2. Wellness and Health Management:
Are They Mutually Exclusive?

3. Effectiveness Depends on Program Model
Population
Quality of Work Traditional
Program
Health
Life Approach
Model
Management
• Fun activity focus • Mostly health focus • Add productivity
• No risk reduction • Some risk reduction • Strong risk reduction
• No high risk focus • Little high risk focus • Strong high risk focus
• Not HCM oriented • Limited HCM oriented • Strong HCM oriented
Main
• All voluntary • All voluntary • Some required activity
Features
• Site-based only • Site-based only • Site and virtual both
• No personalization • Weak personalization • Strongly personal
• Minimal Incentives • Modest Incentives • Major Incentives
• No spouses served • Few spouses served • Mainly spouses served
• No evaluation • Weak evaluation • Rigorous evaluation
Primary
Morale-Oriented Activity-Oriented Results-Oriented
Focus
C/B Ratio <1.0 3.0 >6.0

4. Monthly Illness & Negative Work Factors
Disease Burden Disease Burden 4+
Negative Work
Conditions
1-3 Conditions
Factors
0 Negative Work
1.09 days 4.25 days
Factors
1.64 days
5.56 days
1+ Negative Work
Over a week
Factors 16 days annually
annually
Source: Gallup-Healthways Well-Being Index – Oct. 2008 Results

5. What Interferes with Productivity?
25%
47%
Source: Human Capital, Motivation, & Productivity, Health as Human Capital Survey (2007)

6. Value-Vision Dimensions
Value-Vision Description Example
Dimension
General capacity to • Unique, individual aspect
I
distinguish the individuality, of people
(Intrinsic) uniqueness, and intrinsic
• Being in the moment
worth of self and others.
• Infinite possibilities
General capacity to “see” and • Labels & categories
E
“do” with one’s values. • Very practical
(Extrinsic)
• Limited to what is known
General ability to think • Concepts & ideas
S
abstractly regarding rules, • Rules & regulations
(Systemic) regulations, beliefs, and
• Limited choices
authorities.

7. Sustained Behavior Change
Cognitive Coaching Research (Stanford)
New New Skill New Behavior
Knowledge Developed 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%

8. Giving <100% Effort at Work
Under what conditions do you give less than 100% at work?
Source: Rosalind Ward, Ph.D. (2008)

9. Giving >100% Effort at Work
Under what conditions do you give more than 100% at work?
Source: Rosalind Ward, Ph.D. (2008)