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.
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.
Corporate Wellness - Presented by Beneplan & the House of VeronaYafa Sakkejha
The document describes a corporate wellness program called the House of Verona. It offers three levels of programming to support employee health and wellness. The basic Level 1 program includes motivational seminars, inspirational emails, and support groups. Level 2 adds nutritional consultations, team challenges, and after-work fitness clubs. The top Level 3 or "Business Class" program offers additional perks like health gift packages and access to nutritionists. The program aims to improve employee health outcomes, productivity, and reduce absenteeism through nutrition education, motivation, and developing healthy habits. Pricing is provided per employee per month.
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.
This document introduces the Corporate Health Coach Program, which works to create a healthier nation by educating employees. Corporate Health Coaches assist employers participating in the Healthy People Grant. Coaches educate individuals and intervene to help them achieve healthier lifestyles. There are three primary ways coaches can earn income: one-on-one coaching, teaching wellness seminars for up to $2,000 per day, and additional services for enrolled employers. The document encourages exploring the coach role and provides next steps to get started in the program.
Integrative Health Coaching: The Missing Link In Our Healthcare Systempbhbs
The document discusses the benefits of integrative health coaching, noting that clinical research has shown it can help reduce cardiovascular risk, diabetes symptoms, asthma hospitalizations, cancer pain, and increase bone mineral density. Integrative health coaching takes a whole-person approach and promotes ongoing engagement between patients and providers to support lifestyle behavior changes. Contracting with PB Healthcare Business Solutions would provide clients with continuity of care and more engaged, informed patients.
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.
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.
Corporate Wellness - Presented by Beneplan & the House of VeronaYafa Sakkejha
The document describes a corporate wellness program called the House of Verona. It offers three levels of programming to support employee health and wellness. The basic Level 1 program includes motivational seminars, inspirational emails, and support groups. Level 2 adds nutritional consultations, team challenges, and after-work fitness clubs. The top Level 3 or "Business Class" program offers additional perks like health gift packages and access to nutritionists. The program aims to improve employee health outcomes, productivity, and reduce absenteeism through nutrition education, motivation, and developing healthy habits. Pricing is provided per employee per month.
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.
This document introduces the Corporate Health Coach Program, which works to create a healthier nation by educating employees. Corporate Health Coaches assist employers participating in the Healthy People Grant. Coaches educate individuals and intervene to help them achieve healthier lifestyles. There are three primary ways coaches can earn income: one-on-one coaching, teaching wellness seminars for up to $2,000 per day, and additional services for enrolled employers. The document encourages exploring the coach role and provides next steps to get started in the program.
Integrative Health Coaching: The Missing Link In Our Healthcare Systempbhbs
The document discusses the benefits of integrative health coaching, noting that clinical research has shown it can help reduce cardiovascular risk, diabetes symptoms, asthma hospitalizations, cancer pain, and increase bone mineral density. Integrative health coaching takes a whole-person approach and promotes ongoing engagement between patients and providers to support lifestyle behavior changes. Contracting with PB Healthcare Business Solutions would provide clients with continuity of care and more engaged, informed patients.
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.
Moving for Optimal Health Fitness 9 4 2014Mike Parent
This document discusses the importance of physical activity in the workplace. It notes that modern jobs have become increasingly sedentary, with people sitting for long periods each day. This sitting has negative health effects and increases risks for diseases. The document provides tips for incorporating more movement into the workday, such as taking walking meetings, standing up periodically, and doing simple exercises at the desk. It emphasizes that our bodies are designed to move and regular physical activity is important for health, well-being and optimal work performance.
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.
The document discusses promoting employee fitness through workplace wellness programs. It notes that Americans are generally underactive and that wellness programs aim to reduce healthcare costs by encouraging healthy lifestyles. The benefits of these programs include helping employees learn healthy habits to improve their quality of life. Partnering with an organization like 10 Fitness allows employers to offer employees access to fitness facilities and programs at discounted rates, health assessments, and customized wellness solutions. Studies show these programs can reduce absenteeism, healthcare costs, and claims by up to 30% with savings of around $6 for every $1 spent.
This presentation from Efficiency Software's Stefan Ijmker goes through the pros and cons of utilising sit-stand desks within an organisation, posing questions such as what are the issues related to sit-stand furniture and how can we get our workers to use sit-stand furniture correctly.
With so many organisations opting to use sit-stand furniture, and with so little awareness around to how to use it properly, it is apposite that Stefan joined us to deliver this presentation at this time.
This presentation was delivered at Cardinus' UK Ergonomics Forum at the Churchill War Rooms in June 2016.
Corporate Wellness Solutions To Augment Productivity At The WorkplaceMahesh Pamnani
This document discusses the benefits of corporate wellness programs for augmenting productivity in the workplace. It outlines several elements that make for an effective wellness program, including focusing on happiness using evidence-based scientific techniques. The document promotes developing the whole person by focusing on spiritual, physical, intellectual, relational and emotional well-being. It provides examples of wellness activities companies can implement, such as meditation, walking meetings, yoga, and positive emotions training. Evaluating programs using metrics like performance and health outcomes is recommended.
This document provides an overview of corporate wellness programs. It discusses the purpose of such programs in promoting employee health and productivity. Common types of programs include education, biometric screening, and fitness/nutrition components. Obesity is addressed as an epidemic costing businesses billions in healthcare claims and lost productivity. Studies show corporate wellness programs can generate returns of $3-6 for every dollar spent by improving employee health and reducing absenteeism. The Affordable Care Act increases incentives for participation in wellness programs. Both rewards and penalties are used to motivate employees to participate and meet health targets.
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.
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.
A presentation geared towards HR professionals, business owners, executives, and employees who are interested in creating a Workplace Wellness program into their Corporate Culture. Learn the benefits of corporate wellness programs and see some statistical evidence proving how they benefit the bottom line, just as much as employee moral. This presentation was created by Kara-Lee Burke, Corporate Wellness Consultant & Yoga Enthusiast. Contact Kara-Lee Burke to assist your Corporate Culture increase Happiness, Health, and Productivity
Corporate wellness: Past, present and futureLimeade
Our webinar slides take you through the history and evolution of corporate wellness as well as two fundamental shifts changing the way we understand wellness. Watch the webinar on demand and check out our infographic on our blog: http://www.limeade.com/2016/03/watch-webinar-corporate-wellness. And if you want to get in touch, reach out to us at marketingteam@limeade.com.
What you need to implement and take your wellness programs to the next level ...Health Fairs Direct
What you need to do to create an interactive corporate wellness program, create positive behavioral changes in your employees and maximize your ROI. This is not just another ROI presentation. We actually show you HOW to create a program that engages, motivates and changes behavior.
For more information please visit www.healthfairsdirect.com
Regards, John
This document summarizes a presentation given by Denise Dumont-Bernier and LeeAnna Lavoie of MaineGeneral's workplace health program. The presentation reviewed declining health trends in Maine, the rising costs of poor health to businesses, and how implementing a comprehensive wellness program can help integrate health as a business priority. The speakers discussed using behavioral economics to encourage healthy choices and changing organizational culture to support wellness. They provided an example of MaineGeneral's program centered on nurses and employees and emphasizing prevention, healthy environments, and community resources to create a culture where health is valued and supported.
Wellness Inventory for Employee Wellnessstrohecker
Provides an overview for the utilization of the online Wellness Inventory Assessment and Life-Balance Program (www.WellPeople.com) in employee wellness settings.
Employee Well Being - New Rules For A Better WorkplaceJbAloy
The document discusses the importance of employee well-being for organizations. It notes that poor mental health like depression and stress negatively impact employee productivity and retention. Surveys of Canadian employees show many experience stress and believe their employers do not pay enough attention to well-being, work-life balance, and skill development. The document argues that improving well-being requires a holistic approach beyond superficial perks to addressing key issues like work conditions, compensation, and training opportunities.
This document summarizes a study on steering through organizational change in acute psychiatric services in Ireland. Preliminary results found differing perspectives between health professionals and the project management team. Health professionals felt there was poor communication and a lack of flexibility in the decision. In contrast, the project management team viewed the changes positively and saw enforcing policy and vision for change as driving the amalgamation. Overall, the results showed a divergence in agendas that led to low morale among staff. The conclusions call for better communication and consideration of cultural and economic issues when implementing healthcare reforms.
This document discusses employee well-being, including its importance for both employees and employers. It outlines five domains of well-being: physical, values, psychological, personal development, and social. Examples of well-being initiatives are provided, such as exercise programs, work-life balance targets, and community involvement. The document also discusses reasons for employers to focus on well-being, like duty of care and increasing employee commitment. Specific strategies around work environment, health and safety, and work-life balance are examined. A case study of Marks & Spencer's employee well-being trial demonstrates benefits like reduced absence and improved morale.
According to surveys, four out of ten U.S. employees report their jobs as very or extremely stressful. Those in high-stress jobs are three times more likely to suffer stress-related medical conditions and twice as likely to quit. Women particularly report stress from conflicts between work and family responsibilities. The number of stress-related disability claims from American employees has doubled, and 75-90% of physician visits are related to stress, costing industries an estimated $200-300 billion per year. Maintaining a work-life balance through prioritizing responsibilities, limiting work hours, exercise, leisure activities, and social support can help reduce stress.
Aligning employee well-being with your cultureLimeade
Watch our webinar to learn how to take your well-being program to the next level in this panel discussion featuring Limeade Chief People Officer Dr. Laura Hamill, Exubrancy Chief Executive Officer Liz Wilkes and CultureIQ Head of Culture Strategy David Shanklin.
Implementing workplace health and wellbeing programs is crucial today to address increased workloads, longer work hours, and less work-life balance faced by employees. Such programs can reduce stress, absenteeism, and turnover while improving productivity and satisfaction. Options for employers include creating wellbeing policies, integrating wellbeing into company culture, providing educational programs, and making wellbeing activities accessible. Leaders must also actively promote and model healthy behaviors to drive cultural change from the top down. Proper implementation requires identifying goals, stakeholders, communication plans, and evaluating progress.
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.
Moving for Optimal Health Fitness 9 4 2014Mike Parent
This document discusses the importance of physical activity in the workplace. It notes that modern jobs have become increasingly sedentary, with people sitting for long periods each day. This sitting has negative health effects and increases risks for diseases. The document provides tips for incorporating more movement into the workday, such as taking walking meetings, standing up periodically, and doing simple exercises at the desk. It emphasizes that our bodies are designed to move and regular physical activity is important for health, well-being and optimal work performance.
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.
The document discusses promoting employee fitness through workplace wellness programs. It notes that Americans are generally underactive and that wellness programs aim to reduce healthcare costs by encouraging healthy lifestyles. The benefits of these programs include helping employees learn healthy habits to improve their quality of life. Partnering with an organization like 10 Fitness allows employers to offer employees access to fitness facilities and programs at discounted rates, health assessments, and customized wellness solutions. Studies show these programs can reduce absenteeism, healthcare costs, and claims by up to 30% with savings of around $6 for every $1 spent.
This presentation from Efficiency Software's Stefan Ijmker goes through the pros and cons of utilising sit-stand desks within an organisation, posing questions such as what are the issues related to sit-stand furniture and how can we get our workers to use sit-stand furniture correctly.
With so many organisations opting to use sit-stand furniture, and with so little awareness around to how to use it properly, it is apposite that Stefan joined us to deliver this presentation at this time.
This presentation was delivered at Cardinus' UK Ergonomics Forum at the Churchill War Rooms in June 2016.
Corporate Wellness Solutions To Augment Productivity At The WorkplaceMahesh Pamnani
This document discusses the benefits of corporate wellness programs for augmenting productivity in the workplace. It outlines several elements that make for an effective wellness program, including focusing on happiness using evidence-based scientific techniques. The document promotes developing the whole person by focusing on spiritual, physical, intellectual, relational and emotional well-being. It provides examples of wellness activities companies can implement, such as meditation, walking meetings, yoga, and positive emotions training. Evaluating programs using metrics like performance and health outcomes is recommended.
This document provides an overview of corporate wellness programs. It discusses the purpose of such programs in promoting employee health and productivity. Common types of programs include education, biometric screening, and fitness/nutrition components. Obesity is addressed as an epidemic costing businesses billions in healthcare claims and lost productivity. Studies show corporate wellness programs can generate returns of $3-6 for every dollar spent by improving employee health and reducing absenteeism. The Affordable Care Act increases incentives for participation in wellness programs. Both rewards and penalties are used to motivate employees to participate and meet health targets.
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.
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.
A presentation geared towards HR professionals, business owners, executives, and employees who are interested in creating a Workplace Wellness program into their Corporate Culture. Learn the benefits of corporate wellness programs and see some statistical evidence proving how they benefit the bottom line, just as much as employee moral. This presentation was created by Kara-Lee Burke, Corporate Wellness Consultant & Yoga Enthusiast. Contact Kara-Lee Burke to assist your Corporate Culture increase Happiness, Health, and Productivity
Corporate wellness: Past, present and futureLimeade
Our webinar slides take you through the history and evolution of corporate wellness as well as two fundamental shifts changing the way we understand wellness. Watch the webinar on demand and check out our infographic on our blog: http://www.limeade.com/2016/03/watch-webinar-corporate-wellness. And if you want to get in touch, reach out to us at marketingteam@limeade.com.
What you need to implement and take your wellness programs to the next level ...Health Fairs Direct
What you need to do to create an interactive corporate wellness program, create positive behavioral changes in your employees and maximize your ROI. This is not just another ROI presentation. We actually show you HOW to create a program that engages, motivates and changes behavior.
For more information please visit www.healthfairsdirect.com
Regards, John
This document summarizes a presentation given by Denise Dumont-Bernier and LeeAnna Lavoie of MaineGeneral's workplace health program. The presentation reviewed declining health trends in Maine, the rising costs of poor health to businesses, and how implementing a comprehensive wellness program can help integrate health as a business priority. The speakers discussed using behavioral economics to encourage healthy choices and changing organizational culture to support wellness. They provided an example of MaineGeneral's program centered on nurses and employees and emphasizing prevention, healthy environments, and community resources to create a culture where health is valued and supported.
Wellness Inventory for Employee Wellnessstrohecker
Provides an overview for the utilization of the online Wellness Inventory Assessment and Life-Balance Program (www.WellPeople.com) in employee wellness settings.
Employee Well Being - New Rules For A Better WorkplaceJbAloy
The document discusses the importance of employee well-being for organizations. It notes that poor mental health like depression and stress negatively impact employee productivity and retention. Surveys of Canadian employees show many experience stress and believe their employers do not pay enough attention to well-being, work-life balance, and skill development. The document argues that improving well-being requires a holistic approach beyond superficial perks to addressing key issues like work conditions, compensation, and training opportunities.
This document summarizes a study on steering through organizational change in acute psychiatric services in Ireland. Preliminary results found differing perspectives between health professionals and the project management team. Health professionals felt there was poor communication and a lack of flexibility in the decision. In contrast, the project management team viewed the changes positively and saw enforcing policy and vision for change as driving the amalgamation. Overall, the results showed a divergence in agendas that led to low morale among staff. The conclusions call for better communication and consideration of cultural and economic issues when implementing healthcare reforms.
This document discusses employee well-being, including its importance for both employees and employers. It outlines five domains of well-being: physical, values, psychological, personal development, and social. Examples of well-being initiatives are provided, such as exercise programs, work-life balance targets, and community involvement. The document also discusses reasons for employers to focus on well-being, like duty of care and increasing employee commitment. Specific strategies around work environment, health and safety, and work-life balance are examined. A case study of Marks & Spencer's employee well-being trial demonstrates benefits like reduced absence and improved morale.
According to surveys, four out of ten U.S. employees report their jobs as very or extremely stressful. Those in high-stress jobs are three times more likely to suffer stress-related medical conditions and twice as likely to quit. Women particularly report stress from conflicts between work and family responsibilities. The number of stress-related disability claims from American employees has doubled, and 75-90% of physician visits are related to stress, costing industries an estimated $200-300 billion per year. Maintaining a work-life balance through prioritizing responsibilities, limiting work hours, exercise, leisure activities, and social support can help reduce stress.
Aligning employee well-being with your cultureLimeade
Watch our webinar to learn how to take your well-being program to the next level in this panel discussion featuring Limeade Chief People Officer Dr. Laura Hamill, Exubrancy Chief Executive Officer Liz Wilkes and CultureIQ Head of Culture Strategy David Shanklin.
Implementing workplace health and wellbeing programs is crucial today to address increased workloads, longer work hours, and less work-life balance faced by employees. Such programs can reduce stress, absenteeism, and turnover while improving productivity and satisfaction. Options for employers include creating wellbeing policies, integrating wellbeing into company culture, providing educational programs, and making wellbeing activities accessible. Leaders must also actively promote and model healthy behaviors to drive cultural change from the top down. Proper implementation requires identifying goals, stakeholders, communication plans, and evaluating progress.
The 10 best performing corporate wellness companiesMerry D'souza
Insights Success Magazine, we have introduced The 10 Best Performing Corporate Wellness Companies, in order to assist businesses to choose their right Corporate Wellness Companies. In this issue, we have specially featured Urjjaa Preventive Health Care Solutions as Cover Story. They are quite known for promoting innovative and technology-driven sustainable preventive healthcare solutions which is scientifically designed and structured to ensure easy accessibility, affordability and scalability.
The Global Wellness Program is a 12-month wellness initiative for organizations that aims to educate employees about health and inspire them to take responsibility for their wellbeing. It provides monthly audio seminars and newsletters on various wellness topics. The program costs as little as $9 per employee per month and has potential returns of $50 per employee in reduced health costs and increased productivity. It aims to create a culture of health that benefits both employees and the surrounding community.
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.
Workplace Wellness: The Wellness Council of America’s (WELCOA’s) 7 Benchmarks...Naba Ahmed
The Seven Benchmarks are an important part of building a results-oriented workplace wellness program. By following this proven methodology in your organization or with your clients, you can provide a credible framework which can be tailored toward organization specific values, mission, vision and goals for wellness. Organizations that are dedicated to the health of their employees are given a structure to help their organizations through the Well Workplace Process.
How to Create Wellness-Based Programs, Part 1 by Jasmine Jafferaliabsorbingmyster10
The document discusses how to create wellness-based programs for organizations. It notes that over 50% of US companies now have corporate wellness programs due to rising healthcare costs. The document outlines health issues that affect many employees like cardiovascular disease and obesity. It recommends that health clubs develop wellness divisions to offer wellness programs and services to companies. These programs should go beyond exercise to address other dimensions of wellness like stress relief. The document provides tips for determining a facility's wellness focus and target audiences as well as setting goals and objectives for wellness programming.
Workplace Wellness: Healthy Living for Leaderslarachellesmith
Numerous federal, state, and private agencies promote studies to address the nation’s obesity epidemic. It is well documented that this unhealthy condition can lead to chronic illnesses that increase health care costs and diminish the quality of life. These issues have a profound impact on an organization including executives, managers, and front-line staff. High incidents of employee turnover and significant mortality and morbidity rates impact productivity, revenue, and organizational growth. S
(This is a presentation that was done as a webinar - audio will be uploaded if available)
It’s no secret that being an entrepreneur can be the most fulfilling and the most challenging quest in a woman’s life. While business ownership allows you to enjoy the freedom and flexibility of setting your own pace, you may also find your entrepreneurial body, mind and spirit stretched to full capacity with everything you have to do.
Through this complimentary webinar you’ll learn the principles of wellness and explore the many ways in which wellness principles can be of benefit as you tackle a variety of business challenges. This course will also discuss what it means to be an entrepreneur while also embracing wellness, and how every woman in business should define success and wellness from the inside out.
This document discusses creating a holistic wellness solution for employees that aligns technology, software, and mobile applications to make wellness convenient and engaging. It proposes a people-centered program with four pillars (attention, goals, progress, and rewards) to inspire employees to own their health. Data shows the program resulted in increased step counts, class participation, and cost savings from reduced absenteeism for participating organizations. Contact information is provided for the presenters to learn more.
This document summarizes the services of Innovative Wellness Solutions, which specializes in organizational transformation, wellness, and resiliency. They help business leaders identify a bold vision or "dream" for their organization and create a healthy workplace culture to realize and sustain that dream. Their approach addresses supportive culture, employee wellness, and health and safety. They have over 30 years of experience and success stories from clients in various industries who saw benefits such as reduced turnover, increased morale and satisfaction, cost savings, and personal fulfillment through their Higher Ground Leadership process.
The document outlines 6 key steps for implementing a successful workplace wellness program:
1. Assess employee health risks through a health screening and questionnaire.
2. Provide individual health reports to identify risks and goals.
3. Offer educational programs and resources to help employees improve health.
4. Use incentives and tracking to motivate participation.
5. Develop a company culture that promotes health.
6. Evaluate outcomes annually through repeated screenings and surveys.
Implementing these steps can lower healthcare costs, increase productivity, and improve employee well-being.
http://www.wellsource.com/home.html | By actively providing wellness activities and developing a culture of health at your organization, you are investing in the greatest asset in your company – the health and well-being of your staff. It will pay rich dividends in goodwill, increased productivity, and ultimately lower healthcare costs.
The document discusses how employee wellness programs make good business sense for companies. It outlines the seven dimensions of wellness: emotional, environmental, intellectual, occupational, physical, spiritual, and social. Each dimension is defined and examples are provided. The document also discusses how to design and implement successful wellness programs that provide benefits for employees in the form of healthier lives, as well as benefits for employers through increased productivity and reduced healthcare costs. Overall, the document advocates that wellness programs are an important human resources function that can positively impact both individuals and organizations.
This document discusses the WorkWell Kansas initiative, which aims to promote worksite wellness programs across the state. It provides an overview of the initiative's goals, which include engaging business and community leaders in supporting comprehensive worksite wellness programs. The initiative will provide resources and technical assistance to worksites over three years to help them develop and implement wellness plans. The intent is to create a culture where the healthy choice is the easy choice for employees.
The document describes a wellness program called Global Wellness that can be implemented by employers to improve employee health and wellbeing. The program provides educational seminars and newsletters to employees over 12 months on various health topics. It aims to inspire employees to take responsibility for their health. The relatively low cost of $12 per employee per month makes it affordable for employers. The program is intended to have wider benefits for surrounding communities as employees share what they learn.
Wellness in the workplace webinar may 2014KatieKStamper
The webinar discusses developing a culture of wellness in the workplace. It recommends forming a wellness committee to assess employee needs and interests through surveys. The committee can then develop a work plan to address priorities like nutrition education, physical activity programs, and health screenings. Resources may include low-cost options like newsletters or medium-cost options like on-site weight management. Developing wellness programming requires support from management, who should understand the return on investment through a healthier and more productive workforce.
Intermediate Draft
Stacey Schultz
BUS4802
Change Management
Capella University
Purpose of Team Development Meeting
Our wellness program has previously been referred to as the Achieving Better Health Wellness Program. With the launch of our new wellness program, we are rebranding our program. The new name of this program should reflect the values of the wellness committee as well as those of the company as it promotes the education of employees about wellness objectives and opportunities.
This team has been assembled to become champions for the new and improved wellness program. This committee has been established to promote a culture of safety and wellness among the company’s employees and their families. Safety is a top priority, and we recognize the direct connection between health and safety.
Responsibilities will include, but not be limited to the following:
· Brainstorm and collaborate with peers to create and promote wellness and safety opportunities within Air Liquide.
· Assist/facilitate wellness challenge administration
· Identify opportunities to encourage and support well-being among coworkers to promote preventative care, well-checks and disease management
Participants
Team Leader –
· Stacey Schultz is a buyer in our Chanhassen office and her favorite activity is yoga.
Team Members –
· Becky Riesgraf works in human resources in our Chanhassen office and her favorite activity is walking
· Amanda Whalen is a Business Analysis in our Dallas office and her favorite activity is running.
· Matt Anderson is in the Dallas office and is a Mechanical Engineer with his favorite activity as softball.
· Nicole Feist is a marketing coordinator in the Chanhassen office with boxing as her favorite activity.
· Mark Stang is a Project Manager in our Chanhassen office and his favorite activity is weight lifting.
Change Management
Change is scary; there is no doubt about it. We were scared to leave our parents homes for the real world. We are scared to leave relationships and jobs or start new ones for fear of the unknown. Sometimes you just need to jump in with both feet and face the unexpected; it might be the next best thing.
Change is endless and constant. We have no choice in the matter except for one aspect; mastering our ability to adapt and to learn. In short, the single most important reason for change mastery is survival. Nature has provided us with many examples of species that have adapted over millions of years in order to survive and thrive until this day. Modern man is one of those examples of adaptation and survival. We as a species did not become the pinnacle of creation by waiting for mutations or relying on physical strength. We mastered our ability to apply what we learned and adapt accordingly.
The first part of each change management is to shift a negative view, a resistance to the change. The second part is to create more positive spin, looking at the change with open eyes. By shifting your focus.
Similar to JustStand Summit 2013 - Afternoon Panel (20)
The document discusses creating modern learning environments that promote physical activity and movement for students. It notes that current classrooms reinforce a sitting bias and do not meet daily physical activity recommendations. It advocates for active learning styles and modernizing classrooms and schools according to well building standards to improve student health, comfort, and choices.
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?
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.
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.
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.
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.
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.
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.
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.
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.
Here is the updated list of Top Best Ayurvedic medicine for Gas and Indigestion and those are Gas-O-Go Syp for Dyspepsia | Lavizyme Syrup for Acidity | Yumzyme Hepatoprotective Capsules etc
Recomendações da OMS sobre cuidados maternos e neonatais para uma experiência pós-natal positiva.
Em consonância com os ODS – Objetivos do Desenvolvimento Sustentável e a Estratégia Global para a Saúde das Mulheres, Crianças e Adolescentes, e aplicando uma abordagem baseada nos direitos humanos, os esforços de cuidados pós-natais devem expandir-se para além da cobertura e da simples sobrevivência, de modo a incluir cuidados de qualidade.
Estas diretrizes visam melhorar a qualidade dos cuidados pós-natais essenciais e de rotina prestados às mulheres e aos recém-nascidos, com o objetivo final de melhorar a saúde e o bem-estar materno e neonatal.
Uma “experiência pós-natal positiva” é um resultado importante para todas as mulheres que dão à luz e para os seus recém-nascidos, estabelecendo as bases para a melhoria da saúde e do bem-estar a curto e longo prazo. Uma experiência pós-natal positiva é definida como aquela em que as mulheres, pessoas que gestam, os recém-nascidos, os casais, os pais, os cuidadores e as famílias recebem informação consistente, garantia e apoio de profissionais de saúde motivados; e onde um sistema de saúde flexível e com recursos reconheça as necessidades das mulheres e dos bebês e respeite o seu contexto cultural.
Estas diretrizes consolidadas apresentam algumas recomendações novas e já bem fundamentadas sobre cuidados pós-natais de rotina para mulheres e neonatos que recebem cuidados no pós-parto em unidades de saúde ou na comunidade, independentemente dos recursos disponíveis.
É fornecido um conjunto abrangente de recomendações para cuidados durante o período puerperal, com ênfase nos cuidados essenciais que todas as mulheres e recém-nascidos devem receber, e com a devida atenção à qualidade dos cuidados; isto é, a entrega e a experiência do cuidado recebido. Estas diretrizes atualizam e ampliam as recomendações da OMS de 2014 sobre cuidados pós-natais da mãe e do recém-nascido e complementam as atuais diretrizes da OMS sobre a gestão de complicações pós-natais.
O estabelecimento da amamentação e o manejo das principais intercorrências é contemplada.
Recomendamos muito.
Vamos discutir essas recomendações no nosso curso de pós-graduação em Aleitamento no Instituto Ciclos.
Esta publicação só está disponível em inglês até o momento.
Prof. Marcus Renato de Carvalho
www.agostodourado.com
ABDOMINAL TRAUMA in pediatrics part one.drhasanrajab
Abdominal trauma in pediatrics refers to injuries or damage to the abdominal organs in children. It can occur due to various causes such as falls, motor vehicle accidents, sports-related injuries, and physical abuse. Children are more vulnerable to abdominal trauma due to their unique anatomical and physiological characteristics. Signs and symptoms include abdominal pain, tenderness, distension, vomiting, and signs of shock. Diagnosis involves physical examination, imaging studies, and laboratory tests. Management depends on the severity and may involve conservative treatment or surgical intervention. Prevention is crucial in reducing the incidence of abdominal trauma in children.
These lecture slides, by Dr Sidra Arshad, offer a quick overview of the physiological basis of a normal electrocardiogram.
Learning objectives:
1. Define an electrocardiogram (ECG) and electrocardiography
2. Describe how dipoles generated by the heart produce the waveforms of the ECG
3. Describe the components of a normal electrocardiogram of a typical bipolar lead (limb II)
4. Differentiate between intervals and segments
5. Enlist some common indications for obtaining an ECG
6. Describe the flow of current around the heart during the cardiac cycle
7. Discuss the placement and polarity of the leads of electrocardiograph
8. Describe the normal electrocardiograms recorded from the limb leads and explain the physiological basis of the different records that are obtained
9. Define mean electrical vector (axis) of the heart and give the normal range
10. Define the mean QRS vector
11. Describe the axes of leads (hexagonal reference system)
12. Comprehend the vectorial analysis of the normal ECG
13. Determine the mean electrical axis of the ventricular QRS and appreciate the mean axis deviation
14. Explain the concepts of current of injury, J point, and their significance
Study Resources:
1. Chapter 11, Guyton and Hall Textbook of Medical Physiology, 14th edition
2. Chapter 9, Human Physiology - From Cells to Systems, Lauralee Sherwood, 9th edition
3. Chapter 29, Ganong’s Review of Medical Physiology, 26th edition
4. Electrocardiogram, StatPearls - https://www.ncbi.nlm.nih.gov/books/NBK549803/
5. ECG in Medical Practice by ABM Abdullah, 4th edition
6. Chapter 3, Cardiology Explained, https://www.ncbi.nlm.nih.gov/books/NBK2214/
7. ECG Basics, http://www.nataliescasebook.com/tag/e-c-g-basics
Cell Therapy Expansion and Challenges in Autoimmune DiseaseHealth Advances
There is increasing confidence that cell therapies will soon play a role in the treatment of autoimmune disorders, but the extent of this impact remains to be seen. Early readouts on autologous CAR-Ts in lupus are encouraging, but manufacturing and cost limitations are likely to restrict access to highly refractory patients. Allogeneic CAR-Ts have the potential to broaden access to earlier lines of treatment due to their inherent cost benefits, however they will need to demonstrate comparable or improved efficacy to established modalities.
In addition to infrastructure and capacity constraints, CAR-Ts face a very different risk-benefit dynamic in autoimmune compared to oncology, highlighting the need for tolerable therapies with low adverse event risk. CAR-NK and Treg-based therapies are also being developed in certain autoimmune disorders and may demonstrate favorable safety profiles. Several novel non-cell therapies such as bispecific antibodies, nanobodies, and RNAi drugs, may also offer future alternative competitive solutions with variable value propositions.
Widespread adoption of cell therapies will not only require strong efficacy and safety data, but also adapted pricing and access strategies. At oncology-based price points, CAR-Ts are unlikely to achieve broad market access in autoimmune disorders, with eligible patient populations that are potentially orders of magnitude greater than the number of currently addressable cancer patients. Developers have made strides towards reducing cell therapy COGS while improving manufacturing efficiency, but payors will inevitably restrict access until more sustainable pricing is achieved.
Despite these headwinds, industry leaders and investors remain confident that cell therapies are poised to address significant unmet need in patients suffering from autoimmune disorders. However, the extent of this impact on the treatment landscape remains to be seen, as the industry rapidly approaches an inflection point.
Local Advanced Lung Cancer: Artificial Intelligence, Synergetics, Complex Sys...Oleg Kshivets
Overall life span (LS) was 1671.7±1721.6 days and cumulative 5YS reached 62.4%, 10 years – 50.4%, 20 years – 44.6%. 94 LCP lived more than 5 years without cancer (LS=2958.6±1723.6 days), 22 – more than 10 years (LS=5571±1841.8 days). 67 LCP died because of LC (LS=471.9±344 days). AT significantly improved 5YS (68% vs. 53.7%) (P=0.028 by log-rank test). Cox modeling displayed that 5YS of LCP significantly depended on: N0-N12, T3-4, blood cell circuit, cell ratio factors (ratio between cancer cells-CC and blood cells subpopulations), LC cell dynamics, recalcification time, heparin tolerance, prothrombin index, protein, AT, procedure type (P=0.000-0.031). Neural networks, genetic algorithm selection and bootstrap simulation revealed relationships between 5YS and N0-12 (rank=1), thrombocytes/CC (rank=2), segmented neutrophils/CC (3), eosinophils/CC (4), erythrocytes/CC (5), healthy cells/CC (6), lymphocytes/CC (7), stick neutrophils/CC (8), leucocytes/CC (9), monocytes/CC (10). Correct prediction of 5YS was 100% by neural networks computing (error=0.000; area under ROC curve=1.0).
Local Advanced Lung Cancer: Artificial Intelligence, Synergetics, Complex Sys...
JustStand Summit 2013 - Afternoon Panel
1. DR. CEDRIC X. BRYANT, FACSM
Chief Science Officer—American Council on Exercise (ACE)
Dr. Bryant is an international lecturer, writer and expert in fields of fitness,
nutrition and exercise. He has written more than 200 articles or columns for trade
magazines, and sports medicine and exercise science journals, and has
authored, co-authored or edited over 30 books. He has produced editorial
contributions for publications including USA Today, The New York Times, Wall
Street Journal, Time, Newsweek, Reader’s Digest, Consumer Reports, Fox
News, and CNN Headline News.
Dr. Bryant is an advisory board member for numerous organizations including:
Center for the Study of Sport, Seattle University, Women’s Health, Good
Housekeeping, ClubLife and Oxygen magazines.
Creating a Workplace Culture of Wellness
Regular physical activity can improve your productivity, enhance your overall health
and fitness profile, and help mitigate work-related stress. Whether you’re a small
business owner, a corporate human resources manager, or a front-line
supervisor, promoting physical activity on the job makes sense.
For many organizations, identifying easy-to-implement ways to foster an active
workplace culture is a challenge. I will share simple ways to do this.
2. Creating a Workplace Culture of Wellness
Cedric Bryant, Ph.D., FACSM
Chief Science Officer
American Council of Exercise
3. Largest nonprofit fitness certification and education organization
in the world
Network of more than 55,000 health and fitness professionals
Unbiased evaluator of fitness products, programs, and trends
Builder of collaborative relationships across the health and
fitness industry lines
Organization that helps people live their most fit lives
6. Benefits of Workplace Wellness
Tangible
Health
Productivity
Worker‟s Compensation
Absenteeism
Employee Retention
Intangible
Company Morale
Employee Awareness
Engagement & Loyalty
7. ACE Wellness Committee
Initiate a Wellness committee
involve multiple departments
SMART Goals – what does „success‟ look like?
EX: e.g.: participation, sick time, engagement survey
What does wellness mean within your culture
(visit the wellness wheel and your company core values)
Plan quarterly campaigns in monthly meetings,
delegate responsibilities representation from
multiple departments helps with participation
8. ACE Wellness Committee
Campaigns range from 6-10wks in length and
are measurable
Spring Clean your Wellness
7wks: 7 dimensions of wellness
Maintain Campaign 10wks: maintain weight
over holidays
Health Fair
Training for America‟s Finest city ½ marathon
and 5k
10. 12 months of giving: one month of volunteering, one
month of donations.
Serving meals at St. Vincent de Paul Village and
Volunteer Beach clean up
Youth Advocates – Bottoms-up drive (donating
diapers for families in need)
Fun Activity Teams – each department is responsible
for a month
Casual dress, „dress-up‟ days – conducive to
movement
ACE WW Culture
11. ACEFIT.COM
57,000 27,000 7,600
Fit Facts
Research studies and reviews
„Ask the Expert‟ blogs
Workout-inspired videos
Recipes and cooking videos
12.
13.
14.
15.
16. Thank you
DR. CEDRIC X. BRYANT, FACSM
Chief Science Officer—American Council on Exercise (ACE)
17. Standing More and Sitting Less at Rodale
The first standing workstation was introduced at Rodale over 10 years ago. We will
discuss how that was introduced to employees, its evolution over the years, and what
makes Rodale a thought-leader in healthy workplace options because we know our
business depends on it.
KELLY HARTSHORNE , RN, BSN, COHN-S
Health & Safety Services—Rodale,Inc.
Kelly has worked in the Occupational Health Nursing Field for over 18 years in industrial and
corporate settings, and has provided her expertise to Rodale for the last 10 years. She is
responsible for Rodale’s Employee Wellness & Safety programs, which includes ergonomic
evaluations, making recommendations and adjustments, and coordinating the implementation of
workspace changes with the Facilities Management team. Kelly is excited about the “JustStand”
movement at Rodale.
KRISTI LANE
Facilities & Space Planning Coordinator—Rodale,Inc.
Kristi is responsible for designing, managing, and maintaining Rodale’s master space plan, which
includes strategic and tactical space planning solutions and ensuring that the options meet the
established goals. One of Kristi’s responsibilities is to work with individual employee s to customize
their personal work space. This includes promoting the “Just Stand” movement, as featured in our
very own Men’s Health magazine.
23. Testimonials
“Just a note of thanks for helping me get a standing desk. I love it.
Being able to stand most of the day and sit when I need too has
really made a difference to my piriformis and hams, and I can feel
the difference in less tightness and pain.”
Jeff C.
Executive Editor Special Projects
“I love new workstation. It helps me feel more
energetic throughout the entire workday.”
Jason P.
Staff Accountant
Real Rodale Office Areas
Images distorted to Protect Employee Identities
24. “I LOVE the Ergotron……my back is not as stiff and
my chiropractor has noticed a difference. Also with
the Ergotron, my wrists feel better. When you stand,
you change hand position on the keyboard. Since
using the Ergotron, I feel more energetic! I can work
longer and I am more productive. I actually pace a
little when I stand and this keeps the blood flowing
and me awake!”
Ann K
Manager Of General AccountingReal Rodale Office Area
Image distorted to Protect Employee Identity
25. Other “Healthy” Options Rodale Offers Employees….
Ping Pong Conference Room
Making it Easy to
Bike To Work
Recycling Centers
Treadmill Work Areas
27. Thank you
KELLY HARTSHORNE , RN, BSN, COHN-S
Health & Safety Services—Rodale,Inc.
KRISTI LANE
Facilities & Space Planning Coordinator—Rodale,Inc.
28. TRACI KUBISIAK, MS, CWP
Worksite Wellness Consultant—David Martin Benefit Consulting Group
In her role as Worksite Wellness Consultant, Traci offers clients of the David
Martin Agency best practice wellness strategies, helping them identify ways to
maximize health improvement resources and assisting with program
implementation. She has lent her expertise authoring and providing editorial
content for publications such as Minnesota Business, Enterprise Minnesota,
and Self Funding Magazine.
Traci has an MS degree in Wellness Management, is certified through the
National Wellness Institute, and is a member of WELCOA (Wellness Councils
of America) and also the Benefit Advisors Network.
David Martin: Taking a Stand for Health
Meet David Martin Benefit Consulting Group. This organization may seem small at just
over 30 employees, but they are taking a big stand—for the benefit of their clients, their
work and for their health! Hear how they have infused wellness into their organization as
well as advanced well-being for their clients of all sizes and industries.
This organization has received multiple awards for being a Healthy Workplace and
one of the Best Places to Work.
29. AMY TOMCZYK
Director of Outreach and Education– Blue Zones
Amy has worked with Blue Zones since 2006 and her role currently includes
being the Blue Zones Speaking Agent. She leads national level marketing,
communications and public relations strategies to promote Blue Zones and
increase engagement in the community and workplace health programs called
“Blue Zones Projects.”
She oversees the public speaking business and maintains key relationships with
sponsors, clients, vendors, and the public. Amy received her Masters in
Education from Loyola College of Maryland and her BA from University of
Minnesota, School of Journalism.
Blue Zones—Creating Environments of Health
Amy will share the Blue Zones model of longevity and well-being improvement and
how it is applied in communities, as well as workplaces, to create environments of
health.
Amy will provide specific examples of how shifting the focus from individuals to
evidence-based ways to optimize one's "life radius", will create healthier places in
which to live.
34. Blue Zones Power 9®
Power 9® is a registered trademark of Blue Zones, LLC. All rights reserved.
Move Naturally
1. Make daily physical activity an unavoidable
part of your environment
Right Outlook
2. Know your purpose
3. Downshift: Work less, slow down, take vacations
Eat Wisely
4. Eat until 80% full
5. More veggies, less meat & processed food
6. Drink a glass of red wine each day
Belong
7. Create a healthy social network
8. Connect/reconnect with religion
9. Prioritize family
37. 27% community participation
Added 1.7 miles of connected walkways
near and around the lake
City adopted Complete Streets and
supportive policies
Established “Walking School Buses”
Schools adopted 7 new policies such as no
snacking
Walking School Bus
Results from Albert Lea, Minnesota: First 10 Months
38. Results from Albert Lea, Minnesota: First 10 Months
Changed restaurant menus for healthier options
Participants lost a collective 12,000 lbs.
Added 2.9 years of longevity per participant
City reported reduced medical costs
Lead employer reported absenteeism down by 18%
39. Established tobacco free multi-unit housing
Added a Blue Zones® Checkout Lane that only offers healthy “grab
and go” options at the local Hy-Vee
Improved nutrition in schools with Farm to School efforts, school
gardens and more improved vending policies
First bike lane installed
Completed 5-mile walking, jogging and biking route around
Fountain Lake that now goes all the way around the lake and
is part of an additional 3.1 miles of newly connected sidewalks
Results from Albert Lea, Minnesota: Following Years
40. Drove community volunteerism
Held additional Purpose Workshops
More worksites implemented wellness programs
Went from 14% to 23% of employees in tobacco free worksites
Community-wide events engaged people in block parties, biking,
walking
Volunteer led committee organizes this ongoing effort
Results from Albert Lea, Minnesota: Following Years
41. Beach Cities
KEY SELECTION FACTORS
Readiness, Motivation and Leadership
Strong partner for innovation with the Beach
Cities Health District (BCHD)
A diverse and aging population (Silver Tsunami)
Opportunities to improve walkability, bikeability,
emotional health
Redondo Beach
Manhattan Beach
Hermosa Beach (Los Angeles) –
The Pilot National Project
42. Two Year Beach Cities Key AccompLishments
Well-Being Index Score: Improved from 73.3 to 76.4
Improvement in number of fruits and veggies consumed, work environment,
and life evaluation over rest of state of CA
Community Awareness
Community/Policy
Worksites
Individuals
Restaurants
200 million media impressions,
15,000 individual program encounters
Outdoor smoking bans in 2 cities; livability and bicycling
plans adopted; $1.4 million in new grants received, 11
Walking School buses; schools engaged in MindUp and
other programs
153 employers engaged
145 Walking Moai teams with 1450 participants;
over 200 volunteers; 1000 attended purpose workshop;
1000 attended community rally
42 Blue Zones designated restaurants
44. Well-Being Jump by the Numbers!
What it means?
• $2.35M h.care savings
• $8.03M savings in work loss
productivity
What it means?
• $6.97M h.care savings
45. 454545
The Value Proposition of Improved Well-Being
Improve
Well-Being
Adopt or maintain
healthy behaviors
Reduce health-related risks
Optimize care for health
conditions and disease
Increase
Performance
Productivity
Engagement
Absence
Work Impairment
Reduce Total
Medical Cost
Hospitalizations
Event Rates
Disease Rates
Lifestyle Risks
Increase Total
Economic Value
• States
• Communities
• Sponsors
• Individuals
Prevent or delay disease or condition
Prevent or reduce impact of and need for health care
Enhance one’s ability to actively manage their own well-being
Economic Drivers
Confidential and Proprietary
So, I’d like to share with you the Blue Zones community health experiment that not only includes movement, but all aspects of health and well-being. Let me start from the beginning. The Danish Twin Studies established that 80% of how long you live is lifestyle and environment, the other 20% is divided between mostly between genes and preventative medicine. If lifestyle and habits account for so much, we at Blue Zones wanted to find out where there were pockets of people who were doing it right. Through funding with National Geographic, we found the five demographically confirmed geographic locations where entire populations of people live exceptionally long, healthy lives well into their 90s and 100s.They were named Blue Zones areas by National Geographic explorer and author Dan Buettner. In these longevity “hotspots,” people are three times more likely to live to be one hundred than the rest of us. On average, people living in Blue Zones areas live twelve more good years than U.S. citizens. And these are lives sitting in nursing homes.. These people live amazingly vibrant, active lives with next to no chronic health conditions like obesity, diabetes, heart disease, cancer or dementia or cognitive decline.
The research from these five Blue Zones areas became a best selling book and top selling article for National Geographic by Dan Buettner.
Remarkably, we see the same characteristics among the world's longest lived people no matter where you go. We call those characteristics the Power 9 The Power 9 are lifestyle principles are small, easy steps that everyone can take in their daily lives to feel better, live longer, and be happier. These simple behaviors are patterned after the lifestyles of people who live in Blue Zones areas and include… [briefly overview each]Move naturally. People in Blue Zones areas don’t work out at a gym…they move more throughout their day by walking and gardening and doing housework. Many don’t own TV remote controls, cars, or pay someone else to mow or shovel.They wake up with a sense of purpose. People with a reason to wake up in the morning live longer than those without.Downshift. Each day they take 20 minutes to unplug. It can be meditating like in Okanawa or napping in Ikaria, Greece. They relax.They eat wisely: First, they eat a bit fewer calories than Americans do and have a practice to support that. They stop eating when they are about 80% full.They eat a plant slant of mostly veggies and fruit and next to no processed food. They are not pure vegetarian cultures, but like Thomas Jefferson said, we should eat meat as a condiment. Typically about 2-3 times a MONTHA popular lesson, for adults who have a healthy relationship to alcohol, a glass a day is a healthy choice….but no saving them all up for Friday. Our friends matter. The Framingham research proved that happiness, depression, obesity, and other health conditions are contagious through our social circles….just like a cold. Our friends matter. Pick good friends who enjoy being active and support you when you need it.Show up. Researches at two little know universities called Harvard and Duke found that people who attend a religious service more than four times per month, live 4-14 years longer than those who don’t show up. We don’t advocate any specific faith. Just point out that research shows it helps.Last but definitely not least…family matters. Taking care of family and loved ones and especially being connected across generations contributes to longevity.Those are the Power 9. Those behaviors from the Blue Zones areas aren’t adopted during a short-term wellness program from January through March. They’re adhered to for decades – an entire lifetime. And that’s why they work to add 12 extra good years of quality longevity. So, how do we make that work for ourselves?
Inner Self – also referred to as PurposeProvide the community an opportunity to explore their gifts, talents, passions and beliefs. Determine how they can better contribute those gifts to the community.There is no silver bullet for improving well-being, but there may be silver buckshot — through acoordinated strategy that reaches across age groups, interests, income levels, and industry sectors.An environmental approach seeks to create permanent policy changes that make healthy choices, easier.
In 2009, with a grant from AARP and the United Health Foundation, Blue Zones completed a state wide search and selected Albert Lea, Minnesota, a statistically average American city, to complete a one year community health experiment. Using the model I described, we created a “perfect storm” of health that transformed their typically obese American city of 18,000. They reversed the trend and also got happier. They adopted evidence based ways to change their environment to live longer and better and got healthier without thinking about it.
What is striking is after just 2 years and the successes just described, the Gallup-Healthways Well-Being Index found Beach Cities overall well-being climbed 3 points since 2012. This is significant because the WBI is designed to be a very stable index. A 3 points jump in 2 years is considerable movement.Beach Cities was already pretty healthy, so upward movement is extremely exciting. This life far exceeded our expectations.The health cares savings already projected at $9.32 million.
Looking at some specifics: Obesity — even comparatively low obesity — costs the Beach Cities a LOT of money in incremental healthcare costs and lost productivity annually. In 2012, 14% fewer Beach Cities residents are obese than in 2010. 1,645 fewer adults are obese$2.35 million savings in healthcare related costsRises to $8.03 million savings if include employee sick days, lost productivity, etc. 30% reduction in smoking: Over 3,000 fewer adults smoke$6.97 million savings in healthcare-related costs10% increase in exercise9% increase in healthy eatingIn summary – it’s been a remarkable first two years.
You can summarize the value of well-being this way. As you improve well-being you reduce total medical costs while increasing performance. That adds up to increased economic value for every aspect of society.
A traditional approach to workplace wellness might include health assessments, biometric screenings and incentives for healthier behaviors.Often times these wellness opportunities are only offered during a limited wellness program – not even throughout the year.This approach is limited in scope, lacks sustainability, can’t be successful at any real change to employee’s beliefs or commitment to their jobs. At best, they only change behavior for the length of the program. Real changes to well being changes the workplace culture. They focus on leadership development, Individual and organizational assessments of purpose, ideal physical environment, optimized social connections, quality policies and benevits, solutions for well-being improvement such as coaching and programming.