dr. rosie ward's presentation - share - 021109
TRANSCRIPT
Activity-Oriented
Traditional Approach
• Mostly health focus
• Some risk reduction
• Little high risk focus
• Limited HCM oriented
• All voluntary
• Site-based only
• Weak personalization
• Modest Incentives
• Few spouses served
• Weak evaluation
Effectiveness Depends on Program Model
Program Model
Main Features
Primary Focus
C/B Ratio <1.0 3.0 >6.0
• Fun activity focus
• No risk reduction
• No high risk focus
• Not HCM oriented
• All voluntary
• Site-based only
• No personalization
• Minimal Incentives
• No spouses served
• No evaluation
Morale-Oriented
Quality of Work Life
• Add productivity
• Strong risk reduction
• Strong high risk focus
• Strong HCM oriented
• Some required activity
• Site and virtual both
• Strongly personal
• Major Incentives
• Mainly spouses served
• Rigorous evaluation
Results-Oriented
Population Health
Management
Monthly Illness & Negative Work Factors
Negative Work Factors
Disease Burden 1-3 Conditions
Disease Burden 4+ Conditions
0 Negative Work Factors 1.09 days 4.25 days
1+ Negative Work Factors
1.64 days Over a week
annually
5.56 days 16 days annually
Source: Gallup-Healthways Well-Being Index – Oct. 2008 Results
What Interferes with Productivity?
Source: Human Capital, Motivation, & Productivity, Health as Human Capital Survey (2007)
47%
25%
Value-Vision Dimensions
Value-Vision Dimension
Description Example
I (Intrinsic)
General capacity to distinguish the individuality, uniqueness, and intrinsic worth of self and others.
• Unique, individual aspect of people • Being in the moment • Infinite possibilities
E (Extrinsic)
General capacity to “see” and “do” with one’s values.
• Labels & categories • Very practical • Limited to what is known
S (Systemic)
General ability to think abstractly regarding rules, regulations, beliefs, and authorities.
• Concepts & ideas • Rules & regulations • Limited choices
Sustained Behavior Change
New Knowledge
New Skill Developed
New Behavior at Work
Instruction Only 90% 25% 5%
Add Demonstration 90% 50% 5%
Add Practice 90% 90-95% 5%
Add Feedback 90% 90-95% 5%
Add Coaching 90-100% 90-100% 95%
Cognitive Coaching Research (Stanford)
Giving <100% Effort at Work
Source: Rosalind Ward, Ph.D. (2008)
Under what conditions do you give less than 100% at work?