beyond zero trends: positive health
DESCRIPTION
Description This session will build especially on the Self-Leadership Pillar and how health and wellness can be expanded beyond low-risks and unhealthy behaviors. The overall objective of the session is to meld the information from session one into a fully functional organization, taking advantage of Shared Values Shared Results. Learning Objectives: 1. The participants will see how current metrics of outliers today can be developed into the norm of tomorrow. 2. The participants will see how the concepts around Positive Health have developed and continue to develop 3. The participant will be able to list an advanced set of outcomes focus on measuring what matters.TRANSCRIPT
Realizing the promise and Competitive Advantage of a:
“Thriving, Healthy, High-Performing and
Sustainable Workplace and Workforce”
May 2, 2014©2014 Edington Associates
Edington Associates LLC
Positive Health
Realizing the promise and Competitive Advantage of a:
“Thriving, Healthy, High-Performing and
Sustainable Workplace and Workforce”
April 25, 2014©2014 Edington Associates
Edington Associates LLC
Shared Values-Shared Results™
Sustainable• Integrate all data
• Evaluate program outcomes
• Use a conceptual outcomes framework
• Provide feedback on how progress was obtained and steps to get to vision
• Feedback on leadership, culture, self-leadership, positive actions, economic outcomes
“Supports decisions with evidence”
Principles of Quality Assurance
3©2010: Health Transformation Group, LLCNot for Distribution
Step #5
©201s Edington Associates 4
Pillar 5: Quality Assurance
Continuous Improvement
Continuous feedback of information about program
processes and outcomes
Communication and
Enrolment
Engagement and
Culture
Prevention and
Wellness
CaseManagement
Disease Management
Levers of Program Success: Pillar 5-Sustainable
Pillar 3: Self-
Leadership
Pillar 4: Recognize
Actions
Pillar 1: Senior
Leadership
Pillar 2: Operations Leadership
Workforce• Engaged• Thriving
Best Place to Work
Workplace• Shared Values•Positive Return
Clear Vision, Metrics, Culture and Environment
Vision, Commitment,
Leadership
Supportive Culture and
Environment
Workforce• Engaged• ThrivingPrevention
and Wellness
RiskManagement
Disease Management
Initiatives Along the Health Continuum
Program Impact
Best Place to Work
Workplace• Shared Values•Positive Return
Enterprise Commitment and Support
Impactful Thriving, Healthy and Well-Being Programs
Sustainable Initiative to support the Vision
C
5
CPS Platform-Organizational Health
Program Process Data3
Environmental Audit
Perception of Culture Survey
Health Assessment
Data1
Productivity Data2
Service Utilization2
Self-Leadership Modules3
Inputs
Proprietary Algorithms
Consolidated Data
Comprehensive and Timely Feedback
Guides the Journey
Edington Engine
1Health assessment data can be collected via the Healthy Life Assessment, or HRA data from an external source can be mapped and uploaded.2Assessments in CPS collect self-reported information. Data from external sources (i.e., short- and Long-term disability claims, medical and pharmacy claims, etc., can be mapped and uploaded as needed. 3External data feeds
• Trends and Metrics
• Reports• Scorecards for…
Outputs
Outcomes Based on a Comprehensive
Evaluation Framework
©2013 Edington Associates
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Provides Feedback and Communication
Online Platform for Stakeholders of Health
CompanywideSenior Leadership
Program Owners
Employees
Edington CORPORATE
POSITIONING SYSTEM
Cultivates True Engagement
Managers
©2013 Edington Associates
CPS
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How Does the CPS Work?
Energized Workforce
100%
Corporate Positioning System
Healthy Culture and Environment
100%
Disengagementand Stress
>50%
Provides a clear view of:• Where you are today (Gap Analysis)• Where you want to go (Vision, Objectives)• How you plan get there (Strategic Planning)• Roadblocks, Detours (Ongoing Evaluation)• Whether you are on track (Reports, Dashboards)• Are we there yet? (Success Metrics)
A Guided Journey that….
©2012 Edington Associates
CPS
Realizing the promise and Competitive Advantage of a:
“Thriving, Healthy, High-Performing and
Sustainable Workplace and Workforce”
May 2, 2014©2014 Edington Associates
Edington Associates LLC
Positive Health
©2014 Edington Associates 9
Thought Questions
Think about “healthy” individuals:
• Are all low risk individuals the same?
• What words would you use to describe the healthiest people you know?
Think about “successful” companies:
• Are all best workplaces the same?
• What words would you use to describe the best workplace possible?
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How can we make today's outliers tomorrow's norm?
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New Questions:
How do we help healthy people stay healthy?
How can we help people thrive?
New Solutions:
Support the total population – including healthy people.
Create thriving workplace cultures and environments.
Redefine health for individuals!!
Redefine organizational success!!
Evolving Practices
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Examining Positive Individual Characteristics:
Positive Psychology – Evaluation of positive emotion (the pleasant life), engagement (the engaged life), and purpose (the meaningful life).
Positive Health – Examines positive subjective, biological, and functional health.
Positive Neuroscience – Explores the neural mechanisms of human flourishing.
Increase in “Positive” Disciplines
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Examining Positive Organizational Dynamics:
Positive Organizational Health – Study of positive outcomes, processes, and attributes of organizations and their members.
Positive Leadership – Process of cultivating a positive climate, positive relationships, positive communication, and positive meaning.
Increase in “Positive” Disciplines
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We imagine a flourishing economy of
organizations whose criteria for success is about
more than just wealth creation.
We see a world where resilient, thriving
individuals are engaged in high quality
meaningful work, collaborating with creative and
inspired colleagues in organizations where they
feel supported, valued, and challenged to realize
their full potential as human beings.
Redefining Success for Organizations
©2014 Edington Associates
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What is SELF-LEADERSHIP?
Self-leadership is the process of purposefully…
engaging in change
making thoughtful decisions
having resilience
building on strengths and continuously learning and growing
in thriving relationships
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If you’re healthy, stay healthy
Don’t get worse
Take actions to make improvements
Valuing Our Health
From Dee Edington, PhD, University of Michigan, “Zero Trends” (2010)
As self-leaders, we’re able to draw
on our leadership qualities
to maximize our health and vitality
©2014 Edington Associates
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Vision for Self-Leadership in Individuals
Optimism
Personal
Control
Self-Leadership
Resilience
Confidence/ Self-efficacy
Self-Esteem
Knowledge Health Literacy Negotiation Skills
Vitality/Vigor
Consumerism Engaged
patient role
Social Support− Colleagues− Community − Family
Environment and culture
Other characteristics: Change, Integrity, Trust, Thrive, Enthusiasm, Ethical, Spiritual, Creative, Flexible,
Meaningful Work
Purpose, Values, Mission, Vision
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What Determines Our Outlook?
Genetics50%
Life Circumstances10%
Intentional Ac-tivities
40%
Research has shown that each of us is born with a particular set point for our outlook.
Despite that fact, up to 40% of your outlook can be influenced by our intentional activities.
Sonja Lyubomirsky, UC Riverside 2007
Happiness is within us, what we choose to do, what we engage in.
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Scientific research has shown
Resilience helps deal with stress
Anyone can learn to become more resilient
Resilience
What is Resilience?
Overcoming adversity
Coping in a positive way
Steering through stress
Relying on faith to see us through
Bouncing back when hard times hit
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Evidence for Resilience and Positive Emotions
People who report more positive emotions in young adulthood live longer and healthier lives.(Danner, Snowdon, & Friesen, 2001)
Resilience can help protect against mental health conditions such as depression and anxiety.(Research summarized in Karren, 2013)
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Optimism
Optimism is functional: Defends us from feeling hopeless
about the future. Reduces stress and anxiety. Enhances motivation to act and be
productive.
Optimism Bias, Tali Sharot 2011
What is optimism? Tendency to see the glass as half full. Expect good things from life. A feeling or belief that good things will
happen in the future (Merriam-Webster).
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People who are optimistic or happy: Have better performance in work, school and sports Are less depressed Have fewer physical health problems Have better relationships with other people (Seligman, 1991; Lyubomirsky, King & Diener, 2005; Gallagher, Lopez, & Pressman, 2013)
Optimism can be measured and it can be learned. (Martin Seligman. Flourish: A visionary new understanding of happiness and well-
being, 2011; Lyubomirsky, King & Diener, 2005)
Optimism can protect people from mental and physical illness, and improve subjective well-being. (Taylor et al., 2000; Gallagher, Lopez, & Pressman, 2013)
Evidence for Positive Value of Optimism
©2014 Edington Associates
Positive Mood Can be Increased by: Counting one’s blessings Committing acts of kindness Identifying and using signature strengths Remembering oneself at one’s best Working on personal goals
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Workplace Practices that Can Strengthen Outlook
(Emmons & McCullough, 2003; Seligman, Steen, Park, & Peterson, 2005; Sheldon, Kasser, Smith, & Share, 2002)
Interventions that build positive states alleviate depression (Seligman, Rashid, & Parks, 2006; Seligman, Steen, Park, & Peterson, 2005).
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Employee Training: “Self-Leadership Project”
Web platform
Self-directed
Interactive
Brief (3-10 minutes)
Research-based
To help people discover new ways to reach their highest
potential health and performance across all areas
of their lives
AIM
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Positive Outlook
Happiness
Brain Health
Emotions & Intuitions
Mental Shortcuts
and Biases
Environment
Values
Purpose
Vision
Focusing on Strengths
Positive Reframing
Creating a Plan for
Change
Fundamental Skills to Build Self-Leaders
Values
Purpose
Vision
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28© 2012 Edington Associates
Regular expression of gratitude related to better:
Physical Health Optimism Progress toward goals Well-being Capacity to help others
Positive Outlook
Happiness
Brain Health
©2012 Edington Associates 29
Focusing on Strengths
Positive Reframing
Creating a Plan for
Change
Emotions & Intuitions
Mental Shortcuts
and Biases
Environment
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Do coaches help to create self-leaders?
Connecting Self-Leadership to Coaching
What is the Relationship Between Self-Leadership and Coaching?
Self-Leadership
Coaching
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Supporting Self-Leaders
Health Coaching
SupplementalCoaching Content
Motivational interviewing
Small wins Strengths science Solutions-based Support Self-
LeadershipHealth
Assessment
Self- Leadership Resilience Change
Decision-making
Employee Self-Leadership Project
Organizational Culture of Health
Aligned and Healthy Environment
Health Assessments
Physical Health Medical Information Biometrics Demographics Emotional and
spiritual Health Social Health Workplace Health Engaged
Employee
Supportive Culture and Supportive Environment
Positive Leadership
Self-Leadership
Project
Programs designed to support self-efficacy, vitality and self-leadership
©2014 Edington Associates 34
What if anything will you do differently?
Thought Questions
Think about “healthy” individuals:
• Are all low risk individuals the same?
• What words would you use to describe the healthiest people you know?
Think about “successful” companies:
• Are all workplaces the same?
• What words would you use to describe the best workplace possible?
©2012 Edington Associates 35
Redefining Health for Individuals
ChronicSigns &
Symptoms
Feeling OK
PrematureSickness, Death & Disability
High-Level Wellness, Energy, Vitality
Edington. 1983, Modified 2008, Modified 2012
ChronicSigns &
Symptoms
Feeling OK
PrematureSickness
High-Level Wellness
Self-Leader ThrivingSustainable Energetic Well-Being
Continuum for Positive Self-Leaders: Beyond Zero Trends
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Summary
Summary
3 Strategic Vision from
Leaders
Systematic & Thriving
Shared Values
Systemic Engage all
in the Workplace
Recognize Positive Actions,
Work Team
Sustained Progress
in all areas
2 Speech from
Leader
Internal Wellness Program
Screenings & Reduce High-Risks
Coaching
Incent High-Risk Reduction
Change in Risks, ROI
1 Inform Leader
Out-source
Wellness
Screenings & Reduce High-Risks
Incent High-Risk Reduction
Change in Risks
0 Do Nothing
Do Nothing
Do Nothing
Do Nothing
Do Nothing
Pillar 1 Pillar 2 Pillar 3 Pillar 4 Pillar 5
Which Sustainability Level is for YouSustainability Rating
Do Nothing
Champion
Comprehensive
Traditional
Senior Leadership
Operations Leadership
Self-Leadership
Rewards for Positive
Actions
Quality Assurance
Five Pillars
©2012 Edington Associates
©2012 Edington Associates 38
Phone: 734.998.8326 (USA)
Email: [email protected]@edingtonassociates.com
[email protected]@edingtonassociates.com
Website: www.edingtonassociates.com
Address: Edington Associates LLC University of Michigan North Campus Research Center 1600 Huron Parkway Ann Arbor MI 48109
Thank you for your attention