HERO Forum18 Conference Proceedings - Health Enhancement Research Organization
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HERO Forum18 Conference Proceedings
WHAT’S INSIDE
INTRODUCTION 19-20 ENGAGING LEADERS & PARITY IN HEALTH
CHAMPIONS PROMOTION
3-5 Health and Benefits Leadership
32-34 42-45
HEROForum18 Proceedings: Panel: Achieving Well-Being
Intentional Wellness in Practical Steps Towards Parity
We’re so glad you made it! Through Collaboration at all
Transportation: Engagement through Improved Access and
Levels
for C-Suite, Drivers and Non- Treatment in Behavioral Health
PRE-CONFERENCE Drivers
HIGHLIGHTS 21-22 DEEP DIVE
7-8 Is Well-Being a Skill that can 46-48
35-36
Healthcare Summit Proceedings be Trained? How Thriving is Workplace Health and
Engaging Heart and
Accessible from the C-Suite to Well-Being: The Employee
Minds Through a Model of
the Shop Floor Experience
9-11 Professional Fulfillment
Engaging Supervisors to
BREAKOUT NEW IDEAS & NEW USES FOR
Influence Employee Well-Being: 49-50
SESSIONS OLD IDEAS
Why, What, and How to Get Toward Health Equity and
MEASURES FOR THE C-SUITE 37-38
There AND THE SHOP FLOOR Diverse Engagement: How
Weighing in: Addressing
GENERAL SESSION 24-28 Employee Obesity and Nutrition the University of Michigan’s
HIGHLIGHTS Engaging the C-Suite by in the 21st Century Workplace Workplace Well-Being
Connecting Well-Being to Initiative is Addressing Social
13-14
Business Metrics Determinants of Health
Research Panel Proceedings
39-41
Drive Outcomes with a Best
15-18 29-31
Practice Approach to Strategy,
From the C-Suite to the Shop How Hopkins is Getting
Culture, and Program Evaluation
Floor: Making the Workplace Healthy: Motivating &
Work Well for Everyone Measuring Change
2
HEROFORUM18 PROCEEDINGS: WE’RE SO GLAD YOU MADE IT!
Paul Terry, PhD, President and CEO, HERO
We are proud to offer our wondered whether public speakers And speaking of story-telling, for movies, and story-telling generally,
Proceedings from HEROForum18 who seldom publish are in effect those who attended the first day Elwood and Jake and their soul
as a way to reinforce the countless doing more talking than thinking. opening of HERO Forum18, you sister Aretha were on a journey that
learnings that occurred, to honor The discipline associated with were transported back to 1980 unfolded with fits and starts and
the efforts of our speakers and organizing post conference where we rejoined the Blues surprises along the way. And so
to give back to our profession, Proceedings is HERO’s way of Brothers movie during the rendition it is with the work of worksite and
especially for those HERO members assuring that we capture the best of Steve Winwood’s “Gimme Some community health promotion. As I
and our many other friends in the thinking from around the nation. Lovin’.” One of the refrains is “we’re said in my opening remarks to kick
health promotion field who were Please share these Proceedings so glad you made it,” and the off the Forum, our learning events
unable to attend. It has been said with others as a strategic priority for song was superbly belted out by are designed to do nothing less
that writing is thinking on paper HERO is to enable more people to my friends and HERO members than change the direction of our
and it’s been observed that many hear the stories that are unfolding Stefan Gingerich from StayWell and field. A dramatic proclamation? For
writers are essentially talking as around the nation relating to Marleece Barber from Lockheed sure! Our journey, as a profession,
they write. If that’s true, publishing advancements and continuous Martin. Besides that joyous chorus should hold drama because
these Proceedings is HERO’s improvement in employee, family proclaiming how glad we were you continuous change will always
way of letting you “hear” from our and community health and well- made it to this learning, networking evoke questions and predictions
speakers and it’s our pleasure to being. and celebratory event, the Blues about what will happen next as we
provide you with this gift of their Brothers, you may recall, were on explore new frontiers together.
thoughts. Indeed, I have sometimes a “mission from God.” Like most
3
After I took off my Elwood Blues hat, inspiring examples from LabCorp, question: “When workplace health and I’d urge you to visit our HERO
I shifted to a more recent tale and Lockheed Martin and DHL that promotion programs work, and Awards page to learn more about
likened our journey as professionals demonstrated how engaging when they don’t, what makes the their amazing accomplishments
to the 270 mile through-hike of the shop floor employees most often difference?” As you will read in our and careers. You’ll see all of our
Superior Hiking Trail I did in May starts with leaders making time to Proceedings, we learned that a 2018 honorees are women leaders.
of this year. Arduous but gratifying, gain an intimate understanding small dose, short-term intervention I’m a steadfast supporter of the
hiking is a ready analogy for our of the daily work of their lowest spread across thousands of “Time’s Up” movement and believe
important work in advancing best paid colleagues. Similarly, other employees significantly improved such harassment issues extend far
practices in support of health keynote speakers featured stories morale but didn’t improve health beyond Hollywood. As you’ll see
and well-being. I asked how we and studies of worksite wellness at the population level. You’ll also at a glance in reviewing our HERO
determine how long we should stay initiatives that emphasized how read about other organizations that awardees in recent years, we also
on the path we have been most inclusiveness and sensitivity to a have long abandoned an approach believe the time is now to celebrate
recently exploring. What’s more, diversity of employee needs and that focuses on mass screenings the amazing women who have for
how and when do we decide it is values are a vital antecedent to followed by elective educational so long led our profession.
time to forge new trails? There are improving health at the population classes. Instead, they are studying
countless ways to rise to our next level. As you will also read in the social determinants of health Shelly Wolff received HERO’s
challenges, but two that we focus many breakout sessions featured and are exploring new routes to Bill Whitmer Leadership Award,
on at Forum are to expose you to in these Proceedings, practitioners health for all. We continue to learn our highest leadership honor.
pioneers and visionaries alike. are testing what is working best that tailoring interventions based Shelly is a Health and Workforce
in both workplace and community on interests, building a serious Effectiveness Leader from Willis
Pioneers and Visionaries at settings relative to engaging investment in culture and making Towers Watson who has dedicated
Forum18 different population segments. As the hard choices about policies her career to health promotion
Pioneers are those who have importantly, they shared stories are a prerequisite to the effective and has contributed in an
done the hard work of discovery, about what approaches are proving advancement of health and well- extraordinary range of ways from
including hitting some dead ends, to be a detour, or even a dead end, being for all. disseminating research relating to
so that we can follow the surest in advancing a culture of health. employee engagement to leading
path. In keeping with our Forum18 Celebrating our Best organizations in strategies for
theme, “From the C-Suite to the Visionaries are those who bear Working for a think tank has reducing unnecessary healthcare
Shop Floor: Well-being for All,” witness to the vagaries and risks more benefits than I can think claims costs.
these Proceedings feature articles of the path we’re on and challenge through! One advantage that’s
from presenters who shared us to consider an altogether always on the top of my list when For the first time, HERO honored
compelling results from efforts different route, albeit one full of I’m reviewing how grateful I feel a research partnership with our
to build inclusiveness and equity uncertainty and untold risks. As has is the many opportunities HERO Mark Dundon Research Award. Drs.
into their company initiatives and been our tradition at Forum, we takes to honor leaders in our Kerry Evers and Sara Johnson are
research methods. For example, again hosted a research update profession. We celebrated six the co-CEOs and co-Presidents of
our employer panelists offered panel and this year we asked the national leaders at HERO Forum Pro-Change Behavior Systems, Inc.
4
so it is altogether fitting that they Gimme Some Lovin in Portland,
would be the co-winners of our Oregon in 2019
Dundon Award. We were delighted As much as we couldn’t be prouder
to honor them for their stunningly of this year’s HERO volunteers
HERO Education Committee
productive research partnership and Forum faculty, the HERO team David Ballard, PsyD, MBA, Assistant Executive Director for Organizational Excellence,
as federal grant recipients and are through-hikers and we never American Psychological Association
Catherine Bass, PhD, Director of Informatics, Onlife Health
research collaborators. We were rest in this journey. At the end
Chris Calitz, MPP, Director, Center for Workplace Health Research and Evaluation, American
also eager to recognize them of these Proceedings, look for Heart Association
Stephen Cherniak, MBA, Health Management Consultant, Employee Health and Benefits,
because their range of research information about HERO Forum19. Marsh & McLennan Agency
interests is also extraordinary as Our theme for 2019 is: “Thriving Laura Ellison, MBA, CBP, Senior Manager, Benefits, ADT
they have studied novel ideas such Organizations: Achieving Well- Rick Fisher, Vice President, Aon Hewitt
Lori Huss, PhD, MEd, Director of Humana Wellness Solutions, Humana
as coaction in behavior change being through Collaboration.” Rebecca Kelly, PhD, RDN, FAND, President & Founder, Element Health, Inc.
alongside proven concepts such We will be in Portland, Oregon on Wolf Kirsten, Co-Director, Global Centre for Healthy Workplaces
Karen Moseley, Vice President, Education, HERO
as the transtheoretical model. They September 10-12, 2019. Rumor
Patti Rittling, PhD, CHES, Health Management Practice Leader, Marsh & McLennan Agency
have conscientiously applied these has it the Blues Brothers and their Bruce Sherman, MD, FCCP, FACOEM, Medical Director, Population Health Management,
concepts and have reported on soulful sister may be back for an Conduent HR Services
Paul Terry, PhD, President & CEO, HERO
numerous successful interventions encore. Talk about “gimme some Susan Bailey, MS, CIC, SHRM-SCP, SPHR, Director, Total Health & Wellbeing, Marsh &
ranging from lifestyle issues like lovin’,” the HERO team loves to McLennan Agency
exercise, nutrition and obesity to oblige and we hope to see you Healthcare Summit
addiction issues including opioid, there. And, yes, besides our usual Tim Butler, MS, MCHES, Co-chair, Sr. Wellness Program Management Consultant, SelectHealth/
tobacco use and many other healthy activities and fare, we’ll Intermountain Healthcare
Stephen Doyle, MS, MBA, Co-chair, Sr. Director, Strategic Health Management Solutions, UPMC
intractable public health problems. serve Voodoo Donuts too! Health Plan
Cassie Bruce, CWWS Wellness Consultant, Baptist Health
Laura Grubbs, CCWS, Assistant Director, Florida Hospital
Karen Moseley, Vice President, Education, HERO
Dave Schweppe, MPH, CPHIMS, National Vice President, Customer Analytics & Reporting, Kaiser
Permanente
Ryan Sledge, MPH, MBA, Director, Onsite Clinics and Wellness, OhioHealth
Paul Terry, PhD, President & CEO, HERO
Kaisa Wieneke, MPH, Assistant Director of Employee Well-Being, Mayo Clinic
Jen Wright, MPH, Director, Working Well, SC Hospital Association
University Summit
Patricia Benson, MEd, Co-chair, Director, Get Healthy Now, University of Louisville
Karen Schmidt, MPH, Co-chair, Director, MHealthy, University of Michigan Health & Well-Being
Services
Megan Hammes, MS, MCHES, Director, UI Wellness, University of Iowa
Tamara Iacono, MEd, Senior Program Coordinator, Get Healthy Now, University of Louisville
Mary Imboden, PhD, Membership Manager & Research Associate, HERO
Patty Purpur de Vries, MS, Associate Director, Faculty & Staff Wellness, Stanford University
Anna Threadcraft, RDN, LD, UAB Employee Wellness Director, University of Alabama College of
Human Environmental Services
5
PRE-CONFERENCE HIGHLIGHTS 6
HEALTHCARE SUMMIT PROCEEDINGS
Ryan Sledge, MBA, MPH, Director, Onsite Clinics and Wellness, OhioHealth Employer Services
It’s no secret that rising healthcare Rachel S. Brown, MD, Medical programming, and holistic support. the strategy. Robert J. Krzys, JD,
costs have impacted providers, Director of Health and Wellness Dr. Brown’s experience highlighted detailed his long lever approach
payers, employers, and especially at Palmetto Health, began the that in this era of consumerism, (policy/environment level) of Value
consumers of care. As the burden discussion exploring the ways the consumers must be engaged in Based Intelligent Benefit Design
has become heavier, patients have consumer’s mindset has changed multifaceted ways to drive program (VBID). This strategy helped
important decisions to make about related to health and fitness. Dr. success. coordinate care for the State of
how they spend their healthcare Brown especially noted how this Connecticut’s health plan members
dollar. Given this climate, it stands mindset impacts the consumer at The theme of consumerism and drive them to services providing
to reason that consumerism was on work, and how employers must continued with a discussion entitled, the most value. Karen Possidente-
the minds of healthcare professionals adapt accordingly. She aptly noted “Personalized Communications Leibiger, MBA continued, informing
gathering prior to HERO Forum that to engage these health and and Real-Time Interventions Using the group on how using a technology
18. In October 2018, the pre-Forum fitness-minded individuals, healthy Consumer Health Informatics,” platform pulled the short lever
sharing successful strategies (individual level) in executing the
Healthcare Summit convened around habits must be easy to follow in
in engaging consumers. Ellen State’s VBID plan. This platform
the topic, “What do Consumers Really the workplace. As an illustration,
Beckford, PhD, MPH, explained the allowed Karen’s organization, Care
Want? Health System Transformation Dr. Brown shared her Wellness @
“lever” concept in driving behavior Management Solutions, to target
in the Era of Consumerism.” The Work program at Palmetto Health,
change. According to Dr. Beckford, member and PCP communications to
half day summit explored the a department-level intervention
the length of the lever needed to drive utilization of appropriate health
transformation of healthcare and how featuring application to participate,
drive change is directly related services.
consumerism shapes the future. initial assessment, tailored
to how far an individual is from
7
The summit’s final presentation solutions, real-time communications
focused on how the middle and technology, and storytelling can
managers of an organization can drive consumer buy-in and ultimately
impact a healthy culture. As Kaisa behavior. The healthcare industry is
Wieneke, MPH discussed, healthcare transforming, and consumers are in
workers traditionally focus on the driver’s seat.
the needs of others, even at the
detriment of their own well-being. As This year’s speakers included the
such, storytelling can be an effective following experts:
way to demonstrate the necessity for • Tim Butler, MS, Wellness Program
investing in health promotion. This Management Consultant,
concept that Cristin Cooney calls SelectHealth/Intermountain
Healthcare
“the why” is effective in encouraging
• Stephen Doyle, MS, MBA,
management and employees alike.
Sr. Director, Strategic Health
Elena Valentine, CEO & Co-Founder
Management Solutions, UPMC
of Skill Scout, noted that these stories Health Plan
can be shared in various ways. She • Rachel S. Brown, MD Medical
and her company have success Director of Health and Wellness &
using video as a medium to bring Family Physician, Palmetto Health
the stories to life. The climate of • Ellen Beckjord, PhD, MPH
consumerism reminds us that hearing Associate Vice President of
the voice of the customer is an Population Health and Clinical
important concept that organizations Affairs, UPMC Health Plan
must embrace. • Robert J. Krzys, JD Principal,
Strategic Health Solutions
The 2018 HERO Healthcare Summit • Karen Possidente-Leibiger, MBA
Vice President, Care Management
closed with table discussion
Solutions
synthesizing the learnings of
• Kaisa Wieneke, MPH Assistant
the day. Healthcare consumers
Director of Employee Well-Being,
may be patients, employees, or Mayo Clinic
even organizations. In this era of • Elena Valentine CEO & Co-
increased consumerism, these founder, Skill Scout
utilizers of services have choices • Cristin Cooney, MEd, MS, MCHES
in how they spend their healthcare Director, Occupational Health
dollar. The thoughtful dialogue in this Services & Team Member
summit demonstrated how targeted Wellness, Atlantic Health System
8
ENGAGING SUPERVISORS TO INFLUENCE EMPLOYEE WELL-BEING: WHY, WHAT,
AND HOW TO GET THERE
Kaisa Wieneke, MPH, Assistant Director for Employee Well-Being, Mayo Clinic; Assistant Professor of Healthcare Administration and Family
Medicine, Mayo Clinic College of Medicine
The perception of employee is more likely to have lower stress survey results have demonstrated their perceptions can potentially
wellness programs as a necessary and higher job satisfaction than that having a well-being champion enhance the employee experience
expense to reduce future health an employee without a supportive in a work unit, coupled with an and optimize the impact these
care spending has shifted to that supervisor.5 The quality of the organizational commitment to leaders can have in advancing
of a crucial investment for shaping relationship has been linked to employee well-being, is associated employee well-being initiatives.
organizational culture, building both employee outcomes and unit with better employee engagement,
brand equity, and facilitating the performance.6 job satisfaction, and a greater Methods
recruitment and retention of top perception of personal well-being. To understand the supervisors’
talent.1 To accomplish such goals, Mayo Clinic has recently taken a To build on these findings, Mayo perspectives, Mayo Clinic employee
organizations are focusing on bolder, more holistic approach to embarked on a novel approach well-being staff conducted
the shared responsibility of both their worksite wellness program to examine supervisors and how semi-structured interviews with
the individual employee and the and initiated a more organic their roles impact employee well- supervisors across the organization.
organization itself.2 This includes approach by exploring the various being within a work unit. Particularly, This qualitative method for research
the role of supervisors and mid- roles within an organization. A this new research was designed was selected to gain depth and
level managers as key influencers robust well-being champions to develop a more precise richness around key concepts. A
within the work unit for employee program was developed and understanding of the current semi-structured interview guide
engagement.3,4 An employee with studied based on the theory of barriers, needs, and perceived was designed to elicit information
a supervisor viewed as supportive social networks.7 Recent all-staff roles of supervisors. Understanding about how supervisors viewed
9
their role regarding employee Statements such as “I don’t think their personal well-being through team has developed an online
well-being, to identify barriers to that I can do that if it’s not affecting their own behaviors and their “Supervisor Toolkit” to retain ready-
participating in wellness initiatives their performance” indicated some level of engagement,8 we must made electronic communications,
and to determine resources that hesitancy to having a formal role. also consider the workplace resources, and recommendations
could better support supervisors in environment and level of for supervisors to integrate well-
encouraging staff engagement in Barriers from the supervisor organizational support as programs being into the work unit. Bringing
wellness initiatives. perspective included: high current are engineered to enhance these resources to one location
workload, ambivalence about employee well-being. allows for easier access since it is
We conducted twenty interviews promoting wellness, lack of support clear that supervisors are limited on
which were audio recorded, from leadership, lack of flexibility By gathering supervisor feedback time. Supervisors felt disconnected
transcribed, and analyzed in and control at work, and difficulty in a methodical manner, we with top leadership; therefore,
iterative phases by employee well- accessing onsite resources. have a deeper understanding the toolkit also emphasizes key
being staff and trained qualitative Qualitative feedback expanded of the personal experiences of messages from top leaders to
research analysts. The analysis on each of these areas to include this employee population which provide further reinforcement. In
included content log development statements such as employees may have been overlooked in a addition, recommendations focus
and open coding by a trained being “very, very dedicated to quantitative method of research. on issues which supervisors can
analyst to reveal key themes. More the patients. And they don’t take The supervisors’ personal control within their work unit since
formalized content coding using breaks.” Or, referencing supervisors’ experiences and stories provided lack of control was a stated barrier.
specialized software for qualitative perspectives of leadership, noting rich data for the employee well-
analyses was also conducted. that “sometimes leadership doesn’t being team to develop meaningful Understanding supervisors have
stop to look at managers and action plans to address supervisor limited time, additional opportunities
Results say, ‘Are we trying to implement and employee needs. for skill building should be
Supervisor responses were wide- too many things all at one time?” and have been integrated into
ranging regarding their perceived That the work culture may not The action plan was developed existing leadership courses at our
organization rather than creating
and desired role in promoting support well-being efforts is based on interview results and
new courses. Organizational
workplace well-being. They indicated by statements such as focuses on four main themes:
policies and safety protocols are
perceived their potential role “I’m not sure how much it would awareness and education,
included in institutional resources
as “being that role model” and be supported by their work peers.” leadership competencies, skill such as the “new hire checklist” and
encouraging staff to participate in Lack of knowledge about existing building, and prioritizing leadership “new manager checklist.” These
wellness activities. Twelve of the resources was often identified support. (See Table for details.) resources have also been updated
twenty supervisors felt it should be as a need, demonstrating the These four areas were developed to include a focus on employee
a part of their overall performance opportunity to increase awareness based on interview results. For well-being, thus establishing
assessment. However, others of current offerings. example, awareness and education employee well-being as a
had not considered it prior to the is a primary focus due to the lack of professional responsibility during
interview or did not feel it was a Implications knowledge determined by needs the onboarding process of new
part of their role for various reasons. While an individual can impact mirroring existing resources. The employees and managers.
10In lieu of the incorporation of well- References
Action Plan to Enhance Involvement of Supervisors for Employee Well-Being.
1. Terry PE. Autonomy and companionate love:
being into a performance review, do we need a revolution in employee wellness • Online supervisor toolkit with ready-
offerings? LinkedIn; 2018 March 14. https://www.
we recognize other barriers need linkedin.com/pulse/autonomy-companionate- made communications, resources, and
Awareness and Education
to be addressed first in order to love-do-we-need-revolution-employee-paul- recommendations to integrate wellness at the
terry/ work unit level
equip supervisors and establish 2. Shanafelt TD, Noseworthy JH. Executive
the culture. Meanwhile, an all-staff leadership and physician well-being: • Emphasis of well-being within institutional “new
nine organizational strategies to promote Leadership Competencies
survey that Mayo Clinic regularly hire checklist” and “new manager checklist”
engagement and reduce burnout. Mayo Clin
administers has a greater emphasis Proc. 2017;92(1):129-146. • Integration of well-being into Leadership and
3. Linnan L, Weiner B, Graham A, Emmons K. Organizational Development courses
on employee well-being with Manager beliefs regarding worksite health Skill Building
promotion: findings from the Working Healthy • Online supervisor toolkit resources to integrate
results being utilized to establish well-being in the work unit
Project 2. Am J Health Promot. 2007;21(6):521-
priorities for the organization and 528.
• Online supervisor toolkit highlights leadership
4. McCalister KT, Dolbier CL, Webster JA,
expectations for supervisors to Mallon MW, Steinhardt MA. Hardiness and quotes and videos
address areas of concern. support at work as predictors of work stress • Keynote presentations to well-being champions
and job satisfaction. Am J Health Promot.
2006;20(3):183-191.
Prioritizing Leadership and supervisors
Future efforts aim to replicate 5. Nielsen K, Randall R, Yarker J, Brenner S-O. Support • Online videos of top leadership promoting well-
The effects of transformational leadership on being
previous interventions2 which will followers’ perceived work characteristics and
• Engage leaders as executive sponsors for well-
further engage the supervisor. This psychological well-being: a longitudinal study.
being activities
Work Stress. 2008;22(1):16-32.
will include conducting additional 6. Gerstner CR, Day DV. Meta-Analytic review of
focus groups to gather direct leader–member exchange theory: correlates
and construct issues. J Applied Psychol.
feedback from employees within 1997;82(6):827-844.
7. Wieneke KC, Clark MM, Sifuentes LE, et
a work unit in order to create a al. Development and impact of a worksite
meaningful action plan to address wellness champions program. Am J Health
Behav. 2016;40(2):215-220.
burnout. 8. Berkland BE, Werneburg BL, Jenkins SM, et
al. A worksite wellness intervention: improving
happiness, life satisfaction, and gratitude in
The findings from this study health care workers. Mayo Clinic Proc Inn Qual
are intended to gently provoke Out. 2017;1(3):203-210.
9. Wieneke KC, Schaepe KS, Egginton JS, et al.
practitioners to consider the The supervisor’s perceived role in employee
perspectives of the target audience well-being: results from Mayo Clinic. Am J
Health Promot. 2018:890117118784860.
when developing initiatives and
allowing for their perceptions to be
combined with those of Mayo Clinic
experts and positioned alongside
known best practices for advancing
employee well-being.
Full results and interview quotes are
published in the American Journal
of Health Promotion.9
11GENERAL SESSION HIGHLIGHTS 12
RESEARCH PANEL PROCEEDINGS
Colleen Saringer, PhD, MEd, FVP Lead Wellness Consultant, Alliant Employee Benefits
Health and well-being initiatives of Finance and Economics, the Illinois Workplace Wellness employees in a treatment group
work; we know that. We also know University of Illinois; Kristi Rahrig- Study that led to headlines in the who were eligible were invited to
that it wouldn’t be a day in the Jenkins, PhD, MPH, Research news claiming, “once and for all, participate in a wellness program
world of “wellness” if we weren’t Program Manager, University of wellness programs don’t work.” Dr. and employees in the control group
combatting the naysayers who Michigan; and Megan Amaya, Goetzel reminded us that we know were not. From a non-significant
ever so eloquently stretch valuable PhD, CHES, Assistant Professor of this is false, and pointed out there findings perspective, they learned
research into a “newsy negative” Clinical Practice, Director of Health is value in this study right from the that average medical spend in
to generate online clicks. It’s the Promotion and Wellness, The Ohio start given it’s the first randomized the control group was not greater
reason why, year over year, HERO State University. Before looking to control trial (RCT) in a workplace (i.e. than the treatment group, and that
looks to Ron Goetzel, PhD, VP of the panel to discuss what makes the University) to ask the question: there were no differences in days
Consulting & Applied Research, the difference when implementing “Do these programs work?” To date, off (productivity) between the two
IBM Watson Health to help us see health and well-being initiatives in studies are often observational in groups. From a significant findings
through the literature to determine the workplace, Dr. Goetzel kicked nature which means control groups perspective, it was uncovered
what works and what doesn’t. off the session by sharing a short are not integrated, and participant that the employee morale in the
story of the individuals who devised data is compared to non-program treatment group was greater than
In this year’s much anticipated the field of behavioral economics. participants. that of the control group. This is an
General Research Session, Dr. Reason being, it allowed for the important finding given the constant
Goetzel led a panel that included segue into hearing from Julian Reif, Dr. Reif began with a high-level challenges the industry faces when
Julian Reif, PhD, Assistant Professor one of the lead researches behind overview of the study. In short, charged with explaining the value
13of a health and well-being initiative dimensions (e.g., financial wellness) “What can we do for you?” Over
within the workplace. In addition to at the University through a RCT. At time, many of these individuals will
sharing the results, time was taken this point, Dr. Goetzel pivoted with begin to participate. Although not
to discuss the study’s limitations. a comment to Dr. Reif that leading the exact prescription as defined by
Specifically, the results only took an RCT in the business world is Dr. Rahrig-Jenkins, Dr. Amaya noted
into account the first year of the an extreme challenge; companies that their approach is similar. Dr.
study. Also, Dr. Reif acknowledged will not participate. Dr. Reif agreed, Goetzel extended this question in
that what was being studied from noting that because of this, you a slightly altered manner to Dr. Reif,
a program perspective in his often have to turn to the best specific to achieving an outcome
university setting should not be evidence available, keeping in mind of interest. His response echoed
generalized to other organizations. that it may not provide the same what was previously summarized:
These limitations are important for level of certainty. “Meet the employees where
two reasons: 1) we know significant they are at/what their individual
effects in year one of any health Dr. Goetzel then directed a question needs reflect (e.g., paid time off
and well-being initiative are to Drs. Rahrig-Jenkins and Amaya for participation, or host the event
unlikely; and 2) if companies are about engaging those who are where the greatest congregation
intent on following evidence-based less likely to participate in program of employees exists in order to
initiatives, coupled with the goal offerings and/or are low wage remove attendance barriers).”
to meet the unique needs of their workers. Specifically, he asked
population, we must look deeper “How do you get them involved?” As the panel closed, Drs. Amaya
into generalization given one size At the University of Michigan, they and Rahrig-Jenkins addressed
does not fit all. take the approach of relationship where additional needs exist
building. In short, they target in research (e.g., Wellness
Following this overview, Dr. Reif focused partnerships with units that Champions), and expressed
rejoined Drs. Rahrig-Jenkins and have a high percentage of lower appreciation to Dr. Reif for his
Amaya to provide feedback on the wage workers and/or high health contributing literature. Dr. Goetzel
question: “How do you go about risks. Leveraging their wellness signed off with one final suggestion
designing and delivering health and champions, they work to build trust for Dr. Reif: “Next time, why not
well-being programs and what are with the employees who make up reconsider your headline for
some challenges?” Dr. Amaya, from the unit(s), which means they don’t the news. Rather than ‘Wellness
The Ohio State University, pointed come in with an agenda on what Programs Don’t work,’ how about
toward their nine dimensions of they’d like to accomplish (e.g., ‘Wellness Programs Significantly
wellness, noting that some are participation; a specific health risk). Improve Morale’.”
harder to tackle than others and Instead, they meet the employees/
that the challenge lies within the unit(s) where they are at during
opportunity to go deeper within the that point in time, by simply asking,
14FROM THE C-SUITE TO THE SHOP FLOOR: MAKING THE WORKPLACE WORK
WELL FOR EVERYONE
Elena Valentine, CEO, Skill Scout • Diana Han, MD, Chief Medical Officer, GE Appliances • Shane Jackson, President, Jackson Healthcare
Reported by Barbara Tabor
Elena Valentine employees realize incredible health People want to bring their whole realistic. This is where ethnography
“I’m Elena and I’m a workplace results because of the culture selves to their jobs because they comes into play. Ethnography
geek.” What I love about exploring their leaders have created, which work so many hours and give so is a research method to help us
careers and the world of work is ultimately makes them very loyal much to their jobs. The separation understand how people live their
the people who make up these to the company. Many of these of work and life is disappearing, so lives. This, in essence, is what
companies and the stories they employers truly “get wellness.” we tend to bring our personal life “Undercover Boss” does. This is
have to tell. Somehow, I have They realize it’s not a nice to have, and well-being to work and vice what we do at Skill Scout and it’s
finagled a career of researching it’s a must have, especially when it versa. what workplace wellness needs.
and celebrating other people’s comes to attracting and retaining
works and have been in every employees and meeting the While research and data are very There are three types of
type of workplace as we work with needs of workers who are nearing important, it only gets us so far ethnographic mindsets:
companies around the world to retirement and millennial workers. because wellness is personal and 1. Get out of the armchair. If you
create videos that tell their brand And the reason they have this personally charged. When we want to understand how a lion
and culture stories to potential understanding of their workforce look at data, we ask the question:
hunts, you don’t go to the zoo,
employees. and of workplace wellness is “How can we bring this to life for
you go to the jungle. How can
because they spend a whole employees?”
you immerse yourself in your
We have grown our business by lot of time on the shop floor and
working with small and mid-sized they know all of the jobs because For large employers, spending workplace environment?
industrial companies. We have seen they’ve done all the jobs. time on the shop floor isn’t always
15Dr. Diana Han Dr. Han leads the health services team at GE Appliances and is
responsible for the onsite delivery of occupational and preventive health services
and programs, health benefits, lead management and health improvement. She is Elena Valentine, CEO, Skill Scout Elena is a designer by training but
trained in internal medicine at Mass General. has a research background. She is founder and CEO of Skill Scout and is an expert
storyteller. Skill Scout’s job is to bring jobs to people and to help employers attract
GE is a Haier Company that is based in Appliance Park, Louisville, KY with 12,000 the right workforce.
US employees and 80,000 global Haier employees at multiple factories around the
globe.
“You cannot be what you cannot see. I represent a generation that ranks industrial
jobs as dead last in career choices. We go to schools where shop classes and jobs
“ Being on the front line and in the trenches with our employees who could be front-
line workers or executives in a manufacturing setting is about either eating my own in these areas are seen as less than. What attracted me to manufacturing is that their
dog food or drinking my own champagne, depending on the day. We have a very di- leaders have been our biggest advocates and they have wonderful stories and such
verse population within our workforce — some who have hourly jobs without flexibil- passion for their industries. I continue to admire that and I look to them as some of
ity and others who have all the flexibility in the world. We can focus on a single lever the best leaders I’ve ever known. ”
”
to try to shift costs, but if we aren’t focusing on improving care, it’s a fool’s errand.
2. Zip your mouth and watch and understand how others are how they feel and to bring the happiness and well-being in every
listen. Learn how to sit back and feeling and what their experience data to life. home. We had to think about how
listen and foster space with your is. This can take the form of This approach is already working to we were going to achieve this
workers. “show me” and “tell me.” And improve health outcomes and it all lofty purpose. Since launching
3. Embrace the unexpected. You look at what can be learned from starts with you. As an ethnographer, this purpose, we have become
may come in with one hypothesis analogous experiences (what can you are ultimately a storyteller the fastest growing appliance
manufacturer in North America.
and realize that it’s wrong or we learn from others who are and you are fostering a culture of
We’re gaining share in a difficult
that there are eight potential outside of our daily experience). belonging and sharing. It starts with
market, so something has changed
hypotheses that could be true. 3) Walk in their shoes. What if you us and we have to ask ourselves
for our employees as we are
were to experience what it’s the questions: What are my tracking to this different purpose.
Different methods of ethnographic like working on the shop floor definitions of wellness? What are
research: or visit them at home. When we my own barriers to wellness? One of our guiding principles at GE
1) See. Simply watch and take notes started Skill Scout, we applied is “Happiness and well-being start
and gather context based on for hundreds of jobs, just to Diana Han
with our GEA Family.”
how people behave. Sit in the experience the frustration and At GE, we make appliances, but
lunchroom and watch how people the journey of people who are in what are appliances these days?
Having and communicating a
are selecting their food and what the job market. Today, appliances are connected
and do much more than perform guiding principle is paired with a
they are doing on their lunch 4) D
rop the pen and pick up a deeper commitment to all aspects
a simple function, thanks to the
break or before and after the camera. Let people share in their of our employees’ health and
Internet of Things.
workday starts. own words what their experience well-being, including the physical,
2) Experience it and gain empathy. is like so executives can see emotional, social and financial
In 2017, we defined a new purpose
Be able to feel and inherently what employees are saying and for our company: To enable health of employees.
16Shane Jackson Shane is president of Jackson Healthcare, which is made up
of 17 companies and 1,400 associates. Jackson Healthcare provides temporary and
permanent staffing for healthcare workers and services across the country. He was
named among the 100 most influential people in the staffing industry. Shane spear-
headed a nonprofit organization called ”Connecting Kids and Care,” and is author of
the book “Fostering Culture.”
“One thing we apply to our business model is a “return on investment in giving”
rather than a traditional ROI. The time we invest in this is a real asset and believe we
should hold this to the same standards as a traditional business investment because
there can be tremendous value in giving. The business case for volunteering and
exposing your people to the gift of service and how these experiences can change
your perspective and change your view and perspective on your customers. ”
We offer primary care and One of the reasons I still see We don’t approach wellness with Jackson Healthcare offers an onsite
occupational health onsite, mental patients is so I can continue to the hubris that “we’re going to clinic for employees and families,
health and therapy, onsite physical “feel the real.” Being embedded change you,” but with the goal to as well as an onsite pharmacy and
therapy and personal trainers, case/ with your population is incredibly better understand how to work mail order Rx, onsite and mobile
care managers, an onsite clinic, important because when things with and support employees and screening units, virtual care, onsite
disability insurance, workers comp break down for an employee, you understand what they want, where golf course (mini golf), onsite
and FMLA. WellWithin is the brand
are better equipped to support they come from, and how we can cafeteria and healthy food with an
for our well-being program and our
them because you understand what meet the rhythms of their daily lives emphasis on locally grown produce.
motto is “Making the workplace
their work and home situation and the shop floor. “Love Lifts” is a community initiative
work well for everyone.” This
means: might be. that we embrace as a company and
• Reframing the “why” of work and Shane Jackson we expect all employees to spend
transcending our purpose. At the end of the day, an “office” The mission of Jackson Healthcare at least one day in community
• Meeting employees where they can be a service delivery person’s is improving the delivery of patient service each year.
are. van, or a salesperson’s car, or a care for the lives of everyone we
• And fitting wellness organically home office, or a traditional office or touch and that manifests itself in One of the questions we get is “Is
into the natural rhythms of the shop floor. This means that what we many ways. We are the third largest it worth it?” And while that can be
workplace. offer has to be available in different healthcare staffing companies in the a difficult question to answer, I can
Our programming must be formats, across different channels, country with 1,400 associates and point to some specific outcomes,
culturally tuned to deepen inclusion and we have to be super culturally 6,500 clinicians in all 50 states and including:
and diversity and to enhance tuned so what we do resonates we see 6 million patients at 2,000 • 82% of employees completed
connectivity among people, and it
with who people are and where healthcare facilities nationwide their HRA.
must be owned by all functions.
they are in their lives. each year. • 70% are fitness center members.
17• 80% use onsite clinic and and was able to reach great levels actions we take in the workplace. and thinking about that for the long-
pharmacy. of success. When you achieve Our values and beliefs drive the term, that creates an atmosphere of
• Our annual healthcare cost success that way, you can either decisions we make, which inform wellness.
increase is less than ½ the have a sense of pride in who you our culture.
industry average increase. are and what you accomplished or Of all the levers you have to impact
• We’ve seen half the amount of you can have compassion for all Jackson Healthcare values: people’s behavior, you have to start
employee turnover as the rest of human beings and understand how • Others first (put the best interests with their values and beliefs.
the industry. people at different levels of society of others before yourself)
• Our growth rate is double average feel and how people look at them. • Wisdom (implies a long-term
industry growth rate for 10 straight perspective)
years. As the founder of the company, his • Growth (keep getting better).
personality as a compassionate
To understand our business, you leader is what was imprinted on We have a lot of people who
have to understand my father. the company. We have no class are really aligned around these
My father had what most would system because no one is any more values and especially within our
consider to be a horrible childhood, important than anyone else. leadership. When people work
bouncing from one housing project with Jackson Healthcare, they say
to another until his uncle placed Shane’s definition of culture: The they have the opportunity to work
him into the foster care system. He atmosphere that results from the on something that’s bigger than
eventually ended up with a family actions a group takes to accomplish themselves. When you have people
that became my grandparents. My its purpose. Culture is generated who are really aligned and thinking
dad literally came from nothing by the decisions we make and the about what’s best for other people
18HEALTH AND BENEFITS LEADERSHIP PANEL: ACHIEVING WELL-BEING
THROUGH COLLABORATION AT ALL LEVELS
Moderator: Seth Serxner, PhD, MPH, CHO & SVP of Population Health, Optum • Panelists: Marleece Barber, MD, CMO, Lockheed Martin • Betty Jo
Saenz, MBA, MPH, Director, Benefits, DHL • Kim Beck, Senior Benefits Professional, LabCorp • Reported by: Roshi Fisher, MPH, CPH, CHES,
Sr. Consultant, Lockton • Heidi Guetzkow, TRS, National Program Manager, Lockton • Sarah Smith, Sr. Consultant, Lockton
Seth Serxner opened the session retire and meet personal life goals. and ancillary benefit offerings in and have a BMI of 29.9 or less.
by asking each of the panelists Lockheed Martin’s well-being their wellness, life and disability To reach these goals, LabCorp
to provide information about strategy 2.0 incorporates emotional programs. provides a variety of resources
their organizations and how they and financial wellness as central and tools including online wellness
approach health and well-being. components of the program. Kim Beck - Laboratory Corporation programs, health coaching, disease
of America, Holdings (LabCorp) management, Weight Watchers,
Marleece Barber - Lockheed Betty-Jo Saenz - DHL LabCorp is a global life services EAP and fitness reimbursement
Martin DHL is the world’s leading mail company with nearly 60,000 programs. The organization
Lockheed Martin has over 100,000 and logistics group which employs employees worldwide. The has seen favorable results in
employees and is the largest approximately 520,000 employees organization sees more than 115 employees quitting smoking and
defense contractor in the world. in more than 220 countries million patients each year and managing their weight.
Their mission around health and throughout the world. DHL focuses supports clinical trials in 100
wellness is to create a population on these well-being themes: live countries throughout the world. Serxner facilitated the conversation
of educated healthcare consumers. more, do more, play more, learn The foundation of LabCorp’s with the panelists with a focus
Communications include how more, plan more, be more. They wellness program is built on on the Forum’s theme, From the
health impacts the employees’ take a holistic approach to well- rewarding employees for meeting C-Suite to the Shop Floor: Well-
bottom lines and their ability to being by integrating health care specific goals: to be tobacco free being for All.
19Manager Buy-In and Engaging Engaging the safety leader has help your family life? How does
Leaders proven to be a successful strategy. your mission make Lockheed the
At DHL, both managers and best company? With the war on
employees needed to know why At LabCorp, leading by example is talent, it is more important than
they are being asked to participate paramount. Leadership was very ever for the organization to score
in well-being activities. To gain buy- receptive to show their support high when employees are asked if
in companywide, the organization of the well-being program by the organization cares about their
focused on being transparent and creating videos of them engaging health and well-being.
using very direct communication in health and well-being activities.
strategies. For example, when DHL Leadership embraced the need to LabCorp is shifting focus to well-
wanted more employees to have visibly support the program and being with a strong tie into the
an annual physical, the messaging honestly share the message that company mission. The well-being
indicated healthcare costs were wellness creates company savings. program impacts employees’
increasing and completing lives and that message should be
preventive care can help lower Diversity in the Workplace delivered effectively to employees.
costs. Transparent messaging Lockheed Martin’s various affinity Healthy competition is a motivator
provided clarity to employees groups are embraced and companywide, therefore efforts
and gave managers what they supported as part of the fabric are underway to tie the program
needed to allow participation. DHL of the organization. Recently, into business units’ performance
utilizes more than 15 methods the organization invited select metrics. LabCorp is currently
of communication to maximize members of these affinity groups to considering program inclusion of
reach across the employee base. join in the benefit planning process. spouses to support employees both
Communications are crafted with Having employees at the table inside and outside of work.
the following questions in mind: brought different perspectives to be
What is important to employees and considered and a new way to view DHL is considering how benefits
why? What is the reason employees issues of diversity and inclusion. and wellness are unique to each
would participate in this initiative? employee. They are also working
Embracing Well-Being - What’s to align the well-being program to
At Lockheed Martin, managers Next? corporate objectives; it is clear the
are motivated by productivity; if Lockheed Martin wants employees program has improved employee
the well-being program can be to live their best lives and strives health and productivity, enabling
tied to getting products out on to enable them to do so. The DHL to deliver packages more
time they will more likely support approach is mission oriented – effectively, on time and with fewer
the initiatives. Managers listen to employees are asked questions safety concerns.
messaging relative to occupational such as: What is your personal
health, absenteeism and safety. mission? How does your mission
20IS WELL-BEING A SKILL THAT CAN BE TRAINED? HOW THRIVING IS ACCESSIBLE
FROM THE C-SUITE TO THE SHOP FLOOR
Eric Langshur, Co-founder and Managing Partner, Abundant Venture Partners; Co-founder and CEO, AVIA • Reported by Barbara Tabor
The human mind is an incredibly fact, neuroplastic and can reform • Negativity bias. We are 70,000 thoughts per day and that
powerful thing. The way our brain itself and generate new neural conditioned to remember the bad 90 percent of those are recurring
functions influences how we feel connections throughout our lifetime. over the good. When it comes thoughts and 80 percent have a
emotionally, which influences the This means the brain has the ability to avoiding things that can harm negative tinge to them and it’s not
way we feel physically and how to compensate for injury or disease us, this can serve a purpose. surprising that many of us are in a
we perform in all areas of life. And and to adjust and reshape itself to However, it also can cause us to constant state of anxiety. And the
here’s the kicker: By understanding respond to new surroundings or fixate on our failings or things that Modern Secret is: We’re all in it
a few basic principles we can situations. So, you can, in fact, teach might have been. together.
retrain our brains to respond to an old dog new tricks. • Time travel. Humans are the only
environmental cues in ways that species that time travel, in that This plays out in several ways in
foster good health and well-being. This is extremely important because we’re constantly thinking about society. Take social media, for
humans share three common the future and the past and are example. No one plays their B side
The beauty of the basics and the biological realities: constantly running simulations of on social media, which leads us
idea of neuroplasticity •V
igilance and anxiety. Our brains what went wrong and what could to constantly compare our lives to
It’s a commonly held belief that are conditioned to be on high go wrong in various situations. those in our extended social circles.
we lose brain power and function alert for danger and to fight or flee And if our B side isn’t as impressive
as we age. However, science things or situations that may harm Add to these shared realities the as our neighbors’ it can make us
has shown us that the brain is, in us. fact that the average person has feel anxious and depressed.
21As a nation, we are impaired: 1 in 7 can do in life is breathe. When we shown that productivity increases, And because we understand the
people suffer from a sleep disorder, take the time to practice a “four- we’re more energized and overall, science of behavior change, we can
1 in 10 are addicted to alcohol by-four breath” we engage our we feel better. If you’ve ever heard develop cues that will trigger better
or drugs, 1 in 5 have an anxiety parasympathetic nervous system, someone say, “I’m more productive habits.
disorder, and 1 in 4 suffer chronic which releases hormones that relax when I’m busy,” that’s because they
pain. When we’re feeling tired or us. Taking a four-by-four breath is are experiencing flow. According The three C’s of habit change
feeling down, it’s natural to look for a beautiful way to become present to a study by Marty Seligman of 1. Cue — Build cues into your
a distraction or something that will in a given situation because you’re 500 high school students, kids who day that support better health
take our minds off the way we feel. actually focusing on the moment. studied hard and were in multiple behaviors.
For a majority of people today, that And, it’s completely portable — you activities, years later had higher 2. Commence small — Implement
distraction comes in the form of can unpack and implement a four- well-being scores and had gone on small changes into your daily
our smartphone or mobile device. by-four breath anytime, anywhere. to college and had higher-paying routine and set incremental goals
It’s estimated that the average To make four-by-four breathing jobs. Studies have also shown that for yourself.
person touches their phone 2,617 a part of your daily routine, try the part of our brain that is critical 3. Commit — Once you decide
times per day. And what happens building cues into your daily routine. or negative and that asks nagging to make a change in your life,
then? We look at social media and For example, when you’re waiting questions is quieted when we are in fully commit. If you make a 99
see everyone else’s highlight reels in line for coffee or at the grocery flow state. percent commitment, you’re
playing and we feel bad about store, picking your child up after leaving room to negotiate your
ourselves, which causes us to seek school or extracurricular activities, The idea of meaning and purpose. way out of doing something, but
more pleasure, more distraction. It’s or waiting at a stoplight — these The average person is interrupted when you fully commit to a tiny
a modern cycle of addiction. are all perfect opportunities to more than 100 times a day and habit and you respond to the cue
stop, take a four-by-four breath and 80 percent of these interruptions you’ve established, you will be
While all humans share these three, center yourself. are self-imposed. But, it’s hard to successful.
potentially limiting, basic biological be purposeful about your work
realities, we also have the capacity The idea of engagement. or to not feel anxiety over a to-do
to change how we respond to our Engagement is anchored in list that never gets done when
surroundings and current situation. the concept of flow, which you live in a state of interruption.
Remember neuroplasticity? was first identified by Mihaly Thanks to neuroplasticity, we can
Consider the following concepts Csikszentmihalyi. Flow represents train ourselves to become more
that can help us change how we the state we’re in when we’re focused and purposeful in our daily
respond to stressful situations or doing work that is hard enough and work. The idea that we can agree
potentially harmful environments. ambitious enough that we have to attend to the things that matter
to pay attention, but not so hard and that we can train our brains
The notion of being present. that we get frustrated. When we is a wildly optimistic message for
One of the simplest things we function in this state, studies have health and well-being professionals.
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