Description This session will build especially on the Self-Leadership Pillar and how health and wellness can be expanded beyond low-risks and unhealthy behaviors. The overall objective of the session is to meld the information from session one into a fully functional organization, taking advantage of Shared Values Shared Results. Learning Objectives: 1. The participants will see how current metrics of outliers today can be developed into the norm of tomorrow. 2. The participants will see how the concepts around Positive Health have developed and continue to develop 3. The participant will be able to list an advanced set of outcomes focus on measuring what matters.

1. Realizing the promise and Competitive Advantage of a:
“Thriving, Healthy, High-Performing and
Sustainable Workplace and Workforce”
May 2, 2014
©2014 Edington Associates
Edington Associates LLC
Positive Health

2. Realizing the promise and Competitive Advantage of a:
“Thriving, Healthy, High-Performing and
Sustainable Workplace and Workforce”
April 25, 2014
©2014 Edington Associates
Edington Associates LLC
Shared Values-Shared Results™

3. Sustainable
• Integrate all data
• Evaluate program outcomes
• Use a conceptual outcomes framework
• Provide feedback on how progress was
obtained and steps to get to vision
• Feedback on leadership, culture, self-
leadership, positive actions, economic
outcomes
“Supports decisions with evidence”
Principles of Quality Assurance
3©2010: Health Transformation Group, LLC
Not for Distribution
Step #5

4. ©201s Edington Associates 4
Pillar 5:
Quality Assurance
Continuous Improvement
Continuous feedback of
information about program
processes and outcomes
Communication
and
Enrolment
Engagement
and
Culture
Prevention
and
Wellness
Case
Management
Disease
Management
Levers of Program Success: Pillar 5-Sustainable
Pillar 3:
Self-
Leadership
Pillar 4:
Recognize
Actions
Pillar 1:
Senior
Leadership
Pillar 2:
Operations
Leadership
Workforce
•Engaged
•Thriving
Best Place to Work
Workplace
•Shared Values
•Positive Return
Clear Vision, Metrics,
Culture and Environment
Vision,
Commitment,
Leadership
Supportive
Culture and
Environment
Workforce
•Engaged
•Thriving
Prevention
and
Wellness
Risk
Management
Disease
Management
Initiatives Along the Health
Continuum
Program Impact
Best Place to Work
Workplace
•Shared Values
•Positive Return
Enterprise Commitment
and Support
Impactful Thriving, Healthy and
Well-Being Programs
Sustainable Initiative
to support the Vision
C

5. 5
CPS Platform-Organizational Health
Program
Process Data3
Environmental
Audit
Perception of
Culture Survey
Health
Assessment
Data1
Productivity
Data2
Service
Utilization2
Self-
Leadership
Modules3
Inputs
Proprietary
Algorithms
Consolidated
Data
Comprehensive and
Timely Feedback
Guides the Journey
Edington
Engine
1Health assessment data can be collected via the Healthy Life Assessment, or HRA data from an external source can be mapped and uploaded.
2Assessments in CPS collect self-reported information. Data from external sources (i.e., short- and Long-term disability claims, medical and
pharmacy claims, etc., can be mapped and uploaded as needed. 3External data feeds
• Trends and
Metrics
• Reports
• Scorecards for…
Outputs
Outcomes Based on a
Comprehensive
Evaluation Framework
©2013 Edington Associates

6. 6
Provides Feedback and Communication
Online Platform for
Stakeholders of Health
Companywide
Senior Leadership
Program Owners
Employees
Edington
CORPORATE
POSITIONING
SYSTEM
Cultivates True
Engagement
Managers
©2013 Edington Associates
CPS

7. 7
How Does the CPS Work?
Energized Workforce
100%
Corporate Positioning System
Healthy Culture
and Environment
100%
Disengagement
and Stress
>50%
Provides a clear view of:
• Where you are today (Gap Analysis)
• Where you want to go (Vision, Objectives)
• How you plan get there (Strategic Planning)
• Roadblocks, Detours (Ongoing Evaluation)
• Whether you are on track (Reports, Dashboards)
• Are we there yet? (Success Metrics)
A Guided Journey that….
©2012 Edington Associates
CPS

8. Realizing the promise and Competitive Advantage of a:
“Thriving, Healthy, High-Performing and
Sustainable Workplace and Workforce”
May 2, 2014
©2014 Edington Associates
Edington Associates LLC
Positive Health

9. ©2014 Edington Associates 9
Thought Questions
Think about “healthy” individuals:
• Are all low risk individuals the same?
• What words would you use to describe the
healthiest people you know?
Think about “successful” companies:
• Are all best workplaces the same?
• What words would you use to describe the best
workplace possible?

10. 10
How can we make today's outliers
tomorrow's norm?

11. New Questions:
 How do we help healthy people stay healthy?
 How can we help people thrive?
New Solutions:
 Support the total population – including healthy
people.
 Create thriving workplace cultures and environments.
Redefine health for individuals!!
Redefine organizational success!!
11
Evolving Practices
©2014 Edington Associates

12. Examining Positive Individual Characteristics:
 Positive Psychology – Evaluation of positive emotion
(the pleasant life), engagement (the engaged life), and
purpose (the meaningful life).
 Positive Health – Examines positive subjective,
biological, and functional health.
 Positive Neuroscience – Explores the neural
mechanisms of human flourishing.
©2013 Edington Associates 12
Increase in “Positive” Disciplines

13. Examining Positive Organizational Dynamics:
 Positive Organizational Health – Study of positive
outcomes, processes, and attributes of organizations
and their members.
 Positive Leadership – Process of cultivating a positive
climate, positive relationships, positive communication,
and positive meaning.
©2012 Edington Associates 13
Increase in “Positive” Disciplines

14. 14
We imagine a flourishing economy of organizations
whose criteria for success is about more than just
wealth creation.
We see a world where resilient, thriving individuals are
engaged in high quality meaningful work, collaborating
with creative and inspired colleagues in organizations
where they feel supported, valued, and challenged to
realize their full potential as human beings.
Redefining Success for Organizations
©2014 Edington Associates

15. What is SELF-LEADERSHIP?
Self-leadership is the process of
purposefully…
engaging in change
making thoughtful decisions
having resilience
building on strengths and continuously
learning and growing
in thriving relationships
15© 2012 Edington Associates

16.  If you’re healthy, stay healthy
 Don’t get worse
 Take actions to make improvements
Valuing Our Health
From Dee Edington, PhD, University of Michigan, “Zero Trends” (2010)
As self-leaders, we’re able to draw
on our leadership qualities
to maximize our health and vitality
16©2014 Edington Associates

17. Vision for Self-Leadership in Individuals
Optimism
Personal
Control
Self-Leadership
Resilience
Confidence/
Self-efficacy
Self-
Esteem
 Knowledge
 Health Literacy
 Negotiation Skills
Vitality/Vigor
 Consumerism
 Engaged
patient role
 Social Support
− Colleagues
− Community
− Family
 Environment
and culture
17
Other characteristics: Change, Integrity, Trust, Thrive, Enthusiasm, Ethical,
Spiritual, Creative, Flexible,
Meaningful Work
Purpose, Values, Mission, Vision

18. 18
What Determines Our Outlook?
Genetics
50%
Life
Circumstances
10%
Intentional
Activities
40%
Research has shown that each of
us is born with a particular set
point for our outlook.
Despite that fact, up to 40% of
your outlook can be influenced by
our intentional activities.
Sonja Lyubomirsky, UC Riverside 2007
Happiness is within us,
what we choose to do,
what we engage in.
©2014 Edington Associates

19. Scientific research has shown
 Resilience helps deal with stress
 Anyone can learn to become more
resilient
19
Resilience
What is Resilience?
 Overcoming adversity
 Coping in a positive way
 Steering through stress
 Relying on faith to see us through
 Bouncing back when hard times hit
©2014 Edington Associates

20. 20
Evidence for Resilience and Positive Emotions
People who report more positive
emotions in young adulthood live
longer and healthier lives.
(Danner, Snowdon, & Friesen, 2001)
Resilience can help protect against
mental health conditions such as
depression and anxiety.
(Research summarized in Karren, 2013)
©2014 Edington Associates

21. ©2012 Edington Associates 21
Optimism
Optimism is functional:
 Defends us from feeling hopeless
about the future.
 Reduces stress and anxiety.
 Enhances motivation to act and be
productive.
Optimism Bias, Tali Sharot 2011
What is optimism?
 Tendency to see the glass as half full.
 Expect good things from life.
 A feeling or belief that good things will
happen in the future (Merriam-
Webster).

22. 22
People who are optimistic or happy:
 Have better performance in work, school and sports
 Are less depressed
 Have fewer physical health problems
 Have better relationships with other people
(Seligman, 1991; Lyubomirsky, King & Diener, 2005; Gallagher, Lopez, &
Pressman, 2013)
Optimism can be measured and it can be learned.
(Martin Seligman. Flourish: A visionary new understanding of happiness and well-
being, 2011; Lyubomirsky, King & Diener, 2005)
Optimism can protect people from mental and
physical illness, and improve subjective well-being.
(Taylor et al., 2000; Gallagher, Lopez, & Pressman, 2013)
Evidence for Positive Value of Optimism
©2014 Edington Associates

23. Positive Mood Can be Increased by:
 Counting one’s blessings
 Committing acts of kindness
 Identifying and using signature strengths
 Remembering oneself at one’s best
 Working on personal goals
23
Workplace Practices that Can Strengthen Outlook
(Emmons & McCullough, 2003; Seligman, Steen, Park, & Peterson, 2005; Sheldon, Kasser,
Smith, & Share, 2002)
Interventions that build positive states alleviate depression
(Seligman, Rashid, & Parks, 2006; Seligman, Steen, Park,
& Peterson, 2005).

24. Employee Training: “Self-Leadership Project”
 Web platform
 Self-directed
 Interactive
 Brief (3-10 minutes)
 Research-based
To help people discover new
ways to reach their highest
potential health and
performance across all areas
of their lives
AIM
24© 2012 Edington Associates

25. 25
Positive Outlook

Happiness

Brain Health
Emotions &
Intuitions

Mental Shortcuts
and Biases

Environment
Values

Purpose

Vision
Focusing on
Strengths

Positive Reframing

Creating a Plan for
Change
Fundamental Skills to Build Self-Leaders
© 2013 Edington Associates

26. Values

Purpose

Vision

27. ©2012 Edington Associates 27

28. 28
© 2012 Edington Associates
Regular expression of
gratitude related to better:
 Physical Health
 Optimism
 Progress toward goals
 Well-being
 Capacity to help others
Positive Outlook

Happiness

Brain Health

29. ©2012 Edington Associates 29
Focusing on
Strengths

Positive Reframing

Creating a Plan for
Change

30. Emotions &
Intuitions

Mental Shortcuts
and Biases

Environment

31. ©2012 Edington Associates 31

32. Do coaches help to create self-leaders?
Connecting Self-Leadership to Coaching
What is the Relationship Between Self-Leadership and Coaching?
Self-Leadership
Coaching
32

33. Supporting Self-Leaders
Health
Coaching
Supplemental
Coaching Content
 Motivational
interviewing
 Small wins
 Strengths science
 Solutions-based
 Support Self-
Leadership
Health
Assessment
Self-
Leadership Resilience Change
Decision-
making
Employee Self-Leadership Project
Organizational Culture of Health
Aligned and Healthy Environment
Health Assessments
 Physical Health
 Medical Information
 Biometrics
 Demographics
 Emotional and
spiritual Health
 Social Health
 Workplace Health Engaged
Employee
Supportive Culture and Supportive Environment
33
Positive
Leadership
Self-
Leadership
Project
Programs designed to support
self-efficacy, vitality and self-leadership

34. ©2014 Edington Associates 34
What if anything will you do differently?
Thought Questions
Think about “healthy” individuals:
• Are all low risk individuals the same?
• What words would you use to describe the
healthiest people you know?
Think about “successful” companies:
• Are all workplaces the same?
• What words would you use to describe the best
workplace possible?

35. ©2012 Edington Associates 35
Redefining Health for Individuals
Chronic
Signs &
Symptoms
Feeling
OK
Premature
Sickness,
Death &
Disability
High-Level
Wellness,
Energy,
Vitality
Edington. 1983, Modified 2008, Modified 2012
Chronic
Signs &
Symptoms
Feeling
OK
Premature
Sickness
High-Level
Wellness
Self-Leader
Thriving
Sustainable
Energetic
Well-Being
Continuum for Positive Self-Leaders:
Beyond Zero Trends

36. ©2012 Edington Associates 36
Summary
Summary

37. 3 Strategic
Vision
from
Leaders
Systematic
& Thriving
Shared
Values
Systemic
Engage all
in the
Workplace
Recognize
Positive
Actions,
Work Team
Sustained
Progress
in all
areas
2 Speech
from
Leader
Internal
Wellness
Program
Screenings
& Reduce
High-Risks
Coaching
Incent
High-Risk
Reduction
Change in
Risks, ROI
1 Inform
Leader
Out-
source
Wellness
Screenings
& Reduce
High-Risks
Incent
High-Risk
Reduction
Change in
Risks
0 Do
Nothing
Do
Nothing
Do
Nothing
Do
Nothing
Do
Nothing
Pillar 1 Pillar 2 Pillar 3 Pillar 4 Pillar 5
Which Sustainability Level is for You
Sustainability
Rating
Do Nothing
Champion
Comprehensive
Traditional
Senior
Leadership
Operations
Leadership
Self-
Leadership
Rewards
for Positive
Actions
Quality
Assurance
Five Pillars
©2012 Edington Associates

38.  Phone: 734.998.8326 (USA)
 Email: dedington@edingtonassociates.com
jspitts@edingtonassociates.com
jmcintyre@edingtonassociates.com
jmrichardson@edingtonassociates.com
 Website: www.edingtonassociates.com
 Address: Edington Associates LLC
University of Michigan
North Campus Research Center
1600 Huron Parkway
Ann Arbor MI 48109
©2012 Edington Associates 38
Thank you for your attention