Wellness and Health Management: Are They Mutually Exclusive?

Activity-Oriented

Traditional Approach

• Mostly health focus

• Some risk reduction

• Little high risk focus

• Limited HCM oriented

• All voluntary

• Site-based only

• Weak personalization

• Modest Incentives

• Few spouses served

• Weak evaluation

Effectiveness Depends on Program Model

Program Model

Main Features

Primary Focus

C/B Ratio <1.0 3.0 >6.0

• Fun activity focus

• No risk reduction

• No high risk focus

• Not HCM oriented

• All voluntary

• Site-based only

• No personalization

• Minimal Incentives

• No spouses served

• No evaluation

Morale-Oriented

Quality of Work Life

• Add productivity

• Strong risk reduction

• Strong high risk focus

• Strong HCM oriented

• Some required activity

• Site and virtual both

• Strongly personal

• Major Incentives

• Mainly spouses served

• Rigorous evaluation

Results-Oriented

Population Health

Management

Monthly Illness & Negative Work Factors

Negative Work Factors

Disease Burden 1-3 Conditions

Disease Burden 4+ Conditions

0 Negative Work Factors 1.09 days 4.25 days

1+ Negative Work Factors

1.64 days Over a week

annually

5.56 days 16 days annually

Source: Gallup-Healthways Well-Being Index – Oct. 2008 Results

What Interferes with Productivity?

Source: Human Capital, Motivation, & Productivity, Health as Human Capital Survey (2007)

47%

25%

Value-Vision Dimensions

Value-Vision Dimension

Description Example

I (Intrinsic)

General capacity to distinguish the individuality, uniqueness, and intrinsic worth of self and others.

•  Unique, individual aspect of people •  Being in the moment •  Infinite possibilities

E (Extrinsic)

General capacity to “see” and “do” with one’s values.

•  Labels & categories •  Very practical •  Limited to what is known

S (Systemic)

General ability to think abstractly regarding rules, regulations, beliefs, and authorities.

•  Concepts & ideas •  Rules & regulations •  Limited choices

Sustained Behavior Change

New Knowledge

New Skill Developed

New Behavior at Work

Instruction Only 90% 25% 5%

Add Demonstration 90% 50% 5%

Add Practice 90% 90-95% 5%

Add Feedback 90% 90-95% 5%

Add Coaching 90-100% 90-100% 95%

Cognitive Coaching Research (Stanford)

Giving <100% Effort at Work

Source: Rosalind Ward, Ph.D. (2008)

Under what conditions do you give less than 100% at work?

Giving >100% Effort at Work

Source: Rosalind Ward, Ph.D. (2008)

Under what conditions do you give more than 100% at work?