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State Agency Wellness Conference
October 14, 2014
State Agency Wellness Conference October 14, 2014 CAN DASHBOARD - - PowerPoint PPT Presentation
State Agency Wellness Conference October 14, 2014 CAN DASHBOARD - - PowerPoint PPT Presentation
State Agency Wellness Conference October 14, 2014 CAN DASHBOARD 2014 Why Invest in Wellness ? ! Its the right thing to do ! Its good business ! $3 to $6 return for every dollar invested ! The alternative is disastrous! ! Its the smart
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Why Invest in Wellness ?
! It’s the right thing to do ! It’s good business
! $3 to $6 return for every dollar invested
! The alternative is disastrous! ! It’s the smart personal choice
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Quality of Life Variables by Fitness States (10,331 Men and Women)
Low (n = 1077) % Moderate (n = 3555) % High (n = 5679) % Unexplained Fatigue 25.8 16.3 11.2 Problematic Snoring 49.9 34.8 21.9 Frequent Heartburn 30.9 22.1 12.1 Sexual Problems 11.0 7.4 5.0 Decreased Sex Drive 29.8 22.2 19.6 Impotence (men only) 9.7 (n = 932) 7.2 (n = 3126) 4.6 (n = 4910)
Chronic Joint or Muscle Pain 34.0 29.3 23.5
ACLS, The Cooper Institute, January 2006
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Quality of Life Variables by Fitness States (10,331 Men and Women)
Low (n = 1077) % Moderate (n = 3555) % High (n = 5679) % Low Back Pain 44.8 41.5 35.4 Frequent Headaches 16.7 15.0 12.0 Difficulty Sleeping 28.7 24.9 21.9 Depression 20.9 15.9 12.9 Anxiety 20.2 16.4 13.6 Awakening at Night to Urinate 46.0 44.3 42.5
ACLS, The Cooper Institute, January 2006
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Age Low Risk Lifestyle High Risk Lifestyle
Whats in it for You? Squaring off the Curve
Functional Capacity Deficient Survival →
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Doubling the Penny
The Power of Individual Choice
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Making A Difference Worth Making
First take care of yourself and then help others
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Some Rules of the Road
! Wellness requires a comprehensive, consistent strategy; it is never
just “one and done”
! When considering a wellness strategy, a very important component is
your engagement strategy !
How will you get your employees to participate?
!
Are you engaging the individuals who are already “healthy”, and leaving
- ut those individuals with the highest need
!
These are key questions to address initially, and continue to address periodically within your wellness program.
! Wellness program success may depend on how well it integrates with
your current work culture. In a wellness package, your work culture is the “wrapper” – the component that holds it all together; makes it work.
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Some Rules of the Road
! Within your workplace, it is especially important to have cross-
department support for your wellness initiatives. This helps all employees to see the value in having a wellness program.
! Data analysis is particularly important for understanding where your
biggest areas of opportunity are, and for adapting your wellness program to best suit the needs of your employees and your
- company. Constant analysis allows the potential for constant
improvement.
! There ARE wellness programs out there that "don’t work”.
!
Typically the root cause of unsuccessful programs is inserting a wellness program without customizing it to the unique work environment.
!
Failure to customize a program to meet the needs of your cost-driving employees is another reason for wellness program inadequacy.
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Model Wellness Program
Priority objectives include:
- Improve Usage of Preventive Health Screenings and Services
- Improve Tobacco Cessation and Prevention
- Improve Healthy Eating Choices
- Increase Routine Physical Activity
- Improve Stress Management
- Increase Support for Nursing Mothers/Lactation Support
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Steps to Success
Step 1: Designate a senior agency executive to lead your agency’s wellness initiative Step 2: Establish a Wellness Committee/Team Step 3: Conduct an agency-wide survey Step 4: Develop or update your wellness policy Step 5: Develop your wellness plan and implement the program Step 6: Evaluate Success
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Creating & Managing Complex Change
(Note how missing elements bring different results) Vision + Skills + Incentives + Resources + Action Plan = Lasting Results Skills Incentives Resources Action Plan = Confusion Vision Incentives Resources Action Plan = Anxiety Vision Skills Resources Action Plan = Gradual Change Vision Skills Incentives Action Plan = Frustration Vision Skills Incentives Resources = False Starts
Symptoms – whats going on?
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