture, etc), and whether or not they had an ergonomic evaluation of their desk
In order to assist with retention, we offered those in the control group a workfit as well at the end of the study
of 0-10 with 10 being the worst pain imaginable and 0 being no pain at all Grad students who sit upwards of 15 hours a day working on their thesis> 3 months pain group who stand to benefit most
Didn’t want to enroll participants who suffer from 10/10 pain and could not sufficiently utilize the sit-stand workstation
On map One potential criticism of the study is the homogeneity of the sample since it is limited to SU, but we really found it to be heterogeneous due to the large size of SU with employees located in vastly different physical locations and with different desk and work environments with different job roles and responsibilities
If hypothesis correct & sit-stand workstations improves back pain, we anticipate future studies that will include….Cytokines – (Human immune monitoring center) measures wide range of inflammatory markers, both conventional and experimentalUse accelerometer as opposed to self-report.