Positive Health as a Win-Win Organizational Philosophy:
Shared Values-Shared Results
Realizing the promise and Competitive Advantage of a:
“Thriving, Healthy, High-Performing and
Sustainable Workplace and Workforce”
Edington Associates LLC
November 20, 2014
©2014 Edington Associates
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Natural Flow of a Population by: Risks-Costs-Age
Annual Medical
Costs
$11,909
$11,965
$10,785
$12,000
$8,927
$7,991
$9,000
$6,625
$5,710
$5,114
$7,989
$6,636
$4,620
$6,000
$5,212
$3,353
$3,800
$2,565
$2,944
$1,414
$3,000
$1,776
$2,193
$8,110
$4,613
$3,734
Med Risk
$2,740
Non-Participant
$0
19-34
35-44
45-54
High
$5,756
55-64
65-74
75+
Low
Age Range
©2012 Edington Associates
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Edington. AJHP. 15(5):341-349, 2001
Learnings from the First 35 Years
1. Risk status is related to costs
2. Excess costs are related to excess risks
3. Risks travel in combinations
4. Change in costs follow change in risks
Controlling risks leads to Zero Trends IF
people and organizations control and
maintain their risks
©2014 Edington Associates
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Vision from
Zero Trends
Zero Trends provides a
transformational approach
Populations throughout the
world live and work within a
thriving, healthy, high
performing and sustainable
workplace and workforce
Based upon over 900 Publications
and Presentations
©2012 Edington Associates
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Recommendations
for the Population
after 30+ years of
work 1977-2008
(Zero Trends)
Don’t Get Worse
Help the Low-Risk
stay Low-Risk
Help the High-Risk
move to Low-Risk
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Thought Questions
Think about “low-risk” individuals:
• Are all low-risk individuals the same?
Think about “successful” organizations:
• Are all successful organizations the same?
©2014 Edington Associates
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Relationship Between Annual Medical and Pharmacy
Costs and Wellness Score
$2817
One Point in
Wellness Score
Equals $56
$2,700
Annual
Medical
Costs
$2508
$2,200
$2369
$2087
$1800
$1,700
$1643
$1415
$1,200
65
70
75
80
85
Wellness Score
Yen, McDonald, Hirschland, Edington. JOEM. 45(10):1049-1057, 2003.
90
95
©2014 Edington Associates
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Challenge for 2015
How can we make today's outliers
tomorrow's norm?
What if anything will you do differently?
©2014 Edington Associates
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Current Trends in Impacting Populations
• Publicity supporting individual health strategies
• Health clinics in organizations
• Recognition of impact of environment, climate and
culture
• Financial incentives promoting extrinsic motivation
• Games, competition and collaboration
• Technology, apps and smart phones
• Increase number of wellness and well-being
programs
©2014 Edington Associates
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New Knowledge Driving Future Trends in Health
• The science behind thriving and positive outlook
• New insights in mind-body connection
• Forming good habits while replacing old habits
• The impact of context: Environment, Climate, Culture
and Social Support
• Cultivating intrinsic motivation
• Decision making, change, resilience
• New methods, measures and metrics
©2014 Edington Associates
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Redefining Success
for Individuals and Organizations
We imagine flourishing organizations whose criteria for
success is about more than just power and wealth
creation. Positive Organizational Health
We see a world where healthy, thriving and highperforming individuals are engaged in high quality
meaningful work, collaborating with creative and
inspired colleagues in healthy, thriving and highperforming organizations where they feel supported,
valued, and challenged. Positive Individual Health.
© 2014 Edington Associates
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Ask the Next Practices Questions
What are the Drivers of the Positive Outliers?
Current and advanced questions
• What are the drivers of positive health for individuals?
• What are the drivers of positive organizational health?
• What are the drivers of quality of life, vitality, energy?
• What are the drivers of happiness?
• What are the drivers of high-performance?
• What are the drivers of recruitment and retention
©2013 Edington Associates
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To Get to Alignment
Three Major Themes
Shared Values-Shared Results
Positive Organizational Health
Measure What Matters
©2014 Edington Associates
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First Major Theme
Shared Values-Shared Results
©2014Edington Associates
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Shared Values-Shared Results
SHARED VALUES – SHARED RESULTS™
Healthy Foundations
Pillar 1:
Senior Leadership
Pillar 5:
Measure What Matters
(Collaborate to Create
and Live a Shared
Vision)
(Continuous Evaluation
and Meaningful
Feedback)
Thriving
Individuals
Pillar 4:
Pillar 2: Positive
Recognition
Organizational Health
(Approaches that
(Support Positive Pillar 3: Positive Build Intrinsic
Outliers)
Motivation)
Individual Health
(Create Conditions for
Positive Outliers)
Aligned purpose,
values, mission
and vision
Healthy Environment
Healthy Climate and Culture
Healthy Relationships
At the Workplace
At Home, and With
Family, Friends
In the Community
©2014 Edington Associates
All
stakeholders
share value
Shared Values-Shared Results
Multidimensional Organizational and Individual Initiatives
Career development
Long-term financial security
Adequate and fair compensation
Safe working environment
Lifestyle and wellness
Flexible work schedule
Work-Life integration
Manager-Co-worker support
Satisfying and meaningful work
Two-directional communication
Gratitude giving/accepting
Recognize accomplishment
Build trust in co-workers
Build trust in supervisors
Build trust in management
Clear Job expectations
Job decision making
Reduce Job stress
Reduce 24 x7 availability
Meaningful work
Golaszewski, Edington. Worksite Health International. 4(2), 7-8. 2013.
©2014 Edington Associates
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Second Major Theme (1)
Positive Organizational Health
©2014 Edington Associates
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Learn from the Past: Known Barriers
Senior Leadership
Lack of support
Lack of clear vision
Operations Leadership
Supervisor lack of support
Lack of supportive culture
Incomplete communications
Self Leadership
Don’t understand why, what, how
Lack of self-efficacy
Lack of time, convenience
Recognize Strengths
Lack of positive recognition
Quality Assurance
Lack of feedback on progress
Lack of shared values, vision
©2013 Edington Associates
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Enterprise Wide Engagement
Culture and Environment
Engagement
Production
Safety
All Stakeholders
Best Place
to Work
Talent
Quality
Strategy
Communications
Internal and
External
Wellness
Wellbeing
All Managers
Senior Leaders
Marketing and
Branding
The whole is greater than the sum of the parts!!!
Edington-Pitts Champion Organizational Process
Prepare for
the Journey
Define Shared Values –
Shared Results
Measure What
Matters!
Develop Positive
Organizational Health
©2014 Edington Associates
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Edington-Pitts Champion Organizational Process
Prepare for
the Journey
• Are We Ready?
• Map the Territory
• Make necessary
course corrections
Define Shared Values –
Shared Results
• Where are
we today?
• Celebrate meaningful
milestones
• Where do we
want to go?
• Frequent feedback
to all stakeholders
• Comprehensive
evaluation plan
• How Will We Get
There?
Measure What
Matters!
Develop Positive
Organizational Health
• Maintain the
Momentum
• Inspire and Lead a
Movement
©2014 Edington Associates
• What do we
care about?
• Engage and Support
all Leaders!
• Provide Wellness
Resources and Support
for Self-Leaders
• Empower Others to
Make the Vision Real
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Develop Supervisors-Leaders (can you say Yes)
Essential Skills for Today’s and Tomorrow’s Leaders: for both
Appointed Leaders or Personal Leaders
1. Do people trust you?
2. Do you treat people with respect?
3. Do you treat people as human beings and not just
employees?
4. Do you have an interest in the growth of people?
5. Do people feel they have shared purpose, values, vision and
results?
6. Do people feel they are doing meaningful work?
©2014 Edington Associates
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Focus on Population Health
Organizational Intervention in a three year study with
population risk and time-away-from work results
Among the 13 different interventions:
Branding stairwells
Food offerings
Farmers’ Market
Wellness website
Know your numbers
Stairwell improvements
Walking routes
Farmers’ Market cookbook
Healthy choices at local Deli
Joint wellness committee
Results after two years: reduced absence days, reduced health risks
and improved environmental audit
Marzec, Golaszewski, Musich, et.al. International Journal of Workplace
Health Management. 4(3):200-215, 2011
©2014 Edington Associates
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Incorporate Determinants of Health
Supportive
Community
Individual
Thriving
Employee
Supportive
Family and
Friends
Supportive
Workplace
Living and ©2012
Thriving
Assessment
Edington Associates
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Positive Health for Self-Leaders: Beyond Low-Risk
Unknown
as now
Premature
Sickness,
Death &
Disability
High-Level
Wellness, Feeling
Chronic
Energy,
Feeling
OK
Signs
&
OK
Vitality
Symptoms
Self-Leader
Sustaining
Feel Good
Thriving
Low Risk
Energetic
Feel Great
Well-Being
Positive
Wellness
Organizational
Other
and Individual
Health
Edington. 1983, Modified 2008, Modified 2014
©2014 Edington Associates
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Multidimensional Characterization of Health
Intellectual
Physical
Personal
Characteristics
Spiritual
Mental/Emotional
Multidimensional
Positive Health
Languishing
Social
Enabling
Factors
Environmental
Occupational
Financial
Flourishing
What is SELF-LEADERSHIP?
Self-leadership is the process of
purposefully…
engaging in change
making thoughtful decisions
having resilience
which builds on strengths and
continuously
learning and growing
in thriving relationships
© 2012 Edington Associates
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Vision for Self-Leadership in Individuals
 Environment
and culture
 Social Support
− Colleagues
− Community
Personal − Family
Control
Purpose, Values, Mission, Vision
Optimism
Resilience
Self-Leadership
Confidence/
Self-efficacy
 Knowledge
 Health Literacy
 Negotiation Skills
SelfEsteem
Low-Risk
Meaningful Work
Vitality/Vigor
 Consumerism
 Engaged
patient role
Other characteristics: Change, Integrity, Trust, Thrive,
Enthusiasm, Ethical, Spiritual, Creative, Flexible, ...
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Fundamental Skills to Build Self-Leaders
Values

Purpose

Vision
Positive Outlook

Happiness

Brain Health
Focusing on
Strengths

Positive Reframing

Creating a Plan for
Change
© 2013 Edington Associates
Emotions &
Intuitions

Mental Shortcuts
and Biases

Environment
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What Determines Our Outlook?
Each of us is born with a
particular set point for our outlook.
Despite that fact, up to 40% of
your outlook can be influenced by
our intentional activities.
Intentional
Activities
40%
Genetics
50%
Happiness is within us,
what we choose to do,
is what we engage in.
Life
Circumstances
10%
Sonja Lyubomirsky, UC Riverside 2007
©2014 Edington Associates
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Workplace Practices
that Can Strengthen Outlook
Interventions that build positive states alleviate depression
Positive Mood Can be Increased by:
 Counting one’s blessings
 Committing acts of kindness
 Identifying and using signature strengths
 Remembering oneself at one’s best
 Working on personal goals
Emmons & McCullough, 2003; Seligman, Steen, Park, & Peterson, 2005;
Sheldon, Kasser, Smith, & Share, 2002
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Resilience
Resilience?
 Overcoming adversity
 Coping in a positive way
 Steering through stress
 Relying on faith to see us through
 Bouncing back when hard times hit
 Resilience helps deal with stress
 Anyone can learn to be more resilient
©2014 Edington Associates
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Evidence for Resilience and Positive Emotions
Resilience can help protect against
depression and anxiety.
People who report more positive
emotions in young adulthood live
longer and healthier lives.
Karren, 2013; Danner, Snowdon & Friesen, 2001
©2014 Edington Associates
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Optimism
Optimism
 Tendency to see the glass as half full.
 Expect good things from life.
 A feeling or belief that good things will happen in the future.
Optimism is functional:
 Defends us from feeling hopeless about the future.
 Reduces stress and anxiety.
 Enhances motivation to act and be productive.
Merriam-Webster; Optimism Bias, Tali Sharot 2011
©2013 Edington Associates
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Evidence for Positive Value of Optimism
Optimism can be measured and it can be learned.
(Martin Seligman. Flourish: A visionary new understanding of happiness and wellbeing, 2011; Lyubomirsky, King, Diener, 2005)
People who are optimistic or happy:




Have better performance in work, school and sports
Are less depressed
Have fewer physical health problems
Have better relationships with other people
(Seligman, 1991; Lyubomirsky, King & Diener, 2005; Gallagher, Lopez, & Pressman,
2013)
Optimism can protect people from mental and
physical illness, and improve subjective well-being.
(Taylor et al., 2000; Gallagher, Lopez, & Pressman, 2013)
©2014 Edington Associates
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Increase in “Positive” Disciplines (1)
Examining Positive Organizational Health:
 Positive Organizational Health – Study of positive
outcomes, processes, and attributes of organizations
and their members.
 Positive Leadership – Process of cultivating a positive
climate, positive relationships, positive communication,
and positive meaning.
©2012 Edington Associates
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Increase in “Positive” Disciplines (2)
Examining Positive Individual Health:
 Positive Psychology – Evaluation of positive emotion
(the pleasant life), engagement (the engaged life), and
purpose (the meaningful life).
 Positive Health – Examines positive subjective,
biological, and functional health.
 Positive Neuroscience – Explores the neural
mechanisms of human flourishing.
©2013 Edington Associates
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Evolving Practices in Workplace Wellness
New Questions:
 How do we help healthy people stay healthy?
 How can we help people thrive?
 How can we help create positive outliers?
New Solutions:
 Support the total population – including newly defined
healthy people.
Create thriving workplace cultures
and environments.
Redefine health for individuals!!
Redefine organizational success!!
©2014 Edington Associates
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Third Major Theme
Measure What Matters
©2014 Edington Associates
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Strategies in Medical Model or Positive Health Model
Positive Health Model
Medical Model
•
•
•
•
•
•
•
Focus on Weaknesses
Retreating from Sickness
Reduce stress
Reduce body weight
Focus on cost-avoidance
Focus on deficiencies
Other
•
•
•
•
•
•
•
Focus on Strengths
Running to Positive Health
Maintaining appropriate stress
Appropriate body weight
Focus on top line revenue
Build competencies
Other
©2014 Edington Associates
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Measure What Matters (1)
Beyond Measures of Healthcare and
beyond Time-Away-from-Work
Engagement
Happiness
Cost-Avoidance
Other
Loyalty
Health Status
Increased Revenue
©2014 Edington Associates
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Measure What Matters (2)
Beyond Financial ROI
Shared Values
Positive Individual Health
Retention
Collaboration
Noble Purpose
Other
Shared Results
Positive Organizational Health
Recruitment
Creativity
©2014 Edington Associates
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Measure What Matters (3)
Beyond the Measures of Physical Health
Multidimensional Health
Qualitative
Family & Friends
Other
Psycho-Emotional Health
Functionality
Community
©2014 Edington Associates
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Our ROI
• Negative trend with no cost shifting to employee
• 98% of exit interviews give highest marks for benefit
and wellness program
• Reductions in biometrics and labs
• High usage of primary care
• 85% generic prescription usage
• 17% less than PBM book on PMPM Rx costs
• Employee feedback
Kim Stroud Benefits Manager Manatee County Government at MBGH 09-17-2014
Final Word
Which is our Choice?
©2014 Edington Associates
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Visions for 2015 and Beyond
Options
Primary
Objectives
Primary Health
Strategies
Primary Outcome
Measures
Continue the
Current
emphasis
Decrease Cost:
healthcare,
disability, time
away from work
Decrease
health risks and
behaviors
Adopt Positive
Health as a
Win-Win
Organizational
Philosophy
Increase the total
positive health of
the population and
of the organization
Increase shared
values-shared
results, increase
the positive
organizational
health, and
measure what
matters
Reduced healthcare and
disability cost Higher
employee
performance
Less time away from
work
Appropriate healthcare
and disability costs,
happiness, vitality,
engagement, shared
values-shared results
and higher revenue
Next
Awakening
©2014 Edington Associates
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Thank you for your attention
 Phone:
734.998.8326 (USA)
 Email:
[email protected]
[email protected]
[email protected]
[email protected]
[email protected]
 Website: www.edingtonassociates.com
 Address: Edington Associates LLC
1300 Bardstown Trail
Ann Arbor MI 48109
©2014 Edington Associates
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