Next Practices in Work Site Wellbeing: Innovation Yields Success, Part II

A CBIZ-Edington series webinar beginning at 10:30 a.m. Central Standard Time Thursday Nov. 5, 2015.  Register now! 

Click on this link to sign up:  https://attendee.gotowebinar.com/register/4255320376114981890

Please join us for the second in a four-part series focusing on a sustainable approach to improving the wellbeing of your employees – a topic of value to any organization seeking to manage health care costs and increase productivity. Hosts are Dr. Dee Edington, health-industry pioneer and founder/chairman of Edington Associates, LLC, and Jack Bastable, CBIZ executive wellbeing consultant. Dr. Edington will draw on the wellbeing pillars described in his book, “Zero Trends: Health as a Serious Economic Strategy.” Honorees of the Edington Next Practice awards will be spotlighted throughout the series and offer practical, innovative ideas for developing wellbeing programs.Part II – Nov. 5: Recognition and Rewards: Helping to reinforce your organization’s culture of health. Featuring: Kaiser Permanente.

Who Should Attend: HR and benefits managers, executive and financial officersNov. 5 Webinar Start Time: 

11:30 a.m. Eastern Standard Time (EST)
10:30 a.m. Central Standard Time (CST)
9:30 a.m. Mountain Standard Time (MST)
8:30 a.m. Pacific Standard Time (PST)

CE Credit: None

Upcoming Webinars and Registration Links:
Part III – Nov. 19: Self- Leadership: Creating winners via health maintenance and improvement strategies. Featuring: NextEra Energy. https://attendee.gotowebinar.com/register/2943796518224852994

Part IV – Dec. 1: Great Beginnings: Recognizing organizations on the short path to becoming Next Practice innovators. Featuring: Barrette Outdoor Living, Schuff International, Special-Lite and Independent Group Home Living. https://attendee.gotowebinar.com/register/7432497763059431682

Recording of Part I: Quality Assurance (aired Oct. 22, 2015). Featuring: The University of Michigan MHealthy program.
https://attendee.gotowebinar.com/register/2155013473509440002

Attend any or all webinars. Note separate registration link for each.

Webinar details subject to change without notice.After registering, you will receive a confirmation email containing information about joining the webinar.View System Requirements

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Part One: Edington-CBIZ Next Practice Awards Series–Register Now!

Next Practices in Work Site Wellbeing:
Innovation Yields Success, Part I
A CBIZ-Edington series webinar beginning at 10:30 a.m.Central Daylight Time Thursday, Oct 22, 2015.

Register now!

Click on this link to sign up:

https://attendee.gotowebinar.com/register/2155013473509440002

Please join us for the first in a four-part series focusing on a sustainable approach to improving the wellbeing of your employees – a topic of value to any organization seeking to manage health care costs and increase productivity. Hosts are Dr. Dee Edington, health-industry pioneer and founder/chairman of Edington Associates, LLC, and Jack Bastable, CBIZ executive wellbeing consultant. Dr. Edington will draw on the wellbeing pillars described in his book, “Zero Trends: Health as a Serious Economic Strategy.” Honorees of the Edington Next Practice awards will be spotlighted throughout the series and offer practical, innovative ideas for developing wellbeing programs.

Part I – Oct. 22: Quality Assurance: Building a guiding framework to support an effective wellbeing program. Featuring: The University of Michigan MHealthy program.

Who Should Attend: HR and benefits managers, executive and financial officers

Oct. 22 Webinar Start Time:
11:30 a.m. Eastern Daylight Time (EDT)
10:30 a.m. Central Daylight Time (CDT)
9:30 a.m. Mountain Daylight Time (MDT)
8:30 a.m. Pacific Daylight Time (PDT)/Mountain Standard Time
(MST)-includes Phoenix & Tucson

CE Credit: None

Upcoming Webinars and Registration Links:
Part II – Nov. 5: Recognition and Rewards: Helping to reinforce your organization’s culture of health. Featuring: Kaiser Permanente. https://attendee.gotowebinar.com/register/4255320376114981890

Part III – Nov. 19: Self- Leadership: Creating winners via health maintenance and improvement strategies. Featuring: NextEra Energy. https://attendee.gotowebinar.com/register/2943796518224852994

Part IV – Dec. 1: Great Beginnings: Recognizing organizations on the short path to becoming Next Practice innovators. Featuring: Barrette Outdoor Living, Schuff International, Special-Lite and Independent Group Home Living. https://attendee.gotowebinar.com/register/7432497763059431682

Attend any or all webinars. Note separate registration link for each. Webinar details subject to change without notice.

After registering, you will receive a confirmation email containing information about joining the webinar.

View System Requirements

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Striving for synchrony in individual and organizational health By Deborah McKeever and Dee Edington

Many business leaders and corporate chieftains, and even some employees, define a company’s success primarily — and in some cases, only — in terms of rising sales and profits. The concept of maximizing profits for shareholder value is a legitimate goal, and to that extent, these metrics give them a high sense of accomplishment and satisfaction. But are the methods and tactics used to achieve merely those goals sustainable? Do they allow for the employee motivation and creativity necessary to maintain that high level of success?

For the past decade, research has found that the linkage between health and performance, at both the corporate and individual levels, is much clearer and much larger than we previously thought. We know how healthy behaviors and low medical risks contribute to a healthy and highly productive individual, and how individual and organizational health lead to greater financial and operational performance over the long term. That raises the question: How can an organization create this higher level of individual and organizational health to consistently outperform their peers and build sustained organization health?

The health of an organization is based on its ability to align around a clear vision, strategy and culture; to execute with excellence and to respond to market trends. Realize first that the future of the organization is not only in the hands of a few brilliant individuals, but in the hands, hearts and minds of many. None of us is as smart as all of us. Seeking broad-based input creates a feedback loop for success.

The place to start is by asking existing work teams (form them, if they don’t already exist) what they value and what is it about the organization that motivates and makes them enthusiastic about working with others. Compare those results with the stated values of the organization. Is there overlap between the two lists?

One place to compare those lists is employee health and wellness programs, which can be a metaphor for organizational wellness.

We long viewed health as simply the absence of disease. That definition changed between the 1950s and the 1980s, and we began thinking about health in terms of avoiding unhealthy behaviors and risk factors. Today, we understand that a healthy lifestyle comes from appropriate physical activity; proper nutrition; shunning tobacco products; moderate or no consumption of alcohol; sufficient sleep; control of blood pressure and cholesterol, and so on.

Not so long ago, those practicing wellness activities were viewed with a roll of the eyes, but now wellness is the norm by which people measure their health behaviors. In like fashion, it has only been in recent years that companies began thinking about being healthy organizations. In the 1980s, in no small part owing to increasing health care costs, wellness programs were created to give employees access to healthful advice and health-enhancement activities, such weight-reduction and smoking-cessation programs (and more recently Pilates and Fit Bit).

The programs were not immediately successful in attracting workers, but as the wellness concept grew, participation grew.

 The publication of “Zero Trends: Health as a Serious Economic Strategy” in 2009 introduced the concept of the five pillars of an organization as a way to connect individual wellness to organizational functions and the work environment, especially as it relates to a culture of individual health in the workplace. The premise is that you can’t have a healthy and sustainably high-performing organization without healthy and high-performing individuals — and vice versa.

 That’s one small example of the larger corporate culture that has happily changed with the times. Other aspects of corporate culture have been more resistant to change and modernization.

For too long, management made most of the decisions without fundamental discussions with employees. Changing that dynamic isn’t automatic, and discussions are needed to get a full understanding of employees’ values and management’s values, and to the extent possible, create synchrony.

Those values will likely not fully merge, but it’s necessary to obtain some level of overall agreement. We are learning, for instance, that employees want and need meaningful work, need to have some individual interactions and need to have work time to meet some of their physical-activity or mindfulness/quiet-time needs. There are many such considerations that typically haven’t been considered when job descriptions are written.

That’s where the concept of a “win-win” philosophy becomes the bottom line. Employees and management need to find small wins throughout the day, but even what seem like small wins for some may be large wins for others. Neither group should expect to win at all turns, but also not expect to lose at every turn, if there is to be buy-in.

In some cases, just a clear understanding of the other’s position will lead to wins, large and small. In other cases, there could be a need for the realignment of the work — or even management — style. There are no known “one-size-fits-all” solutions, so it will take a close working relationship to find that “win-win” scenario, and then constant monitoring to maintain continuous improvement.

Deborah McKeever is the president and chief operating officer of EHE International. Dee Edington, Ph.D. is chief executive officer of Edington Associates and co-author with Jennifer Pitts, Ph.D. of the forthcoming book: “Shared Values-Shared Results: Positive Organizational Health as a Win-Win Philosophy.”

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Edington Next Practice Award winners announced

Edington Associates and CBIZ Employee Services co-released this press release today:

Leawood, Kan. (April 13, 2015) – Edington Associates LLC, in conjunction with CBIZ Employee Services, a division of CBIZ Inc., today announced the winners of the 2014 Edington Next Practice Awards. This awards program recognizes organizations that are actively engaged in the pursuit of a healthy, high-performing workplace and workforce. As the public and private sectors seek new approaches and solutions to solve the country’s health care crisis, the Next Practice Awards highlight companies that demonstrate unique approaches to improving the wellbeing of workplaces and employees, and excel in innovation and initiatives.

“We are extremely proud of all the nominees, honorees and winners that participated in the 2014 Edington Next Practice Awards. Each of these companies truly exemplifies what it means to be innovative thinkers and leaders within their respective industry, as it relates to wellness,” said Robin Widdis, interim national director of wellness at CBIZ Employee Services.

The Next Practice Award nominees were considered in each of the following five core pillars: Senior Leadership, Operational Leadership, Self-Leadership, Recognition and Rewards and Quality Assurance.

The industry-expert panel of judges was free to recognize only those organizations that were truly engaging in innovative and creative initiatives; as such, they were not bound to award submissions in every pillar.

Applicants were asked to complete a pre-qualification survey to ensure that they met minimum criteria across all of the five pillars of an effective wellness strategy. Applicants who passed this survey were then required to submit a description of their initiative.

Judging considerations included enterprise effort and participation, organizational resources dedicated to the initiative, engagement rates, and outcomes such as employee satisfaction, health and wellness improvements, and productivity.

After careful evaluation by the judges, the 2014 Next Practice Award winners include:

  • Pillar III, Self-Leadership: NextERA Energy, Inc., Juno Beach, Fla.
  • Pillar IV, Recognition and Rewards: Kaiser Permanente, Oakland, Calif.
  • Pillar V, Quality Assurance: University of Michigan, Ann Arbor, Mich.

Another category, “Great Beginnings,” was also offered and recognizes organizations that are on the short path to becoming Next Practices. The Great Beginnings recognitions also followed the pillars of success:

  • Pillar II, Operational Leadership: Barrette Outdoor Living, Bulls Gap, Tenn.
  • Pillar III, Self-Leadership: McCormick and Company, Inc., Hunt Valley, Md.
  • Pillar IV, Recognition and Rewards: Independent Group Home Living, Inc. (IGHL), East Moriches, NY; Schuff International, Inc., Phoenix, Ariz.; Special-Lite, Inc., Decatur, Mich.
  • Pillar V, Quality Assurance: Barrette Outdoor Living, Bulls Gap, Tenn.

The 2014 Edington Next Practice Awards honorees in both categories will be featured in a series of webinars hosted by the sponsors sometime in the third quarter of 2015, where each will showcase its award winning program.

Business Contact:
Robin Widdis
Interim National Director of Wellness, CBIZ Employee Services
610- 862-2310
rwiddis@cbiz.com

Media Contact:
Jimmy Moock
Gregory FCA for CBIZ Employee Services
610-228-2125
jimmy@gregoryfca.com

About CBIZ Inc. (NYSE:CBZ)
CBIZ Inc. provides professional business services that help clients better manage their finances and employees. CBIZ provides its clients with financial services including accounting, tax and consulting, internal audit, merger and acquisition advisory and valuation services. Employee services include employee benefits consulting, property and casualty insurance, retirement plan consulting, payroll, life insurance, HR consulting and executive recruitment. CBIZ also provides outsourced technology staffing and support services, real estate consulting services, health care consulting and medical practice management. As one of the largest benefits specialists and one of the largest accounting, valuation and medical practice management companies in the United States, the Company’s services are provided through more than 150 Company offices in 38 states. Visit our website at www.cbiz.com and our blog, “Human Capitalizing,” at http://blog.cbiz.com.

About Edington Associates LLC
Edington Associates works with organizations to develop healthy and high performing workplaces and people for the 21st century. The Edington system helps employers become champion companies through research, experiences and solutions that build supportive leadership and healthy work environments, design and leverage effective health management programs and create timely and actionable plans to build a sustaining culture that we would even like our children to work in.

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April 9 webinar: ‘Wellness at the Crossroads: Dilemma or Paradox?’

UPDATE: This webinar has concluded, but you can still view a recording of the session and the presentation slides. Our entire webinar library from 2014 and 2015 can be found here.

Join Edington Associates CEO Dee Edington at 2 p.m. ET on Thursday, April 9, for a free webinar titled “Wellness at the Crossroads: Dilemma or Paradox?” (Register here) Continue reading

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Edington, Pitts co-author Corporate Wellness Magazine article

Edington Associates co-founders Dee Edington and Jennifer Pitts have co-authored an article that appears in the Winter/Spring 2015 edition of Corporate Wellness Magazine titled “Positive Organizational Health.” Continue reading

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National Success of Wellness, Including Well-Being (Part I)

The true nature of health is somewhere in the clouds. Over thousands of years, we have looked onto this cloud of health and have outlined definitions and dimensions of health that have served our purposes. Our definition of health has changed as our purposes and our measurement tools have evolved and as new information and knowledge are discovered.

eablog_collaborationThe term “well-being” has become part of our recent lexicon to reflect a kind of health described by fixed dimensions. Well-being has been expressed as PERMA (Seligman and his co-workers at the University of Pennsylvania), as the five essential elements proposed by Gallup, and by many others with their overlapping dimensions of health.

Together, wellness and well-being, by whatever definition, form a strong, on-the-ground combination to address the health and performance issues facing organizations and society in general. Between the combination of wellness and well-being and an acknowledgement that “Other People Matter[i]” and “Context Matters,” we create an implementation formula to begin to take our combined solutions to a much higher level within organizations and society. In essence, we have the common threads to contribute to thriving and flourishing individuals and organizations.

Wellness and well-being have been our objective since we realized that simply “…waiting for disease and then treating the disease…” is an incomplete population strategy. Wellness and well-being are two components of an evolving wellness profession and, as in any growth profession, we grow through our own research experiences plus the applications and findings from other disciplines. The names do not have to change to evolve the profession. In fact, changing or micro-defining names could create confusion.

Over the centuries, the roots of wellness have been grounded in noble, humanistic and philosophic approaches to life, living and happiness. We stand on the shoulders of Don Ardell, Ken Pelletier, John Travis, Don Vickery, Lewis Robins, Robert Allen and many others. We are also indebted to the Association of Fitness in Business and Industry and The Society of Prospective Medicine, which were both formed in the early 1970s. Over the course of nearly 30 years, these professional organizations provided the platforms for the initial development of the foundations of wellness and prevention. We are grateful for their commitment to the scientific and applied aspects of our field.

Perhaps we now need similar organizations to provide orientation for new entrants to the field and as a way to convey new knowledge and information and practical experiences. If not, we soon will be left with a lost foundational base and only being fed by provider companies, some with biased motives as evidenced by recent headlines.

Few, including those in this field, would have thought we would come so far so quickly. “Wellness” is now a household, government and organizational term, and “well-being” could be on the way to becoming so. In fact, when you investigate worldwide, well-being is probably more commonly used than wellness, although the definitions of well-being are not consistent.

Wellness (and now well-being) programs got pulled into organizations as a strategy for cost-avoidance from escalating healthcare costs and the costs of time away from work. Many providers of wellness and well-being programs capitalized on this intuitive solution and profited from creating various programs to meet the rising and expanding demand. After a 25-year detour into using wellness programs as a cost avoidance approach, our roots have begun to again come to the surface.

At Edington Associates, our objective is now to take wellness and well-being to a higher level within organizations: to evolve shared values and results as a core organizational strategy. This is the major objective in our upcoming book, Positive Health as an Organizational Strategy: Shared Values-Shared Results™, which is a sequel to what we introduced in Zero Trends: Health as a Serious Economic Strategy.

Over the past decade, it is clear that health, wellness and well-being have begun to achieve recognition in organizational visions and strategic plans. The realization that, “…we can’t expect to return a changed person back into the same environment and expect the change to be sustained.” This is, of course, true for any type of learning — be it leadership development, the creation of strong friendships or lasting behavior change.

Poor health is a wicked problem (multiple precursors, complex societal influences, etc.) in need of creative solutions that acknowledge and address its complexity. We can’t expect any single solution to be effective in creating sustainable change. The most reasonable solution is to respect all solutions because each solution will be the right solution for some single individual, group of people or an organization.

We are amazed by those who hold wellness and well-being responsible for single-handedly reducing healthcare costs. We may as well expect it to bring about world peace or eliminate global hunger. No groups promoting a single solution (medicine, prevention, pharmaceuticals, benefits, policy, “culture” change, etc.) should be so arrogant and no single individuals should be so naïve as to hold any one solution responsible when so many other fields have failed, if that is the term some want to use.

We all need to be on the same general page and all views should be respected as high value in relation to the questions being asked. Before we make statements or draw conclusions, we each need to be sure we clarify the question. Although there are some in our space who believe that one gets ahead by tearing down others and promoting themselves; health, wellness, well-being (by whatever name you prefer) are too important to become distracted by the negative attacks and self-serving, destructive rhetoric of a few individuals and at least one organization.

  • We believe we make progress by first embracing our combined strengths.
  • We believe collaboration is imperative and will be the new competitive advantage.
  • We believe in disruptive innovation, which we have encouraged for the past 10 years.

We should be proud of our legacy, celebrate our national and international successes and build upon our roots.

…to be continued in Part II

No one of us is as smart as all of us, and no one wins without all of us winning.

 

 

[i] Christopher Peterson, PhD

Posted in A Word from Dee Edington, Edington Associates | 4 Comments

Webinar: ‘Win-Win Organizational Framework’ on Feb. 26

UPDATE: This webinar has concluded, but you can still view a recording of the session and the presentation slides. Our entire webinar library from 2014 and 2015 can be found here.

Join Edington Associates co-founders Dee Edington and Jennifer Pitts for a conversation focused on the Edington-Pitts Win-Win Organizational Framework, the conceptual model for workplace implementation in their forthcoming book, Positive Health as a Win-Win Organizational Philosophy: Shared Values-Shared Results. Continue reading

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What’s right with wellness at the workplace?

BY DEE EDINGTON

In our new book, Jennifer Pitts and I explain that we believe success is more likely when the conversation begins with “what’s right.” The bad news is that “what’s wrong” are the negative outliers and, unfortunately, they get the public attention regardless of the subject line: business, healthcare, national news, politics, ethics… wellness.

dee_photoThe good news is that “what’s right” with organizations and individuals are the positive outliers. The wellness field will continue to emerge by paying attention to “what’s right.” With maturity of the field, the positive outliers will become the normal of tomorrow.

I believe there is no doubt that when the right organizational philosophy, environment, culture and climate are in place — and when individuals are ready — wellness at the workplace makes a difference in the organization and in the lives of its people. Obviously that statement is loaded with important assumptions, which makes it correct by definition. Two of the most important determinants of success are the state of the organization and the state of the people. Continue reading

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Next Practice Awards deadlines extended

CBIZ Benefits & Insurance Services, Inc. and Edington Associates announce the deadline for the Next Practice Awards pre-qualification process has been extended until January 15, 2015. Continue reading

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