human performance - tinypulse · for human performance to improve, habits and behaviors have to ....

© 2016 ADURO, Inc. All rights reserved 1

Going Beyond Wellness

Human Performance


Table Contents

Introduction to Human Performance

Four Core Elements

Achieving Transformational Habit Change

Amanda’s Journey

Fostering Culture


Wellness is dead.OK, maybe “wellness” isn’t dead. (That would be kind

of weird, actually.) But it’s not enough anymore, either.

It’s an outdated way of thinking that treats people

as liabilities. It creates an adversarial, rather than

cooperative, atmosphere. And it places too much focus

on physical health and people who are unhealthy.

The effects of that short-sighted perspective can

extend far beyond the individual level — all the way

to the performance of an entire organization.

Human Performance: Going Beyond Wellness 4

ADURO’s Human Performance approach

takes a more holistic view. It addresses the

essential, interconnected elements of life,

including emotional, physical, financial and social

components. It also recognizes that any of those

dimensions has the potential to influence others;

for example, financial concerns cause stress,

which negatively impacts physical health.

Improving these core elements is crucial

for individuals — because just as a weak

physical core can increase the risk of injury,

neglecting any one of life’s interconnected

aspects can lead to problems in other areas.

Each organization has a core, too: the people

who work there. And those that commit to

improved Human Performance are more likely

to achieve lower costs related to healthcare,

turnover and absenteeism. Even more important,

they’ll see increased engagement, higher

productivity and sustained organizational growth.


HELLO

Four core elements.Infinite implications for individuals.

The ADURO Human Performance model

consists of four key elements:

• Health & Fitness

• Money & Prosperity

• Growth & Development

• Contribution & Sustainability

Any of them, depending on the individual, can impact

the others, and all contribute to overall well-being.

There’s a growing notion, too, that the interconnected

areas of our lives are “additive,” which means the more

areas in which someone thrives, the better off they are.


HELLO

Health Fitness

Health is about more than managing disease. The Human

Performance approach focuses on creating health and well-

being, promoting healthy lifestyle choices in areas including

nutrition, activity, sleep and stress management.

Health and fitness affect quality of life in other areas, too,

such as an individual’s ability to experience meaningful

relationships, a fulfilling job, financial stability and more.

For example, according to the MetLife Study of Employee Benefits

Trends, nearly 60% of people in fair or poor health say they live

paycheck to paycheck. For healthier people, that figure drops to 34%.

But Human Performance doesn’t only address the unhealthy

— anyone can improve their health and fitness, even

incrementally, and enhance their quality of life.


HELLO

Money Prosperity

Money doesn’t equal happiness. That’s why Human

Performance also incorporates “prosperity” — a state of

overall success and stability not limited to income.

For example, having more control over financial matters can make

a bigger difference for individuals than having more money.

Many don’t have that control, however. Nearly half of

respondents to a U.S. Federal Reserve Board of Governors

survey said they either could not cover an emergency expense

costing $400, or would have to sell something or borrow to

cover it. More than 30% have no retirement savings.

The effects of this lack of prosperity can permeate nearly

every other aspect of life — including physical and mental

health, social contribution and professional development.


HELLO

Growth DevelopmentPeople enjoy greater well-being when they feel a

sense of control, investment and opportunity regarding

their career path and growth potential.

Goal-setting and resilience are vital in this regard. Goals help create

motivation for improvement, and resilience allows a person to propel

themselves to greater heights professionally and personally.

And with workplace stress costing an estimated 550 million

workdays and $500 billion each year, building individual

resilience can have a significant impact on an organization.

As the Society for Human Resource Management noted: “People

who don’t feel positive about themselves or their lives don’t do

extraordinary things. People who feel good about their lives

do great things, for themselves and their employers.”


HELLO

Contribution SustainabilityPeople today place more importance on their values, including community

involvement and environmental impact, than perhaps ever before.

Studies show a circular relationship between volunteer work and well-being:

People with a high level of well-being volunteer more, which in turn promotes

greater well-being. And research indicates that the positive impacts of

social contribution extend to other elements of Human Performance.

Sustainability has gained traction in recent years as well — and it comes with

bottom-line benefits. More than 95% of consumers say they have a more

positive image of companies that engage in social-responsibility initiatives.

The impact on employees is significant, too, increasing morale and

reducing absenteeism, according to the MIT Sloan Management Review.


For Human Performance to improve, habits and behaviors have to .Improving Human Performance comes down to creating positive habits and

behaviors that promote health and well-being. But for individuals, wanting to

change, or even knowing that they need to change, isn’t enough. For effective

and lasting change, they must first determine the “why” behind that desire.

The Transformative Habit Change Model is designed to help them

through that process — so they can ignite their motivation to make

meaningful progress toward a lifestyle that supports their goals.

The process of habit change is not linear: Individuals often will move between

the discover and engage steps several times before achieving ignition, for example.

This allows participants the freedom to create their own journey, moving ahead

only when momentum is strong and the likelihood of success is highest.


Amanda, a 44-year-old professional, was at home one morning, getting ready to head to her doctor’s office for her yearly health screening. “Mom, try something else on,” her daughter suddenly said. “You can’t wear that. You’re too big.”

Amanda’s journeyto better habits, healthier choices and a more fulfilling life.

Angry, embarrassed and sad, Amanda put on another outfit. And when she arrived for her health screening, she discovered that her blood pressure was through the roof. Something had to change — she’d been down this road too many times before.

“I had tried every yo-yo diet there was,” she said. “I even did a 10-day green-smoothie cleanse, which didn’t work, of course. So when I saw the Revive program, I decided to sign up for it.”

Amanda didn’t know it yet, but she had started her journey to transformative habit change — first by discovering the true impact her lifestyle was having on her health, and then engaging with Revive, a program in ADURO’s Human Performance suite.

During Revive, “I started seeing a new determination in me,” she said. “Sometimes I even answered my own questions. My Coach made the program ‘real’ for me.”

She was fully motivated to change — and more important, she had a new understanding of the “why” behind that motivation. Now, she had the tools and resources to back it up, making it easier for her to continue on her path. This was nothing like fad diets and other weight-loss schemes she’d tried before. “I managed to actually stick to something and

like it,” she said, surprised.

After finishing the 16 weeks of Revive, Amanda had lost a significant amount of weight — “physically and mentally,” she said, referring to how those extra pounds also weighed on her mind. “I wake up now feeling lighter,

I have more energy than I’ve ever had, and my blood pressure hasn’t been this low in years.”

Things are calmer at home, too. “Believe it or not, my daughter and I go shopping for clothes together now. When you feel good and you have more confidence, you look great no matter what you’re wearing.”


For an organization to maximize Human Performance among

its individuals, it first must create a culture that supports

well-being. This requires a strong commitment to the following

key components, all of which contribute to an environment

fostering employee engagement, positivity and purpose.

Mission: Providing a solid understanding of a company’s

purpose “helps employees answer ‘Yes’ to the

question, ‘Do I belong here?’” according to Gallup.

Cultural values: A survey by Right Management of more

than 28,000 employees worldwide showed that “shared

values” is the top driver of employee engagement.

Internal brand: Organizations must develop an

effective internal brand to maintain employee

engagement, develop individuals, attract talent and

retain that talent. But in a recent Ceridian survey of

HR professionals, more than half said their companies

had made no effort to build an internal brand.

Rewards and recognition: Nearly 40% of respondents

in a recent survey about root causes of great employee

performance indicated that more personal recognition

would motivate them to produce better work.

Your employees can be like Amanda. But it all starts with your culture.


Why is Human Performance important? It can make your organization .

Individuals can become stronger and more productive when they

improve any element of Human Performance — Health & Fitness, Money

& Prosperity, Growth & Development, and Contribution & Sustainability.

And serving in their capacities as employees, managers and leaders,

those people will create measurably improved organizations as well.

Research shows that the benefits go beyond theoretical returns:

One two-year study of a single program showed a major

decrease in absenteeism for participants — and a cost savings

of $15.60 for every dollar spent on the program.

Medical-claim costs among participants in another program

decreased year-over-year by more than $1,400 on average.

One company estimated that moving 10% of its employees from

high-risk status to low-risk status resulted in an ROI of 6 to 1.

Human Performance is an approach

that engages and strengthens

individuals. One that builds your

reputation and creates internal and

external differentiators. And one that

positively impacts your profitability.

If your organization is ready to maximize

Human Performance, we’re ready to help.

Find us at adurolife.com.

To learn more about our approach, and

the research referenced in this ebook,

download our full position paper here.

•

•

•

http://adurolife.com

http://mywellnessnumbers.com/aduro/HumanPerformance/ADURO_HumanPerformancePaper.pdf

human performance - tinypulse · for human performance to improve, habits and behaviors have to ....

Documents