|
| |
20th
Annual Art & Science of Health Promotion Conference
What Works Good, Better,
Best in Health Promotion?
March 15-19, 2010
Intensive Training Seminars: March 15 -16, Core Conference: March 17-19
The Westin Hilton Head Island, South Carolina
ABSTRACTS
|
|
Health as a Core
Business Value
David R. Anderson, PhD, LP
Worksite wellness is nearly ubiquitous. Unfortunately, many employers
will fall short of financial goals because their strategies are
under-funded, engage few employees, and are not integrated into the
enterprise. If this remains the norm, employers may conclude wellness
doesn't yield enough ROI to matter. This would be unfortunate, since
less than 5% of programs incorporate key best practices and few enjoy
strong leadership support. Accordingly, the right question is what the
wellness ROI can be. This session illustrates what can be achieved if
health is a core business value. For example, Lincoln Industries and
Energy Corporation of America, recent Koop and WELCOA Platinum award
winners, report health care cost trends several thousand dollars per
employee below industry norms. Can other organizations achieve such
results? That remains to be answered, but even less dramatic results
would “bend the trend” in health-related costs to a degree that has
eluded most employers.
Financial Impact of Health Promotion: New Evidence from the Worksite
David R. Anderson, PhD, LP
Health promotion emerged at the worksite in the 1980s. The 1990s saw the
rise of targeted high-risk strategies focused on accelerating return on
investment. Published research indicates the best of these programs
yielded over $3 in reduced health care costs per dollar invested within
three years as well as other financial benefits, but investment was
generally small. Today's health management strategies may yield greater
financial returns, but little financial impact research has been
published on today's best population health initiatives. After briefly
summarizing published research, this session focuses on sharing recent,
not-yet-published financial impact research. Important factors in
understanding financial impact and return on investment are also
discussed. The goals of the session are to make attendees aware of the
best current evidence on the financial impact of health management,
whether published or unpublished, and to help them align their program
strategies with financial impact objectives.
Proven Strategies for Maximizing Your Program's ROI: Meeting the Growing
Expectations of Senior Management
Larry S. Chapman, MPH
Worksite health promotion and wellness efforts are gaining significant
attention in today's health care reform debate. They represent one
of the few strategies that can actually produce significant health cost
reduction. Employers and health plans are also beginning to seek
higher levels of economic return and Return-on-Investment (ROI) from
these activities. Learn what potential these efforts actually have
to reduce future medical trend patterns and what measurement and
programming strategies can maximize their cost-reduction and
cost-constraint effectiveness. Find out what ROI measurement
methods are likely to meet future accountability needs and how to assure
that your program fully meets senior management expectations.
Using an economic-based model of health care utilization examine the
major pathways for worksite health promotion and Wellness programs to
affect health costs. Review the major strategies that will help maximize
the ROI of worksite Wellness programs. Finally, from the
perspective of a skeptic learn how to counter all the major objections
to a significant expansion of worksite health management programming.
Maximizing ROI: What Does the Latest Research Tell Us
Ron Z. Goetzel, PhD
The scientific evidence is mounting that worksite health promotion can
reduce health risks and produce a positive return on investment (ROI)
for employers. However, challenges remain in terms of how to
design and implement the most effective program that can also achieve
business outcomes. This session will present the latest research
on ROI and discuss the challenges facing practitioners and evaluators,
with particular emphasis on how to disseminate timely information to the
business community.
The session will highlight examples of large-scale research efforts
currently underway that are supported by federal and private sector
grants. Other worksite studies funded by the Centers for Disease
Control & Preventionare looking at the effectiveness of employer-based
programs. Another study conducted at Highmark, Inc. sought
to determine the ROI of the company's employee wellness programs.
These studies will be put in context with a larger body of evidence
under review by the CDC Community Guide Task Force, which is currently
reviewing the health and financial impact of worksite health promotion
programs.
Measuring ROI with Health Management: Methodology and Results
Jim Reynolds, MD
Designed and implemented properly, a health management program will
deliver a positive ROI and effectively contain health care costs.
This presentation will demonstrate the financial value of population
health management services using a ROI methodology based on DMAA
industry standards for metrics. DMAA industry standards are a
best-in-class approach to calculating financial savings results.
The ROI analytics program presented evaluates the impact on medical and
pharmacy claims expenses of health management services including a
health risk assessment (HRA), biometric screening, and health
coaching/health advising. In most cases, there are three hierarchical
tiers of activity: no participation; a HRA and/or biometric screening;
or HRA plus health coaching and one or more other services, such as
health advising. The analytics program also provides flexibility in
assumptions to meet different employer requirements.
To illustrate the application of this ROI methodology, a database of
client examples will be provided.
|
|
|
Reaching Home: How to Engage Employees in Creating Healthy Household
Subcultures
Judd Robert Allen, PhD
Household subcultures could play an important role in increasing the
efficacy and reach of your worksite health promotion program. The home
environment shapes employee behavior. Housemates are frequently covered
by employer health plans. The ill health of housemates strains your
employees' abilities to be productive. This presentation is about
empowering employees to champion wellness at home. We'll examine how
employees can foster a shared wellness vision, establish healthy norm
goals and adjust traditions, rewards and other support systems to create
a healthy household subculture.
Creating a
Leadership Dashboard
Judd Robert Allen, PhD
As a health promotion practitioner, you work hard to collect data about
employee attitudes and behavior. This presentation is about completing
the feedback loop by offering managers at all levels leadership
dashboards with the information they need to support your wellness
initiative. This presentation explains how to construct leadership
dashboards that tracks: (1) performance results including health risk,
lifestyle change measures and the economic impact, (2) programmatic
results including program participation rates, satisfaction and if
programming needs are being met, (3) cultural results including measures
of shared values, norms, cultural touch points, peer support and
climate. We will also discuss your role in supporting middle management
and other wellness champions in their efforts to create healthy and
productive workgroups.
HP@CDC: Tapping CDC's Resources to Optimize Your Own Health
Promotion Program
L. Casey Chosewood, MD
CDC's expanded focus on health protection goals, across the life span
and in a variety of places (homes, schools, workplaces, health care, and
recreational settings), will set the framework for this overview.
Content from CDC's National Center for Chronic Disease Prevention and
Health Promotion, the National Center for Health Marketing, the National
Institute for Occupational Safety and Health, and the National Center
for Injury Prevention and Control will be used with emphasis on
easy-to-use e-resources from www.cdc.gov.
This presentation will also describe CDC's internal health promotion
program which is provided to its 16,000 current employees.
Powerful policy and built environment components of successful programs
will be explored. Highlights include: Go Green Get Healthy,
the CDC Lifestyle centers, onsite tai chi, supermarket tours, spin
classes, nature trails, daily on-site garden markets, preventive
screenings, tobacco cessation services, and environmentally friendly
telecommuting options.
Unique challenges faced by health promotion providers in the government
and not-for-profit settings will also be explored. Toolkits, web
resources, cost and ROI calculators will be shared.
The Art and Science of Active Living in Promoting Livable
Communities and Healthy People
Richard E. Killingsworth, MPH
The purpose of this session is to identify the empirical evidence
supporting active living as a key intervention in promoting livable
communities and healthy people. The focus will be on the key
determinants of active living and its applications in the field of
health promotion and public health. A review of science will be
discussed and how key conclusions and recommendations have strengthened
a response to prevent and reduce overweight and obesity in the United
States.
Engaging
People in Health Promotion Through Virtual World Communications
Strategies
Rebecca E. Lee, PhD
Technological innovation has produced hand held devices, social
networking software and virtual immersive communication strategies that
have been widely adopted for socializing, gaming, and recreational
pursuits. This session will provide an overview of the health promotion
potential to harness these novel technologies. Examples will draw upon
existing health projects, and participants will have the opportunity to
apply information gleaned to existing health promotion intervention
projects that they are developing.
How to Teach Effective Behavior Change Through a Holistic Stress
Management Approach
Brian Luke Seaward, PhD
Psychologists repeatedly remind us that over 80 percent of human
behavior is controlled by the unconscious mind, yet many health
promotion classes, specifically stress management classes, are taught
from the perspective of the conscious mind, making a less than
impressionable impact on prolonged behavior change. This presentation
outlines 5 effective teaching tips for stress management programming,
from a single brown bag lunch presentation to an eight-week series of
classes. Teaching tips include: How to vary teaching styles (adults
learn different from children and teens,) engaging right and left brain
processing skills, and how to create an effective (impressionable)
PowerPoint presentation. The presentation will end with a demonstration
of effective relaxation skills.
Engagement:
The Key to a Healthy Company Culture
Rosie
Ward, PhD, MPH
How can worksite health promotion translate into organizational
effectiveness? By broadening the scope to create a culture of health,
safety and employee engagement. High performing organizations have
something in common; they recognize the value of their human capital and
invest in their employees to build on their strengths. Worksite health
promotion often sells the value of health and well-being by connecting
the impact of lifestyle to productivity. But health promotion programs
are not enough. Even though health is an important factor influencing
productivity and engagement, it is only a fraction of a bigger, more
complex picture. Increased engagement results from supporting individual
intrinsic values and creating a culture that supports employee growth
and development. This session will provide greater clarity to the
importance of looking beyond the health climate of a company to focus on
the overall culture and underlying intrinsic values - before ever
targeting individual health and lifestyle choices.
Meta-Volition - A Dynamic Model for Motivating Collective
Action to Improve Health
Antronette K. (Toni) Yancey, MD, MPH
Some have argued that legislative policy change precedes social norm
change. History suggests otherwise, however, e.g., smoking bans
imposed as organizational and regulatory practices long before
legislative mandates catalyzing the US tobacco control movement.
Delivering a substantial return on investment to the organizational
settings implementing health promotion interventions may foster
dissemination and diffusion of these approaches in the competitive
American business environment. Rather than relying on individual
motivation and volition readily and regularly sabotaged by environments
not conducive to health, the collective motivation of leaders already
incentivized to accomplish organizational aims may be galvanized by the
prospect of such benefits as enhanced productivity and decreased health
care costs. Sparkplugs, “boisterous” public health advocates, are
key catalysts of organizational change, commanding the respect of
leaders in other sectors and convincing them of the relative advantages
of adopting such changes. Momentum from organizational change may
leverage more sweeping societal changes.
Applying the Meta-Volition Model to Physical Activity
Promotion - Everybody Needs A Little Push
Antronette K. (Toni) Yancey, MD, MPH
The societal benefits of physical activity cannot be fully realized
until most people get moving. Physical exertion has been prompted
by necessity throughout most of human history and is still considered
unappealing in most forms by all but a small minority. To date,
however, activity promotion has been predicated upon increasing active
leisure. Yet leisure time has become less active, and overall
physical activity levels have plummeted. Re-integrating short
bouts of enjoyable activity into workplace, school and social settings
in which people congregate for other purposes may make the active choice
the easy or default choice and the inactive choice socially disdained.
Prolonged sitting may be rendered as socially unacceptable as drinking
and driving, or smoking. Push or “opt-out” activity-promoting
organizational policies and practices may generate the visibility and
political will to make the critical but difficult and costly built
environmental investments in a more active society more tenable in the
long run.
|
|
|
Evidence-Based Reviews of Obesity Treatment and Prevention Strategies
David B. Allison, PhD
The increased prevalence of obesity in the last half century coupled
with the well-established health hazards of obesity have led to a sense
of urgency as well as opportunity on the part of many. In response, many
methods for treating or preventing obesity are being proffered. These
range from over-the-counter dietary supplement, to FDA approved
pharmaceuticals, diet and exercise programs, surgical procedures, and
most recently community based interventions and public policy
approaches. The inferential strength of the available evidence, what the
evidence appears to show, and the standards of evidence accepted or
advocated in each of these realms varies tremendously. Both the
available evidence and a discussion of what constitutes reasonable
standards of evidence in each realm will be reviewed.
Some Suggested Priorities for Obesity Research From the
Paradigmatic to the Avant Garde
David B. Allison, PhD
The causes of the obesity epidemic remain incompletely understood. Food
marketing practices and institutionally driven declines in physical
activity, dubbed 'the Big Two' are the most frequently cited
contributors to the epidemic in mass media and public health
discussions. There is certainly some evidence suggesting a role for the
big two, yet their unquestioned dominance in public efforts to reduce
obesity seems unwarranted based on available evidence. Several
additional putative contributors would benefit from equal consideration
and attention. Evidence exists that microorganisms, epigenetic factors,
increasing maternal age, greater fecundity among people with higher
adiposity, assortative mating, sleep debt, environmental endocrine
disruptors, pharmaceutical iatrogenesis, reduction in variability of
ambient temperatures, and intrauterine and intergenerational effects as
contributing factors to the obesity epidemic and will be reviewed. Some
creative proposals for treatment and prevention emanating from such
considerations will be offered and suggested for further investigation.
Fitness, Fatness and Health Outcomes: Where Should We Focus
Our Attention?
Steven Blair, PhD
Overweight and obesity are well established as health risks, and the
prevalence of these conditions is increasing rapidly in many countries
around the world. An active way of life reduces the risk of
substantial weight gain over time, is useful in weight loss programs, is
crucial in maintaining weight loss, and provides health benefits to
overweight and obese individuals. It is this last point that has
largely been overlooked. Obese individuals who are fit have much
lower risk of mortality than lean individuals who are unfit, and low
cardio-respiratory fitness in overweight or obese persons is as
hazardous as having other risk factors. The population
attributable fraction is higher for low fitness than for other
conditions, including prevalent cardiovascular disease or obesity.
Public health programs and recommendations on obesity should include
much greater emphasis on physical activity for weight management than is
done at present.
What Counts as Credible Evidence in Applied Research and
Evaluation Practice?
Stewart
Donaldson, PhD
This presentation will summarize key findings from a new book from SAGE
on “What Counts as Credible Evidence in Applied Research and Evaluation
Practice” (Donaldson, Christie, & Mark, 2008). Many thorny debates about
what counts as credible evidence have occurred in recent years, but few
have sorted out the issues in a way that directly informs evaluation
practice. In this volume, internationally renowned evaluators
explore the challenges of designing and executing high quality
evaluations in contemporary evaluation practice. A summary of what
can be learned from the chapter authors about the strengths and
weaknesses of both experimental and non-experimental approaches for
gathering credible and actionable evidence will be presented. A
proposal to revise the notion of an “Experimenting Society” to an
“Evidence-based Global Society”, which includes replacing the “RCT Gold
Standard” with the gold standard of “Methodological Appropriateness”
will be offered as a avenue toward improving evaluation policy and
practice.
Theory-Driven Evaluation Science: Determining What Works
Where for Whom and Why?
Stewart
Donaldson, PhD
While simple logic models are an adequate way to gain clarity and
initial understanding about a program, sound program theory can enhance
understanding of the underlying logic of the program by providing a
disciplined way to state and test assumptions about how program
activities are expected to lead to program outcomes. Lecture,
discussion, and a question & answers session will help you learn how to
use program theory and theory-driven evaluation science to gather
credible and actionable evidence in evaluation practice. New cases
and examples of technology enhanced interactive conceptual frameworks
displaying theories of change will be presented to illustrate how to
determine what works where for whom and why.
Methods and Results of Reviews on What Works Best for
Nutrition, Physical Activity & Obesity: The CDC Community Guide
Karen Glanz, PhD, MPH
The use of systematic evidence reviews can increase the effectiveness
and efficiency of health promotion programs as well as the development
and evaluation of innovative strategies. The Task Force on
Community Preventive Services (“Community Guide Task Force”) is an
independent federal task force coordinated by the CDC that conducts
systematic evidence reviews of interventions to improve public health
(rather than clinical health services). Review foci include
strategies to increase adoption of health guidelines (e.g., physical
activity, healthful nutrition, maintaining a healthy weight) and
policies intended to remove obstacles and facilitate healthy behaviors.
This session will describe the review process and describe the results
of reviews for promoting physical activity; preventing and managing
overweight and obesity; and improving dietary practices. The
session will also describe reviews that are in progress; the limitations
and challenges of conducting formal evidence reviews; and the
applicability of findings for health promotion practitioners and
researchers.
Adopting an Innovative Mind Set to Discover What Does Work
Best
David L. Katz MD, MPH
Lifestyle has enormous influence on medical outcomes. Despite a
plethora of behavior change models, however, relatively little lifestyle
counseling takes place in the primary care setting, and much that does
is ineffective. Behavior change theory may be adapted to the
primary care setting in novel ways, and doing so offers the promise of
more effective leveraging of lifestyle factors to improve health
outcomes. But even at its best, lifestyle counseling in primary
care is a small part of a more comprehensive set of societal supports
for healthful living. This talk will explore both contributions
primary care can make, the means to make them, and the limited role they
plan in the "comprehensive" solution to prevailing behaviors at odds
with health.
|
|
|
Applying Self-Efficacy, Social Networks and Goal Setting in Behavioral
Change Interventions
Cam Escoffery, PhD, MPH, CHES
Behavior change theories or models are employed often to design
intervention strategies. Theory-based interventions are deemed
more effective in terms of behavioral change. However, rationale
for use of theoretical concepts and their applications are not often
concretely described in interventions. This session will define
the concepts of self-efficacy, social networks, and goal setting and how
they impact behavior change. Self-efficacy is an individual's
confidence in his ability to make a behavioral change, while goal
setting involves creating specific objectives for behavioral change.
Social networks are connections with other individuals. Examples
of how these concepts are developed into interventions strategies will
be presented. For example, methods to increase self-efficacy
include: mastery in performance of a behavior, vicarious learning,
verbal persuasion, and self-appraisal of emotional or physiological
factors. In addition, a review of the impact of these concepts on
behavior change will be discussed.
Translating Evidence-Based Recommendations into Communities
Cam Escoffery, PhD, MPH, CHES
There is an increased emphasis to translate evidence-based strategies
and interventions into communities. However, more research is
needed to promote the dissemination of evidence-based strategies or
interventions into local communities. This session will define
terms related to translation of evidence-based interventions; present
models of translation and research utilization; describe successful
attributes of innovations that facilitate their dissemination and
methods used to disseminate these interventions into communities such as
training and technical assistance. It will then highlight
different resources for evidence-based health promotion strategies and
interventions including the Community Guide to Preventive Services,
Cochrane Collaborative, and SAMSHA's National Registry of Evidence-based
Programs and Practices. Finally, a process and tools will be
presented to help community organizations locate, select and adopt or
adapt an evidence-based strategy or program. Within that process,
terms such as organizational readiness, program fit, fidelity and
adaptation will be described.
The Science & Art of Coaching: What is Working?
Margaret
Moore, MBA, BS
For coaches to gain widespread acceptance as a new professional in
healthcare, an important milestone is to define science-based mechanisms
of action of coaching, just as is required for new medicines. What are
the active ingredients which deliver what therapeutic effects which
produce what positive outcomes? In the case of coaching, a key
outcome is sustainable lifestyle change which supports disease
prevention, and even better, optimal health.
Beyond behavior change, coaching clients must outgrow their old
lifestyles by constructing a new reality about themselves, their
lifestyles, and their potential, such that they might say “I love my new
lifestyle and I'm not going back.”
We will explore four mechanisms of action and their underpinning
theories, and the related coaching skills that are leading to national
standards for professional coaches in healthcare:
1. Build a growth-promoting relationship
2. Elicit and sustain motivation
3. Develop self-efficacy and positivity, the mechanism of action for
resilience
4. Facilitate a change or constructive developmental process
The Evidence for Coaching: Lessons Learned and Future
Research Directions
Margaret
Moore, MBA, BS
While the coaching research literature is limited, the pace of research
studies and publications has increased significantly in the past five
years. In executive and life coaching there are approximately 500
published research papers, 300 of which were published in the past four
years. There are now eight peer-reviewed journals in coaching, focused
mainly on coaching for executives and leadership. In healthcare, twelve
randomized studies of coaching interventions have been published in a
wide variety of clinical applications, including heart disease,
diabetes, asthma, cancer pain, osteoporosis, weight loss, and physical
activity.
We will explore the main lessons learned from the broader coaching
literature, as well as the main outcomes metrics. Highlights of coaching
research studies in healthcare will also be explored. We will consider
future directions for coaching research, including national standards
for coaching skills and knowledge, to lead to widespread acceptance of
professional coaches and coaching interventions in healthcare.
The Science and Practice of Positive Psychology
Christopher Peterson, PhD
This session provides an overview of the science and practice of
positive psychology. Positive psychology is an umbrella term
describing the scientific study of what makes life most worth living.
Positive psychologists concern themselves with positive experiences
(happiness, pleasure), positive traits (character strengths, interests,
talents), positive relationships (friendship, family, marriage), and
positive institutions (schools, workplaces, communities). Research
findings from positive psychology are intended to provide a more
complete and balanced scientific understanding of the human experience.
Unlike traditional psychology which is based on a disease model of human
nature and thus glimpses only part of the human condition, the new field
of positive psychology calls for as much focus on strength as on
weakness, as much interest in building the best things in life as in
repairing the worst, and as much concern with making the lives of normal
people fulfilling as with healing pathology.
Digital Health Coaching: Amping Up the Tailoring, Engagement, and
Relevance of eHealth Interventions
Steven Schwartz, PhD
Good coaches do more than teach. They listen, learn, watch, ask
questions, then draw on their experience and expertise to provide
personal guidance needed to reach the highest possible level of
performance. Then, they help you stay there -- by keeping you
focused on success and ready for the next challenge. But even the best
coaches have limits: they're not always there for you, and there
is tremendous variability in the quality of coaching. This
presentation draws on established and new models of health behavior
change and decision-making to discuss Digital Health Coaching
Interventions: programs that utilize a combination of deeply tailored
messages with engaging interactivity, feedback, and follow-up support.
We'll discuss ways that Digital Health Coaching Interventions can be
implemented in the real world and how these programs can be integrated
into existing services. Finally, we'll discuss real-world outcomes
of these programs, including changes in health-related behaviors and
measurable improvements in productivity, satisfaction, health care
costs, and health outcomes. |
|
|
Keys to Incentive Effectiveness: Assuring Meaningful Employee
Engagement
Larry S. Chapman, MPH
Incentives have clearly come to represent a “best practice”
approach in worksite health promotion efforts. Incentive
features are now used to enhance participation as well as
provide motivation for engaging in a broad range of healthy
behaviors. Find out the three keys to effective
incentives, how they work, and how they can be designed and
implemented for maximum effectiveness. Learn what common
pitfalls associated with incentives must be avoided and how to
overcome limitations of direct funding. Review several
proven incentive examples. Learn what legal and regulatory
issues are significant in the design and implementation of
worksite wellness incentives. Finally, review a proposed
“optimal” approach to incentives for future worksite health
promotion programming.
Ethical Guidelines for Holding Employees Responsible for Their
Health
Sarah R. Lieber
In response to exorbitant health care costs and increasing rates
of chronic disease, health plans and purchasers are devising new
strategies to improve health and contain costs. Financial
incentives-couched in the language of “rewards” and
“penalties”-are being implemented in health plans across the
country in an attempt to promote healthy behaviors and reduce
preventable health care costs.
These new strategies pose difficult questions to bioethicists
and health policy makers: is it ethical to hold individuals
responsible for being unhealthy? If so, how do we strike a
balance between holding employees responsible for their health
and providing a fair system of health insurance that protects
individual liberties? What are the ethical dilemmas and health
policy parameters that need to be considered before implementing
these programs?
Does Paying People to Be Healthy Change Behavior and
Improve Health?
Kevin
Volpp, MD, PhD
Employers and insurers are increasingly turning to financial
incentives for healthy behavior in an attempt to improve health
behaviors and reduce the rate of increase in health care costs.
However, while there have been incentive-based interventions
that have been successful in realms ranging from program
attendance to short-term behavior change, there is limited
evidence on the longer-term effectiveness of such programs in
changing behaviors. Such evidence is critical to determination
of the impact of such programs on health. In this session, we
will discuss what is known about incentives and health behavior,
the rationale for use of such incentives, cutting edge empirical
research in this area, and some of the ethical controversies
that are being discussed. We will also highlight areas in which
new research is needed.
Application of Behavioral Economics to Health
Behavior Change
Kevin
Volpp, MD, PhD
In days gone by, it was commonly assumed that people behaved as
described in economic textbooks as rational expected utility
maximizers. Over the past two decades, behavioral economists
have refined our understanding of decision making by
incorporating insights from psychology in economics. This has
highlighted several common decision errors such as
present-biased preferences, insensitivity to probabilities,
framing effects, loss aversion, status quo or default biases,
and anticipated regret, all of which help explain why people
have difficulty giving up self-harmful behaviors such as smoking
even when they want to quit. In this session, we will describe
some of these biases and discuss how interventions can be
designed that take account of these biases in areas ranging from
defaults to information provision to the design of financial
incentives.
What’s
Intrinsic Got To do With It?
Rosie
Ward, PhD, MPH
Successful worksite health promotion programs have high levels
of employee engagement. However, engagement is not the same as
participation. Employees can participate but still not be
engaged in making lasting change, yet engagement is critical to
organizational success. Research shows that employees with high
levels of engagement are not only more productive, they have
fewer workplace injuries and lower utilization of benefits.
Traditional approaches to increase employee engagement and
improve health and safety involve the use of incentives.
However, research shows that incentives and extrinsic rewards at
best result in short-term compliance; at worst they weaken
intrinsic motivation. Sustainable change and engagement requires
a high level of intrinsic motivation and a shift in how people
think about themselves and the world around them. This seminar
will explore the research and present tips and tools for
creating a company culture that supports intrinsic motivation,
resulting in greater well being and engagement.
|
|
|
Organizing a Local
Wellness Coalition
Sharon M. Covert, MS
Wellness is a subject leading discussion across the globe.
The effect healthcare costs have on the bottom line of an
organization, community or state economy cannot be ignored.
This session will discuss successful strategies for coordinating
a local coalition to promote wellness and prevention initiatives
for business and the public.
Nationwide Mutual Insurance Company: My Life. My Choice. My
Health.
Kathleen Herath
Nationwide's integrated comprehensive program, My Health, is
open to associates, spouses, dependents/retirees and includes:
health assessment, lifestyle behavior coaching, integrated
absence/disability/workers' compensation/disease management,
health advocacy/education, consumer directed health care,
occupational health clinics, walking programs, healthy dining
options, free/discounted fitness centers and EAP/behavioral
programs. It is the management of health and injury risks,
chronic illness and disability to reduce associates' risk
profile, total health costs, unnecessary absence and lost
performance at work.
Program results are reported back at the business unit
level so that targeted interventions and customized programs can
be developed for the specific business unit needs. This allows
associates to receive individualized programs at the local level
in addition to national initiatives such as free flu shots,
mobile mammography and health screenings. 79% of
associates completed the health assessment. Other results
include a 12.2% improvement in risk stratification, a reduction
of 2,714 risks with productivity improving 56.2%.
Bridging the Gap Between Health and Productivity: A Case Study
on the J&J Culture of Health
Fikry W. Isaac, MD, MPH, FACOEM
Most full-time employees spend more than a third of their waking
day at work. Considering this, it's easy to see the importance
of health and wellness in the workplace and the responsibility
employers have to help employees lead healthier, more productive
lives. In this session, we will explain how Johnson &
Johnson has for the past 30 years created and sustained a
Culture of Health for its employees. Our comprehensive
health and wellness programs have enabled us to address the
needs of the organization and each individual, improving the
health of our employees and the success of our company. Our
approach includes programs that address mental health and
well-being, occupational health and benefits design, and healthy
lifestyle programs, as well as health education and awareness.
We will explain how we have reduced employee health risks that
lead to chronic disease.
America Runs on Small Businesses: The Wellness Paradigm for
Small and Medium Size Businesses
Mari Ryan, MBA, MHP
Small and medium businesses employ the majority of U.S. workers.
The health promotion models and research comprising the field's
intellectual property are largely based on implementations in
large organizations. The needs, interests, resources and
practices in small businesses differ substantially from large
organizations. This panel discussion will address recent
research; present information on what works when designing,
implementing and evaluating worksite wellness programs in the
small to medium size organization; and cite case studies of
small business worksite wellness programs.
GGGH@CDC
Go Green, Get Healthy: An Agency-Wide Effort Towards
Sustainability
Liz York, AIA, LEED, AP
The Centers for Disease Control and Prevention's Go Green, Get
Healthy Initiative (GGGH) is an individual and Agency journey
toward sustainable behaviors. We will share the
background, goals, launch, growth and successes of the
initiative, as well as describe how the Office of Sustainability
addresses the immense challenge of actively engaging an entire
agency in environmental stewardship. Tackling this task
requires a vision with leadership support, education of every
individual, good communication, and a tracking system for
comprehensive data. Areas of focus include the built
environment, education and training, environmental
responsibility, food and nutrition programs, mental health,
quality of worklife initiatives, promoting physical activity at
the workplace, preventative health programs and volunteer
management
|
Research
Presentations
|
Evaluation of Project META (Motivating Employees Towards Action)
Susan W. Butterworth, PhD, MS
Although research supports the premise that worksites can be
successful settings for health management programs, the
challenge of recruiting and engaging participants endures.
Engaging high risk individuals, minorities, and males are
particularly problematic. This presentation provides outcomes
from an evaluation study of a clinical trial conducted in a
large worksite health promotion setting, Project META
(Motivating Employees Towards Action). Project META
compared three of the most widely used worksite wellness
interventions (health risk assessment and intervention, online
tailored communications, and health coaching), delivered under
combinations of three of the most widely used recruitment and
retention strategies (persuasive communications, incentives, and
telephone outreach). Using the RE-AIM model for evaluating
health interventions, researchers identified important
strategies for outreach and enrollment that should be considered
during the planning phase. Tips and examples on persistent
enrollment efforts, persuasive messaging, effective incentives,
and oversampling among hard-to-reach populations will be
presented.
The World of Worksite Wellness - International Trends and Challenges
Barry Hall, FSA, MAAA and
Fikry W. Isaac, MD, MPH, FACOEM
This session will highlight how countries take different
approaches to workplace health promotion evidenced by the
findings from Buck Consultants' global wellness survey of 1,100
employers (representing over 10 million employees). For example,
business objectives vary by international location. In the U.S.,
reduction of health care costs continues to be the No. 1 goal.
European and Latin American employers cite improving
productivity as their primary objective, while in Asia the chief
goal is improving workforce morale. Numerous multi-national
employers are currently developing global health management
strategies and weighing whether it is advantageous to adopt a
more centralized and controlled approach or a more hands-off
approach giving the local sites more autonomy. The
Executive Director of Global Health Services for Johnson &
Johnson, will describe strategies he has used to serve employees
in nations around the globe.
How Effectively Does Rejuvenating School Playgrounds Encourage
More Children to be Active in Break Times? Evidence from a Mixed
Methods Study in the UK.
Jim McKenna, PhD
Low levels of childhood activity and rising rates of health
problems associated with overweight and obesity are concerning
both for educationists and health practitioners. School
playgrounds represent one location where physical activity can
be experienced regularly across the school day and the school
year. Given almost universal exposure, health authorities
are increasingly recognizing the importance of creating
educational infrastructure that also address health needs.
In this session we will detail the impact of playground
rejuvenation among 163 UK schools on the proportions of children
who are active during school recess periods.
Our findings are based on multiple methods and emphasizing the
RE-AIM theoretical framework, will show the impact of playground
renovations. Data drawn from independent observers will
show the impact on individuals. Teacher observations show
the impact on whole classes, while interviews show how teachers
and pupils responded to the new playgrounds.
The Case for Wellness Screening - A Study of the
Financial, Clinical, and Behavioral Impact of Wellness Screening
Mouneeer Odeh, MA, ABD
This is a large, evidence-based, multi-year study to measure
financial outcomes across a broad base of clinical (22
laboratory tests and BMI) and behavioral (29 self-reported
health risk assessment questions) indicators. The research
establishes statistically significant correlation between
laboratory results and the cost of medical claims. In
addition, the number of abnormal laboratory tests has a strong,
statistically significant correlation with medical claims.
The
Association Between Medical Costs and Participation in the
Vitality Health Promotion Program Among 948,974 Members of a
South African Health Insurance Company
Deepak Patel, Mmed
In recent years, more and more employers are implementing
incentive based health and wellness programs in an effort to
mitigate the trend of rising health care costs. Yet, there
is limited data demonstrating the impact of these programs.
This study examines the relationship between levels of
engagement in an incentive- reward-based health promotion
program, Vitality, and health care costs as measured by
hospitalization and associated medical claims. Since 1998,
Vitality has been offered to members of the Discovery Health
medical plan which accounts for over 25% (≈≈2 million members)
of approximately 7.5 million private health plan beneficiaries,
including employer groups and individuals, in South Africa.
A Population Based Study of Weight Management at the
Worksite
Paul Terry, PhD
Where most community based or commercial weight management
programs recruit participation via promises of success at the
individual level, worksite weight management offerings should be
judged on their capacity for affecting weight management goals
at the population level. This point of view requires new
thinking about what constitutes success, particularly in the
face of secular trends showing seemingly inexorable weight gain
for aging adults. This study presents an intervention
strategy that recruits participants based on key risk and
readiness variables and reports on findings that can serve as a
benchmark for a population based weight management goals.
Though commercial weight loss programs attract hopeful
participants with their promises of 20 plus pounds of weight
loss and their pre-post photos of the latest “biggest loser”,
they also create troubling expectations per what is realistic
for most participants. Our research results suggest
worksite programs need to better inform populations of the
health benefits of modest (5%) weight loss and emphasize
sustainable, modest intervention targets rather than exaggerated
promises.
|
Brainfest Town
Hall Sessions
|
|
How do we Solve the Obesity
Epidemic?
Moderator:
Michael O'Donnell, PhD, MPH, MBA
One third of the US population is obese and two thirds are
overweight. Obesity is linked to diabetes, heart disease, stroke
and cancer, as well as increased muscular-skeletal injuries, and
social stigma. Some scientists project that the number of
people killed by obesity will exceed the number killed by
tobacco in the United States within our lifetimes. Other
scientists say that fitness, not fatness is the real issue.
Globally, at least 1 billion people are overweight. Most
people who loose weight in formal programs gain it back.
Is there a solution to this problem? We will review all
these issues in this interactive discussion.
Integrating
Health Promotion into National Policy Through Advocacy
Moderator:
Michael O'Donnell, PhD, MPH, MBA
Health Promotion Advocates has been working for eight years to
integrate health promotion concepts into national health policy.
Many of the concepts we have been advocating have been
incorporated into health care reform legislation and will be
implemented as policy in 2010 and coming years. We will
review what was passed, explore how it will impact our field,
and brainstorm about how we should be engaged in national policy
advocacy going forward.
How Do We Develop
Incentive Programs to Motivate and Not Discourage or Distract?
Moderator:
Michael O'Donnell, PhD, MPH, MBA
Financial Incentives are HOT in health promotion and in national
policy, but the scientific literature is still mixed on their
impact. There is great evidence that incentives are very
effective in attracting people to join programs, but mixed
evidence that they stimulate lasting behavior change, some
evidence that they discourage people who are not successful and
some evidence that shift people's motives from enhancing health
to earning money. Reactions to incentives from program
developers, employees, and social advocates are conflicted.
All of the most successful programs include some for of
financial incentives and some experts believe they are a
critical element in engaging people in the change process, but
others feel they have a minimal role in health promotion.
What is the optimal role of incentives in health promotion
programs? These questions and issues will be discussed in
this very interactive session.
|
| |
|
For More Information . . .
Call:
248-682-0707
|
