competitive advantage through wellness

Realizing the promise and Competitive Advantage of a: “Thriving, Healthy, High-Performing and Sustainable Workplace and Workforce”

May 14, 2015©2015 Edington Associates

Edington Associates LLC

Shared Values-Shared Results: Health as A Win-Win Organizational Philosophy

©2015 Edington Associates 2

Questions to Address the Future State of Wellness

What is the Future State of Wellness and Well-Being

(Build on our Strengths)

1. Maintain the course of Prevention, Wellness and Well-Being (Controlling risks and evolving to Quality of Life)

2. Evolution to The Clinical Man (Quantifiable Man/Woman)

(Using wearable technology to report clinical and other measures)

3. Develop a Healthy Organizational Environment, Culture and Climate

(Create a Culture and Environment where Health Thrives and Flourishes)

4. Evolve to a Shared Values-Shared Results: Health as a Win-Win Organizational Strategy/Philosophy

(Taking Wellness and Organizational Health to a Higher Level)


First Story

1978 to 2008

From Unknown Risks to

Low-Risk to Low Cost (Zero Trends)


Low Risk (0-2 Risks)

HRA Non-Par-ticipant

Medium Risk (3-4 Risks)

High Risk (5+ Risks)

$0

$1,000

$2,000

$3,000

$4,000

$5,000

$6,000

$840 $1,261

$3,321

Excess CostsBase Cost

Excess Medical Costs due to Excess Risks

Edington, AJHP. 15(5):341-349, 2001

5

Natural Flow of Risk in a Population

1640 (35.0%)

4,163 (39.0%)

678(14.4%)

High Risk(>4 risks)

Low Risk(0 - 2 risks)

Medium Risk(3 - 4 risks)

2,373 (50.6%)

21,750 (77.8%)

4,546(42.6%)

10,670 (24.6%)

4,691 (10.8%)

27,951 (64.5%)

11,495 (26.5%)

5,226 (12.1%)

26,591 (61.4%)

892(3.2%)

1,961 (18.4%)

5,309 (19.0%)

Modified from Edington, AJHP. 15(5):341-349, 2001

Average of three years between measures


Natural Flow of a Population by: Risks-Costs-Age

19-34 35-44 45-54 55-64 65-74 75+$0

$3,000

$6,000

$9,000

$12,000

$1,776 $2,193 $2,740

$3,734 $4,613

$5,756

$1,414$2,944

$3,800

$5,212

$6,636

$8,110

$2,565

$3,353

$4,620

$6,625

$7,989

$8,927

$5,114 $5,710

$7,991

$10,785

$11,909 $11,965

Low

Annual Medical Costs

Med Risk

Age Range

High

Non-Participant

Edington. AJHP. 15(5):341-349, 2001

1. Risk status is related to costs (pain and Suffering)

2. Excess costs are related to excess risks

3. Risks travel in clusters

4. Change in costs follow change in risks

Controlling risks leads to Zero Trends IF people and organizations control and maintain their

risks7

Learnings from the First 30 Years

8

Don’t Get Worse

Help the Low-Risk stay Low-

Risk

Help the High-Risk move to

Low-Risk

Recommendations for the Population after 30 years of work 1977-2008

(Zero Trends)

9

Vision from Zero TrendsZero Trends provides a

transformational approach

Populations throughout the world live and work

within a thriving, healthy, high performing

and sustainable workplace and workforce

Based upon over 900 Publications and

Presentations


The Promise of Zero Trends

Zero Trends: Health as a Serious Economic Strategy (2009) required 30 years of complexity* to arrive at simplicity

First Part of Zero TrendsDo not get worseHelp the low-risk stay low-riskHelp the high-risk move to low-risk

Second Part of Zero TrendsUse the five pillars to move to a Culture of HealthEngage Strategic, Systematic, Systemic and sustainable

strategiesMeasure What Matters to the Organization and the People

*800 articles and presentations, over $60M total revenue. From 2 to 34 staff per year

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Business Strategy for Health

©2014 Edington Associates


Thought Questions: A Game Changer for me

Think about “healthy” individuals:

• Are all low-risk individuals the same?

• What words would you use to describe the most outstanding low-risk people you know?

Think about “successful” companies:

• Are all workplaces the same?

• What words would you use to describe the best of the workplaces you know?


Challenge for 2015

How can we make today's positive outliers

tomorrow's norm?

What if anything will we do differently?


The Promise of Shared Values-Shared Results

Shared Values-Shared Results:Health as a Win-Win Organizational Strategy (2015)

Shared Values

Value of Health

Employees Organization

Shared Results

A Win-Win Strategy


The PromiseEmployees and the Organization Share the Value of Health and Win-Win Philosophy


Second Story (Part A)

2009 to 2015

From Low Risk-Low Cost (Zero Trends) to

Positive Individual Health

16

Living and Thriving Assessment

IndividualSupportiveCommunity

Supportive Family and

Friends

Supportive Workplace

ThrivingEmployee

©2012 Edington AssociatesLiving and Thriving Assessment

What is SELF-LEADERSHIP?

Self-leadership is the process of purposefully…

engaging in changemaking thoughtful decisions

having resiliencewhich builds on strengths and is continuously learning and growing

in thriving relationships17© 2012 Edington Associates

Vision for Self-Leadership in Individuals

Personal Control

Optimism

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

18© 2012 Edington Associates

Other characteristics: Mindfulness, Integrity, Trust, Thrive, Enthusiasm, Ethical, Spiritual, Creative, Flexible, Gratitude,

Low-Risks and Behaviors

Purpose, Values, Mission, Vision

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 Life Skills


Future Business Case for Health

Strategies to Cope with

Health as an Economic Strategy

AND

Health as a Positive Organizational Philosophy/Strategy

Need New Strategies to Build a Flourishing, High-

Performing and Sustainable Workplace and Workforce; and

Family, Community, State, …


Second Story (Part B)

2015 to 2025 (estimated)

From Positive Individual and Organizational Health to

A Win-Win Organizational Philosophy


Three Major Themes


New Knowledge Driving Future Trends in Health

• The science behind thriving and positive outlook

• New insights in mind-body connection

• Forming good habits while replacing old habits

• The impact of context: Environment, Climate, Culture

and Social Support

• Cultivating intrinsic motivation

• Decision making, change, resilience

• New methods, measures and metrics (ROI-VOI-VOC)

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 thriving and flourishing.

Positive Organizational Scholarship – Study of positive outcomes, processes, and attributes of organizations and their stakeholders.

Positive Leadership – Process of cultivating positive climate, positive relationships, positive communication, and positive meaning in work and overall life


Increase in “Positive” Disciplines


Integrated Dimensions of Health (Thriving Individual)

New Questions: How do we help healthy people stay healthy? How can we help people thrive and flourish?

New Solutions: Support the total population – including healthy people. Create thriving workplace cultures and environments.

Redefine health for individuals!!

Redefine organizational success!!

26

Evolving Wellness/Well-Being Practices

©2014 Edington Associates

©2015 Edington Associates27

Strategies in Medical Model or Positive Health Model

Medical Model

• Focus on Weaknesses

• Retreating from Sickness

• Reduce stress

• Reduce body weight

• Focus on cost-avoidance

• Focus on deficiencies

• Other

Positive Organizational Health Model

• Focus on Strengths

• Running towards Positive Health

• Maintaining appropriate stress

• Appropriate body weight

• Focus on top line revenue

• Build competencies

• Other

©2014 Edington Associates28

Cultivating Conditions for Creating an Environment for Positive Personal Motivation

1. I am enthusiastic about supporting employee health and well-being and actively promote it at the workplace. 2. I feel confident that I can explain our organization’s vision for employee health and well-being 3. I recognize how supporting employee health supports the vision and purpose of our organization

4. I understand the importance of my role in supporting the health and well-being of employees in the organization 5. I celebrate employees’ lifestyle change or maintenance efforts 6. I actively participate in the health promotion activities in our organization. 7. I recognize employees’ attempts to adopt healthier lifestyles. 8. Working for this organization is having a positive impact on my health


Our Fundamental Belief

We believe that everything that happens in an organization

• impacts the wellness and well-being of the organization;

• impacts the wellness and well-being of the individual stakeholders; and,

• impacts the wellness and well-being of families and the

community.


How both Employees and Employers Win with Shared Values – Shared Results


Maintain health High energy levels Ability to do meaningful work Opportunity to grow and thrive Autonomy and creativity Adequate compensation Respect and recognition Safe and reasonable work design Positive relationships More

Quality products and services Superior customer experience Appropriate employee turnover Appropriate absenteeism Appropriate productivity Innovation Profitability Great place to work Loyalty and enthusiasm More

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Redefining Success for Individuals and Organizations

© 2014 Edington Associates

We imagine flourishing organizations whose criteria for success is about more than just power and wealth creation. Positive Organizational Health

We see a world where healthy, thriving and high-performing individuals are engaged in high quality meaningful work, collaborating with creative and inspired colleagues in healthy, thriving and high-performing organizations where they feel supported, valued, and challenged. Positive Individual Health

Win-Win Philosophy: Shared Values-Shared Results


Going Forward

What’s The Point?


Phone: 734.998.8326 (USA)

Email: [email protected]@edingtonassociates.com

[email protected] [email protected] [email protected]

Website: www.edingtonassociates.com

Address: Edington Associates LLC 1300 Bardstown Trail Ann Arbor MI 48105

Thank you for your attention

competitive advantage through wellness

Healthcare