State Agency Wellness Conference October 14, 2014
CAN DASHBOARD 2014
Why Invest in Wellness ? ! It’s the right thing to do ! It’s good business ! $3 to $6 return for every dollar invested ! The alternative is disastrous! ! It’s the smart personal choice
Quality of Life Variables by Fitness States (10,331 Men and Women) Low Moderate High (n = 1077) (n = 3555) (n = 5679) % % % Unexplained Fatigue 25.8 16.3 11.2 Problematic Snoring 49.9 34.8 21.9 Frequent Heartburn 30.9 22.1 12.1 Sexual Problems 11.0 7.4 5.0 Decreased Sex Drive 29.8 22.2 19.6 9.7 7.2 4.6 Impotence (men only) (n = 932) (n = 3126) (n = 4910) Chronic Joint or Muscle Pain 34.0 29.3 23.5 ACLS, The Cooper Institute, January 2006
Quality of Life Variables by Fitness States (10,331 Men and Women) Low Moderate High (n = 1077) (n = 3555) (n = 5679) % % % Low Back Pain 44.8 41.5 35.4 Frequent Headaches 16.7 15.0 12.0 Difficulty Sleeping 28.7 24.9 21.9 Depression 20.9 15.9 12.9 Anxiety 20.2 16.4 13.6 Awakening at Night to 46.0 44.3 42.5 Urinate ACLS, The Cooper Institute, January 2006
What � s in it for You? Squaring off the Curve Low Risk Lifestyle Functional Capacity High Risk Lifestyle Deficient Survival → Age
Doubling the Penny The Power of Individual Choice
Making A Difference Worth Making First take care of yourself and then help others
Some Rules of the Road ! Wellness requires a comprehensive, consistent strategy; it is never just “one and done” ! When considering a wellness strategy, a very important component is your engagement strategy How will you get your employees to participate? ! Are you engaging the individuals who are already “healthy”, and leaving ! out those individuals with the highest need These are key questions to address initially, and continue to address ! periodically within your wellness program. ! Wellness program success may depend on how well it integrates with your current work culture. In a wellness package, your work culture is the “wrapper” – the component that holds it all together; makes it work.
Some Rules of the Road ! Within your workplace, it is especially important to have cross- department support for your wellness initiatives. This helps all employees to see the value in having a wellness program. ! Data analysis is particularly important for understanding where your biggest areas of opportunity are, and for adapting your wellness program to best suit the needs of your employees and your company. Constant analysis allows the potential for constant improvement. ! There ARE wellness programs out there that "don’t work”. Typically the root cause of unsuccessful programs is inserting a wellness ! program without customizing it to the unique work environment. Failure to customize a program to meet the needs of your cost-driving ! employees is another reason for wellness program inadequacy.
Model Wellness Program Priority objectives include: • Improve Usage of Preventive Health Screenings and Services • Improve Tobacco Cessation and Prevention • Improve Healthy Eating Choices • Increase Routine Physical Activity • Improve Stress Management • Increase Support for Nursing Mothers/Lactation Support
Steps to Success Step 1: Designate a senior agency executive to lead your agency’s wellness initiative Step 2: Establish a Wellness Committee/Team Step 3: Conduct an agency-wide survey Step 4: Develop or update your wellness policy Step 5: Develop your wellness plan and implement the program Step 6: Evaluate Success
Symptoms – what � s going on? Creating & Managing Complex Change (Note how missing elements bring different results) Vision + Incentives + Resources + Action Plan = Skills + Lasting Results Confusion Skills Incentives Resources Action Plan = Anxiety Vision Incentives Resources Action Plan = Vision Skills Resources Action Plan = Gradual Change Vision Skills Incentives Action Plan = Frustration Vision Skills Incentives Resources = False Starts
What is in it for US? “You can pay me now or you can pay me later” “If you don’t have your health, you don’t have anything”
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