Do the Important

Thingsand Do Them

“Well”

William B. Baun, EPD, CWP, FAWHPPresident National Wellness Institute

Manager, Wellness Program MD Anderson Cancer Center

“Inspiring Positive Change”

Ben Franklin

“Well done is better than well said.”

“Hide not your talents. They for use were made.

What’s a sundial in the shade?”

Donald Clifton: “What would happen if we studied what

was right with people?”

Strengths

1) Write down the words that feel like you 2) Pick 5 3) Pick the 1 – 2 that feel like they drive your life daily

Good programs just don’t happen…..

They are a combination of…..

• Individual commitment • Teamwork • Persistence• Creativity & innovation• Passion for wellness• Strong program foundation

What would happen if we studied what was good about wellness programs?

December 2010

What’s the Hard Return on Employee Wellness Programs?

“The ROI data will surprise you and the softer evidence may inspire you.”

Leonard L. Berry, Ph.D. Texas A&MAnn M. Mirabito, Ph.D. BaylorWilliam B. Baun, EPD, MDACC

Successful Wellness ProgramsCharacterized by a culture of health…..

“In a culture of health, employee well-being and organizational success are inextricably linked.

It aligns leadership, benefits, policies, incentives, programs and environmental supports to reduce barriers to active engagement and sustainability of healthy lifestyles across the healthcare continuum.”

“Wellness has become a business priority.” Catherine Baase, Global Medical Director Dow

Companies speak of culture of health as a paradigm shift they believe will reap both short and long term positive return-on-investment (ROI)…..

Corporate climate and culture Corporate climate and culture have significant influence on the have significant influence on the shaping of health behaviors and shaping of health behaviors and practices of employees!practices of employees!

Foundations of a

Successful ProgramPartnerships

AlignmentAlignment Accessibility

Scope, Relevance, QualityCommunications

Multilevel Multilevel LeadershipLeadership

Multilevel LeadershipCulture of health takes passionate, persistent, & persuasive leadership…..

• C-suite – “walks the talk”, policies & mandates, shows an interest in employees wellness behaviors – “how’s your wellness”

• Middle Managers – shaping mini-wellness cultures

• Wellness Coordinators – expert who develops, coordinates a comprehensive program connected to company culture and strategies

• Wellness Champions – volunteer wellness ambassadors serving as on-the-ground encouragement, education & mentoring

Developing Leadership Roles…

• Sharing the wellness program vision- connection to organizational goals- alignment with vision, mission

• Serving as a role model- share enthusiasm for being healthy- sharing story- participating in program activities

• Resource commitment- budget - supportive policies / processes

• Help remove political / barriers

• Reward Success- recognize group / individual progress- track impact / outcomes- celebrate success- honor those involved in program delivery

Promising practices?

Alignment Wellness - natural extension of a firm’s identity & aspirations…..

• Planning and Patience – look for way to permeate the culture with wellness, emphasize early communications & clear explanations, develop a long-term comprehensive strategy

• Carrots not Sticks – positive incentives promote trust & provide employees choices

• Complement to Business Practices – wellness programming must make business sense // sustaining a healthy, talented, satisfied labor pool is a matter of corporate responsibility & business necessity

Promising practices?

Scope, Relevance, and Quality Employee wellness needs vary tremendously…..

• More than Cholesterol – think beyond diet & exercise, stress & depression major sources of lost productivity

• Individualization – online health risk assessment combined with biometric data

• Signature Program – high profile, high quality initiative fosters employee pride & involvement

• Fun – never forget the pleasure principles in wellness initiatives

• High Standards – health related services are personal, employees won’t use substandard services, “no one will come for free and lousy”

Promising practices?

Program Model that Fits the Culture• Policies that support work life balance

• Brand our program as a key “employer of choice” benefit

• “Whole person” focus – emotional health, a climate of safety

• Ensure 24/7 access

• Obtain senior and middle management sponsorship

• Create value with departmental programming

• Target hard-to-reach and high risk groups

• Cultural and environmental focus

Individuals

CustomizedDiv/ Dept

Interventions

Tar get ed G

ro ups

Awareness

Envi

ronm

enta

l Sup

portBeh

avior C

hange

Opportunity 40%Self confidenceActionSkill 25%SupportBehavioral efficacySelf efficacyMotivation readiness 30%KnowledgeAwareness 5%

Behavior Change &Culture of Health

Modified from O’Donnell WELCOA (2010)

Core Factors Impacting

Individual Behavior Change

and

Creating Cultures of

Health

Promising practices?

Accessibility Convenience matters…..

• True On-Site Integration – carefully consider your wellness model & how best to integrate it across your company culture

• Going Mobile – high tech tools (virtual wellness programs & online resources) not only deliver the wellness message & provide individuals tracking tools & individual reports, but also compliment the high touch programs that unite individuals in a culture of health

Promising practices?

Stretching the Traditional Wellness Elements…..

Lactation Rooms

Tai Chi & Qigong

Massage

Salsa Classes

Yoga

Laughter Yoga

Pilates

Meditation

Beyond Salad

Indoor Bike Barn

Community Garden

Promising practices?

Partnerships• Internal Partnerships – help wellness gain credibility

• External Partnerships – enable staff to benefit from vendor competencies & infrastructure without the extra investment

• Leveraging Resources – internal & external partnerships help grow & maintain comprehensive programs

Promising practices?

Communications Must overcome individual apathy and personal health sensitivity factors…..• Tailor Messages - to fit the intended audience, hone effective practices overtime

• Media Diversity – use a variety of different communication tools to reach the audience

• Embedded Wellness Clues – wellness needs to become a “viral thing” spreading throughout the workplace

Developing Social Networks

Mass Marketing

Promising practices?

Important things to do “well”!

Program SuccessAlignment

Multilevel Leadership

Communications

Partnerships

Accessibility

Scope, Relevance, Quality

“Texas: It’s like a whole other country.” State Tourism Slogan

• 2nd largest economy in nation & 15th in world based on gross domestic product• Home of 6 of top 50 Fortune 500, and 51 overall behind New York and California• Largest exporter in USA grossing $100b+• One of 7 states with out an income tax• Local tax burden among 7th lowest in the nation• Property taxes are among the highest in the nation• Most farms both in number and acreage in the nation• Home of 2 of Army’s largest facilities (Fort Hood and Bliss) and largest medical center in the world (TMC)• Texans consume most energy in nation• Austin nicknamed “Silicon Hills” & leading filmmaking locations in the nation

Wikipedia: Economy of Texas

Commit to inspire positive change by making important things happen…..

• Individual commitment • Teamwork • Persistence• Creativity & innovation• Passion for wellness• Strong program foundation

What’s one action you will immediately implement?