Upping the "Total" in Total Rewards. Incentivizing your employees with the most sophisticated wearable technology, measuring more biomarkers than any other device, and the only device meriting being reviewed as a medical device. Included in the cost of the device - customized wellness programs designed on your employees biometrics. Our commitment to provide the most personalized corporate wellness programs, at the most affordable price and everyone gets the ultimate wearable technology. We will happily help you design a true program of reward - employee/employer contribution - rewarding commitment and motivation.
We will discuss how Zero Trends: Health as a Serious Economic Strategy and the evidence for the Five Pillars can be used to accomplish a workplace and workforce that truly embraces Shared Values Shared Results. This can be accomplished by a Strategic, Systematic, Systemic and Sustainable (4S) organizational strategy.
Personalizing wellness processes to employees will boost engagement, camaraderie, the corporate culture, productivity....and of course health.
We add a new definition of personalized to employee wellness. Course development for private licensing? We still will perform our unique HRA & CCA to develop your perfect e-learning courses.
Live Interactive webinars, Incentive programs with wearable technology......adding your employees own biometrics to the wellness process?? Coming very soon - GENOMICS!
Financial wellness, FARMacy....nutrition, physical activity, minimizing the root of all chronic disease - oxidative stress, stress reduction, family lifestyle, sexual health, sleep.....our coaches are highly specialized experts - who become your employees coaches......personalizing at bulk prices...
FUN, engaging .....creating your corporate health culture
The presentation will address how corporate climate relates to worker psychological health, and what can be done to
improve it. It will discuss the Psychosocial Safety Climate Observatory, a UniSA research platform to gather, analyse, and
synthesise, national and international data relating to corporate PSC. The idea is to inspire Australian world-class
researchers and organisations to build state of the art knowledge and tools for work climate change. In this Australia will be an authoritative leader in human-centred, more psychologically healthy, innovative and productive workplaces
Upping the "Total" in Total Rewards. Incentivizing your employees with the most sophisticated wearable technology, measuring more biomarkers than any other device, and the only device meriting being reviewed as a medical device. Included in the cost of the device - customized wellness programs designed on your employees biometrics. Our commitment to provide the most personalized corporate wellness programs, at the most affordable price and everyone gets the ultimate wearable technology. We will happily help you design a true program of reward - employee/employer contribution - rewarding commitment and motivation.
We will discuss how Zero Trends: Health as a Serious Economic Strategy and the evidence for the Five Pillars can be used to accomplish a workplace and workforce that truly embraces Shared Values Shared Results. This can be accomplished by a Strategic, Systematic, Systemic and Sustainable (4S) organizational strategy.
Personalizing wellness processes to employees will boost engagement, camaraderie, the corporate culture, productivity....and of course health.
We add a new definition of personalized to employee wellness. Course development for private licensing? We still will perform our unique HRA & CCA to develop your perfect e-learning courses.
Live Interactive webinars, Incentive programs with wearable technology......adding your employees own biometrics to the wellness process?? Coming very soon - GENOMICS!
Financial wellness, FARMacy....nutrition, physical activity, minimizing the root of all chronic disease - oxidative stress, stress reduction, family lifestyle, sexual health, sleep.....our coaches are highly specialized experts - who become your employees coaches......personalizing at bulk prices...
FUN, engaging .....creating your corporate health culture
The presentation will address how corporate climate relates to worker psychological health, and what can be done to
improve it. It will discuss the Psychosocial Safety Climate Observatory, a UniSA research platform to gather, analyse, and
synthesise, national and international data relating to corporate PSC. The idea is to inspire Australian world-class
researchers and organisations to build state of the art knowledge and tools for work climate change. In this Australia will be an authoritative leader in human-centred, more psychologically healthy, innovative and productive workplaces
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.
Corporate Wellness Solutions To Augment Productivity At The WorkplaceMahesh Pamnani
Presentation given at the Sunway Putra Hotel for the Total Rewards Management Forum in Kuala Lumpur Malaysia on 17-Sep-2015 by Mahesh Pamnani, Chief Happiness Officer of Inspire2Aspire Consulting Hong Kong.
It contains an overview of the wellness tools and techniques that can be incorporated in corporate wellness solutions to improve health, happiness, to boost positive emotions and maximize productivity and performance at the workplace.
It uses evidence-based positive psychology tools and the SPIRE model developed by the Wholebeing Institute USA.
Thank you ASLI Asian Strategy & Leadership Institute for this wonderful opportunity.
Creating a positive Return on Investment with a corporate wellness program is a science. It is predictable, repeatable and duplicate-able. If you know what you are doing you can can create a 10 to 1 ROI but if you do not know what you are doing your wellness program can cost you hundreds of thousands of dollars in back-end profiteering from greedy health care providers.
This Return on Investment Study is a study of over 50 ROI white papers and reports from corporations the cross most industries. We put this together and will update it again in 2013 because no two corporations have the same populations, with the same health and wellness problems or with the same obstacles of creating a positive ROI. Therefore, we needed to study the studies in order to discover the commonalities between successful corporate wellness programs.
The secret to great ROI... Create sustainable behavioral change.
The dirty wellness industry secret... Out of network doctors who gain access to corporate employees through phony non-profits, health fair company fronts or simply taking advantage of good willed corporate nurses, HR or Benefits to gain access to high paying insurance networks.
You need to know what to do as well as what to avoid. In addition to this study here is a link to an article that describes this in much more detail:
http://www.healthfairsdirect.com/mktg/todays_economy_forces_corporations.pdf
Please reach out to me for more information and unbiased advice on how to create positive and provable ROI for your wellness program.
Effective Small Business Wellness (workshop)Joel Bennett
This workshop is designed to create collaborative problem solving for participants around a hypothetical scenario (See Part 4) to create a small business wellness initiative in the community.
Participants are assigned to tables for diversity of composition (employees, employers, providers, insurers, non-profits).
The room also has experts from the community available for consultation.
The goal is to identify key elements and strategy needed to launch an effective community-based wellness initiative that supports small businesses.
This full-day workshop was conducted at the Houston Wellness Association in January of 2010 with about 30 participants
This is PART 1 of the slide deck; PART 2 reviews the results of the grant-funded Small Business Wellness Initiative (www.sbwi.org)
Please contact OWLS at learn@organizationalwellness.com if you would like technical assistance or training on how to conduct this workshop and launch an SBWI in your community
The Science of Stress: Finding The Sweet Spot For Your CompanyLimeade
83 percent of Americans report workplace stress. It’s a real issue. Stressed out workers report higher medical expenses and are at risk for leaving your company.
But what if we shared some evidence-based insights that stress actually drives productivity up?
This presentation by Stacy Shaw Welch, PhD and Henry Albrecht, CEO of Limeade explores:
- The science behind stress and anxiety in the workplace
- The sweet spot — optimal stress levels for individuals and workforces
- How to foster a culture and environment that builds productive stress
Turning your organization into a high reliability organization just makes sense. Implementing predictable behaviors and reliable processes create a culture that strives to achieve error-free performance and safety in every procedure, every time. This increases safety and satisfaction for both patients and staff while reducing costs and improving clinical results.
Join HRO expert Tony Gorski and learn steps that you can take to turn your organization into the efficient and safe environment you know it can be.
Today's companies must begin to look at employee health, not as a cost, but an investment. Data show conclusively that the health status of a company's employees is directly correlated to the profitibility and competitiveness of the company. This is not an American challenge, but a global challenge and responsibility. This was a keynote address to a dozen major US corporations in May, 2008. I'm happy to discuss with anyone of interest.
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.
Corporate Wellness Solutions To Augment Productivity At The WorkplaceMahesh Pamnani
Presentation given at the Sunway Putra Hotel for the Total Rewards Management Forum in Kuala Lumpur Malaysia on 17-Sep-2015 by Mahesh Pamnani, Chief Happiness Officer of Inspire2Aspire Consulting Hong Kong.
It contains an overview of the wellness tools and techniques that can be incorporated in corporate wellness solutions to improve health, happiness, to boost positive emotions and maximize productivity and performance at the workplace.
It uses evidence-based positive psychology tools and the SPIRE model developed by the Wholebeing Institute USA.
Thank you ASLI Asian Strategy & Leadership Institute for this wonderful opportunity.
Creating a positive Return on Investment with a corporate wellness program is a science. It is predictable, repeatable and duplicate-able. If you know what you are doing you can can create a 10 to 1 ROI but if you do not know what you are doing your wellness program can cost you hundreds of thousands of dollars in back-end profiteering from greedy health care providers.
This Return on Investment Study is a study of over 50 ROI white papers and reports from corporations the cross most industries. We put this together and will update it again in 2013 because no two corporations have the same populations, with the same health and wellness problems or with the same obstacles of creating a positive ROI. Therefore, we needed to study the studies in order to discover the commonalities between successful corporate wellness programs.
The secret to great ROI... Create sustainable behavioral change.
The dirty wellness industry secret... Out of network doctors who gain access to corporate employees through phony non-profits, health fair company fronts or simply taking advantage of good willed corporate nurses, HR or Benefits to gain access to high paying insurance networks.
You need to know what to do as well as what to avoid. In addition to this study here is a link to an article that describes this in much more detail:
http://www.healthfairsdirect.com/mktg/todays_economy_forces_corporations.pdf
Please reach out to me for more information and unbiased advice on how to create positive and provable ROI for your wellness program.
Effective Small Business Wellness (workshop)Joel Bennett
This workshop is designed to create collaborative problem solving for participants around a hypothetical scenario (See Part 4) to create a small business wellness initiative in the community.
Participants are assigned to tables for diversity of composition (employees, employers, providers, insurers, non-profits).
The room also has experts from the community available for consultation.
The goal is to identify key elements and strategy needed to launch an effective community-based wellness initiative that supports small businesses.
This full-day workshop was conducted at the Houston Wellness Association in January of 2010 with about 30 participants
This is PART 1 of the slide deck; PART 2 reviews the results of the grant-funded Small Business Wellness Initiative (www.sbwi.org)
Please contact OWLS at learn@organizationalwellness.com if you would like technical assistance or training on how to conduct this workshop and launch an SBWI in your community
The Science of Stress: Finding The Sweet Spot For Your CompanyLimeade
83 percent of Americans report workplace stress. It’s a real issue. Stressed out workers report higher medical expenses and are at risk for leaving your company.
But what if we shared some evidence-based insights that stress actually drives productivity up?
This presentation by Stacy Shaw Welch, PhD and Henry Albrecht, CEO of Limeade explores:
- The science behind stress and anxiety in the workplace
- The sweet spot — optimal stress levels for individuals and workforces
- How to foster a culture and environment that builds productive stress
Turning your organization into a high reliability organization just makes sense. Implementing predictable behaviors and reliable processes create a culture that strives to achieve error-free performance and safety in every procedure, every time. This increases safety and satisfaction for both patients and staff while reducing costs and improving clinical results.
Join HRO expert Tony Gorski and learn steps that you can take to turn your organization into the efficient and safe environment you know it can be.
Today's companies must begin to look at employee health, not as a cost, but an investment. Data show conclusively that the health status of a company's employees is directly correlated to the profitibility and competitiveness of the company. This is not an American challenge, but a global challenge and responsibility. This was a keynote address to a dozen major US corporations in May, 2008. I'm happy to discuss with anyone of interest.
Invest in your workforce, their health, wellness, & safety...and realize ROI and productivity while reducing health care cost, absenteeism, lost-day, (due to WC), and turnover!
Our message is simple: RETHINK the way you view healthcare. Welcome to eHealth Companion, a Personal Healthcare Management System designed to help companies' of all sizes and their employees successfully transition to Consumer Directed Health Plans.
Bertus Van Niekerk: Unlocking the True Potential of Integrated Occupational H...SAMTRAC International
This presentation argues that the value of occupational health and safety, and corporate wellness programmes, can be increased exponentially through an integrated information system. This is accomplished by integrating data collected from a host of standalone safety technologies with an electronic health record, corporate wellness and ERP systems.
The Economic Value of Employee WellbeingCBIZ, Inc.
With health care reform a reality, top-performing employers understand that pursuing the objective of healthier, happier employees is even more important. To that end, they’re shifting their focus to fixing the environmental, cultural and lifestyle systems in the workplace that lead to struggling wellbeing, preventable health risks and modifiable costs. Find out how you can stay ahead of the curve.
Prof David Hunter - Meeting the Challenge - Does the new NHS promote or hinde...Cumbria Partnership
'Meeting the Challenge of Long Term Conditions: Does the new NHS promote or hinder cooperation and integration?' - Professor David Hunter (Professor of Health Policy and Management at Durham University) from the Cumbria Neuroscience Conference
Day 3- Thursday 19 March 2015: Preparing for our Individual Challenge
Transformation & Technology Track: Wellness in the Workplace. Presented by Dr Vanessa Govender, Medical Doctor, Health and Wellness Executive, Aveng Limited.
#astdza2015
Similar to University of Michigan Health Management Research Presentation (20)
Flu Vaccine Alert in Bangalore Karnatakaaddon Scans
As flu season approaches, health officials in Bangalore, Karnataka, are urging residents to get their flu vaccinations. The seasonal flu, while common, can lead to severe health complications, particularly for vulnerable populations such as young children, the elderly, and those with underlying health conditions.
Dr. Vidisha Kumari, a leading epidemiologist in Bangalore, emphasizes the importance of getting vaccinated. "The flu vaccine is our best defense against the influenza virus. It not only protects individuals but also helps prevent the spread of the virus in our communities," he says.
This year, the flu season is expected to coincide with a potential increase in other respiratory illnesses. The Karnataka Health Department has launched an awareness campaign highlighting the significance of flu vaccinations. They have set up multiple vaccination centers across Bangalore, making it convenient for residents to receive their shots.
To encourage widespread vaccination, the government is also collaborating with local schools, workplaces, and community centers to facilitate vaccination drives. Special attention is being given to ensuring that the vaccine is accessible to all, including marginalized communities who may have limited access to healthcare.
Residents are reminded that the flu vaccine is safe and effective. Common side effects are mild and may include soreness at the injection site, mild fever, or muscle aches. These side effects are generally short-lived and far less severe than the flu itself.
Healthcare providers are also stressing the importance of continuing COVID-19 precautions. Wearing masks, practicing good hand hygiene, and maintaining social distancing are still crucial, especially in crowded places.
Protect yourself and your loved ones by getting vaccinated. Together, we can help keep Bangalore healthy and safe this flu season. For more information on vaccination centers and schedules, residents can visit the Karnataka Health Department’s official website or follow their social media pages.
Stay informed, stay safe, and get your flu shot today!
Basavarajeeyam is a Sreshta Sangraha grantha (Compiled book ), written by Neelkanta kotturu Basavaraja Virachita. It contains 25 Prakaranas, First 24 Chapters related to Rogas& 25th to Rasadravyas.
Basavarajeeyam is an important text for ayurvedic physician belonging to andhra pradehs. It is a popular compendium in various parts of our country as well as in andhra pradesh. The content of the text was presented in sanskrit and telugu language (Bilingual). One of the most famous book in ayurvedic pharmaceutics and therapeutics. This book contains 25 chapters called as prakaranas. Many rasaoushadis were explained, pioneer of dhatu druti, nadi pareeksha, mutra pareeksha etc. Belongs to the period of 15-16 century. New diseases like upadamsha, phiranga rogas are explained.
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
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).
New Drug Discovery and Development .....NEHA GUPTA
The "New Drug Discovery and Development" process involves the identification, design, testing, and manufacturing of novel pharmaceutical compounds with the aim of introducing new and improved treatments for various medical conditions. This comprehensive endeavor encompasses various stages, including target identification, preclinical studies, clinical trials, regulatory approval, and post-market surveillance. It involves multidisciplinary collaboration among scientists, researchers, clinicians, regulatory experts, and pharmaceutical companies to bring innovative therapies to market and address unmet medical needs.
University of Michigan Health Management Research Presentation
1.
2. The world we have made as a result of the level of thinking we have done thus far creates problems we cannot solve at the same level of thinking at which we created them. - Albert Einstein
3. Fundamentals of Maintaining Healthy and High Performing People as a Core Business Strategy Zero Trends: A Transformational Approach to Population Health THE UNIVERSITY OF MICHIGAN HEALTH MANAGEMENT RESEARCH CENTER Dee W. Edington
27. SW MI Healthcare Coalition (H)*The consortium members provide health care insurance for over two million individuals. Data are available from three to 20 years. Meets on First Wednesday of each December in Ann Arbor.
28.
29. 2010 Healthcare Forum Zero Trends: A Transformational Approach to Population Health April 27, 2010 Natural Flow of a Population High Risks and High Costs Business Case Health as a Serious Business Strategy Mission Change the Health and Disability Strategy from a Health Strategy to an Economic Strategy Solution Zero Trends: Five Pillars to Support a Culture of Health
30. Section I The Current Healthcare Strategy Natural Flow Wait for Disease and then Treat (…in Quality terms this strategy translates into “wait for defects and then fix the defects” …)
31. Health Risk Measure Body Weight Stress Safety Belt Usage Physical Activity Blood Pressure Life Satisfaction Smoking Perception of Health Illness Days Existing Medical Problem Cholesterol Alcohol Zero Risk High Risk 41.8% 31.8% 28.6% 23.3% 22.8% 22.4% 14.4% 13.7% 10.9% 9.2% 8.3% 2.9% 14.0% Estimated Health Risks From the UM-HMRC Medical Economics Report Estimates based on the age-gender distribution of a specific corporate employee population OVERALL RISK LEVELS Low Risk 0-2 risks Medium Risk 3-4 risks High Risk 5 or more
32. Risk Transitions (Natural Flow) Time 1–Time 2 2,373 (50.6%) 4,691 (10.8%) 1,961 (18.4%) 5,226 (12.1%) 892 (3.2%) 4,546 (42.6%) 10,670 (24.6%) 1640 (35.0%) 678 (14.4%) 11,495 (26.5%) 5,309 (19.0%) 4,163 (39.0%) 27,951 (64.5%) 26,591 (61.4%) 21,750 (77.8%) High Risk (>4 risks) Medium Risk (3 - 4 risks) Low Risk (0 - 2 risks) Average of three years between measures Modified from Edington, AJHP. 15(5):341-349, 2001
34. Total Medical and Pharmacy Costs Paid by Quarter for Three Groups The 20-80 rule is always true but terrifically flawed as a strategy Musich,Schultz, Burton, Edington. DM&HO. 12(5):299-326,2004
35. Costs Associated with Risks Medical Paid Amount x Age x Risk AnnualMedicalCosts High Med Risk Non-Participant Low AgeRange Edington. AJHP. 15(5):341-349, 2001
36. Learnings from Section I The flow of Risks is to High-Risk The flow of Costs is to High-Cost Costs follow Risks and Age
37. Section II Build the Business Case for the Health as a Serious Economic Strategy (175) Publications) Engage the Total Population to get to the Total Value of Health Complex Systems (Synergy & Emergence) versus Reductionism (Etiology)
39. Excess Diseases Associated with Excess Risks (Heart, Diabetes, Cancer, Bronchitis, Emphysema Percent with Disease High Med Risk Low Risk Age Range Musich, McDonald, Hirschland, Edington. Disease Management & Health Outcomes 10(4):251-258, 2002.
44. Change in Costs follow Change in Risks Cost increased Cost reduced Risks Reduced Risks Increased Overall: Cost per risk reduced: $215; Cost per risk avoided: $304 Actives: Cost per risk reduced: $231; Cost per risk avoided: $320 Retirees<65: Cost per risk reduced: $192; Cost per risk avoided: $621 Retirees>65: Cost per risk reduced: $214; Cost per risk avoided: $264 Updated from Edington, AJHP. 15(5):341-349, 2001.
45. Business Case Zero Trendsfollow “Don’t Get Worse” and “Help the Healthy People Stay Healthy”
46. Medical and Drug Cost (Paid)* Slopes differ P=0.0132 Impr slope=$117/yr Nimpr slope=$614/yr Improved=Same or lowered risks
47. Learnings for Section II Excess Costs are related to Excess Risks Costs follow Engagement and Risks Controlling Risks leads to Zero Trend
48. The Economics of Total Population Engagement and Total Value of Health Total Value of Health Medical/Hospital Drug Absence Disability Worker’s Comp Effective on Job Recruitment Retention Morale Health Risks Low or No Risks Disease increase increase decrease Where does cost turn into an investment?
49. Great 25 years of work: the Business Case is solid, but not yet perfect. Congratulations! However, nothing has changed in the population No more people doing physical actvity No fewer people weighing less No fewer people with diabetes
50. Health Management I.Q. Quiz If you continue to wait for defects and then try to fix the defects: Will you ever solve the problems? Is it better to keep a good customer or find a new one? If you put a changed person back into the same environment: Will the change be sustainable? Is the action you reward, the action that is sustained?
51. The world we have made as a result of the level of thinking we have done thus far creates problems we cannot solve at the same level of thinking at which we created them. - Albert Einstein
52. Section III The Evidence-Based Solution: Zero Trends Integrate Health into the Environment and the Culture (…in Quality terms this strategy translates into “…fix the systems that lead to the defects” …)
53. Business Problem Currently, most costs associated with workplace and workforce performance are growing at an unsustainable rate How are we going to be successful in this increasingly competitive world without a healthy and high performing workplace and workforce? How can we turn costs into an investment?
54. Vision for Zero Trends Zero Trends was written to be a transformational approach to the way organizations ensure a continuous healthy and high performing workplace and workforce Based upon 175 Research Publications
55. Integrate Health into Core Business Healthier Person Better Employee Gains for The Organization 1. Health Status 2. Life Expectancy 3. Disease Care Costs 4. Health Care Costs 5. Productivity a. Absence b. Disability c. Worker’s Compensation d. Presenteeism e. Quality Multiplier 6. Recruitment/Retention 7. Company Visibility 8. Social Responsibility Lifestyle Change Company Culture and Environment SeniorLeadership Operations Leadership Self-Leadership Reward Positive Actions Quality Assurance Health Management Programs 1981, 1995, 2000, 2006, 2008 D.W. Edington
58. Engage all leadership in vision“Establish the value of a healthy and high performing organization and workplace as a world-wide competitive advantage”
64. Engage everyone “You can’t put a changed person back into the same environment and expect the change to hold”
65. Population Health Management Strategy Sickness Management --reduce errors --coordinate services Disease Management --stay on protocol --don’t get worse Health Management --healthy stay healthy --don’t get worse Where is the economic strategy?
82. Make it sustainable“Metrics to measure progress towards the vision, culture, self-leaders, actions, economic outcomes”
83. Business Case Indicators of Sustainability Company Engagement Individual Engagement Environmental Support Perception of the Culture
84. Transform to Zero Trends Pillar 5: Quality Assurance Which level is right for you? Recognize Positive Actions Senior Leadership Operational Leadership Self-Leadership Quality Assurance Recognize Positive Actions Progress in All Areas Vision from Leaders Healthy System & Culture Everyone a Self-Leader Champion Change in Risk& Sick Costs Speech from Leader Reduce Health Risks Reduction in Risks Reward Achievement Comprehensive Programs Targeting Risks Health Risk Awareness Change in Risks Reward Enrollment Inform Leader Traditional Do Nothing Do Nothing Do Nothing Do Nothing Do Nothing Do Nothing
85. Supportive Environment and Culture Very Supportive B Supportive Environment From Survey M A Not Supportive Not supportive Median Very supportive Perception of the Culture from Survey
86. Engagement of Individuals (employees and spouses) Health Risk Appraisal Biometrics Screening and Counseling Contact a Health Advocate Two Other Activities
87. Measurement Scorecard Percent Engagement:85% to95% HRA + Screening/counseling + Coaching + Two other sessions Percent Low-Risk:75% to 85% Percent of Total Eligible Proof of Concept Change in Risk Levels beats the Natural Flow Change in Cost Levels beats the Natural Flow Year over Year Trends Approach Zero Percent Improved/no change Separate from Not Improved
95. Lifestyle Scale for Individuals and Populations: Self-Leaders High-Level Wellness, Energy and Vitality PrematureSickness, Death & Disability ChronicSigns &Symptoms Feeling OK Edington. Corporate Fitness and Recreation. 2:44, 1983, Modified 2009
96. Sound Bites 1. The “Do Nothing” strategy is unsustainable. 2. Refocus the definition of health from “Absence of Disease to High Level Vitality.” 3. “Total Population Management” is the effective healthcare strategy and to capture the “Total Value of Health.” 4. The business case for Health Management indicates that the critical strategy is to “Keep the Healthy People Healthy”(“keep the low-risk people low-risk”). 5. The first step is, “Don’t Get Worse” and then “Let’s create Winners, One Step at a Time.”
97. Employers Install the five fundamental pillars of health management to move to a champion company Implications for Public PolicyWhat can Americans Do? Federal Government Provide incentives for companies to improve the health component of their products State Governments Provide incentives for companies and communities to move to towards healthy cultures Local Communities Form coalitions of stakeholders to create a community culture of health Individuals Stop getting worse as a first step to becoming a self-leader
98. Thank you for your attention. Please contact us if you have any questions. Phone: (734) 763 – 2462 Fax: (734) 763 – 2206 Email: dwe@umich.edu Website: www.hmrc.umich.edu Dee W. Edington, Ph.D. , Director Health Management Research Center University of Michigan 1015 E. Huron Street Ann Arbor MI 48104-1689