Posts from — August 2010

Create a culture of wellness within your organization

Develop Exemplary Management Support

In the most successful Wellness Programs, senior managers lead their organizations by example. and they work to ensure that the management structure not only allows, but actively encourages their employees to participate.

Organize a Wellness Advisory Team

Wellness committees serve as the eyes, ears, arms and legs of the program, representing peers ideas and concerns, and assisting reshape the organizational culture toward health.

Conduct an Assessment of Financial and Human Assets and Liabilities

Successful Wellness Programs are built upon a foundation of information, including claims review, demographic analysis of the workforce, management and worker surveys, health risk data, history of organizational wellness, and health benefit plan design.

Develop Obviously Reported Vision, Mission and Outcomes

Establish a clear vision of program direction, expectations and measures to answer the questions, “Where are we going and how will we know when we get there?”

Develop a Robust and Strategic Wellness Program

A multi-component plan should consist of strategically created and implemented awareness, lifestyle change, and supportive environment programs, as well as policies and activities that target appropriate health risk behaviors and needs of the staff members.

Identify an Incentive and Reward Strategy

Incentives show the organizational commitment to the program and motivate person to participate. Incentives vary commonly from program to program, but can include such things as time off, reduction in medical insurance premiums or co-pays, cash incentives, discounts to fitness clubs, free pedometers, etc.

Communicate to Employees

Your program ought to be simple and concise, use an identifiable brand, and rely on a variety of media to communicate with employees and managers.

Evaluate Outcomes

Evaluate program participation, satisfaction levels and behavioral change. You could want to track the number of workers’ compensation claims, productivity, turnover morale and absenteeism.

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Wellness Program – Management Support.

Develop Exemplary Management Support

Goal –  A Wellness Program established into the organization’s culture.

Focus –  Create support and excitement for the program from all levels of the corporation –   upper-level management, mid-level management, and grass-roots employees.

Obtaining  executive management’s buy-in is essential to launching an effective program. the staff members must understand that management is supportive of the wellness program.

Actions –

Create an Senior Management Executive Team to determine high-level decisions – positions that must be included are the Chief Executive Officer, Chief Operating Officer, Chief Financial Officer, Communications Officer, and other appropriate division-level managers and program experts, as necessary.

The Senior Level Management Executive Team will –

• Communicate to all levels of management about the program and drive the integration of the Wellness Program as a part of the corporation culture.

• Ensure that organizational resources are available for program planning and implementation.

• Make sure to encourage staff members to participate and to assist in “recruiting” other staff members, get the momentum going, and keep it growing.

• Share success stories within the business, and continue to raise the perceived value of participation.

Organize a Wellness Advisory Team

Goal –  Create a working committee that consists of workers and essential functional parts of the organization.

Focus –  to assist in reshaping the organizational culture to support employee-wellness activities by serving as couriers and supporters for the program.

Wellness Advisory Committees serve as an essential part of the infrastructure of your Wellness Program. the team members are the eyes, ears, arms, and legs of the program.

They represent their coworkers by sharing ideas and concerns about the wellness program.

Actions –

The Wellness Advisory Committee will –

• Make certain to work with  senior management and the Wellness Program coordinator in the design, implementation, and investigation of the program.

• Create methods to enhance the acceptance and success of the activities of your Wellness Program by encouraging staff member ownership of the program.

• Hold periodic meetings to keep the committee informed of upcoming plans and events and to provide feedback to the program coordinator about their thoughts, ideas, and suggestions, and those of their coworkers.

• Recommend policy and environmental changes that are aimed at bettering the health and safety of workers.

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Wellness Program – Vision and Mission.

Goal –  Create a baseline of information and identify human and organizational needs.

Focus –  Review a selection of information to better understand past and current conditions regarding health-care utilization, organizational culture, demographic overview, and health-promotion initiatives.

Data collection plays an important role in planning, monitoring, and assessing  a wellness program. It’ll also set the baseline for continued and future investigations of program efficiency, effectiveness, and feasibility.

Actions –

• Claims review (health care, pharmaceutical) –

• What have been the 10 most costly major disease categories in each of the past five years? What are the number of claims and dollars compensated for each?

• What have been the 10 most costly therapeutic courses of drugs in each of the past five years? What are the number of claims and dollars compensated for each?

• What have been the 10 most frequently prescribed and filled therapeutic classes of drugs in each of the past five years? What are the number of claims and dollars paid for each?

• Demographic analysis of worker population (may include dependents) –

• List your number of employees, by gender, for each of the past five years and the percentages of males and females by age groups.

• Think about any other factors that might have affected the health of your employees and their use of the health-care system.

This may include mergers, acquisitions, workplace trauma, staff member strikes, layoffs, early retirement offers, etc.

Management survey –

• Conduct surveys of mid-level management to understand their concerns and measure their level of interest and buy-in.

• Employee-interest survey –  Gather information to find out what the workers want and to measure the level of participation, satisfaction, and “success” of any previous activities.

Risk data (health-risk assessments) –

• is there any data from health-risk appraisals over the past five years?

Participation in similar activities –

• List and describe all wellness programs that have been implemented over the past five years, including participation rates.

Design of the health plan, and anticipated changes –

• Have there been any significant changes in the health plan’s design in each of the past five years, such as a change from an health maintenance organization to a PPO, increased co-payments or deductibles, or increased employee contributions?

Develop Clearly Reported Vision, Mission and Outcomes

Goal –  Establish a clear vision of program direction, expectations, and measures.

Focus –  Establishing a vision, mission, goals and goals to keep your Wellness Program focused toward its desired outcomes. It’ll answer the questions, “Where are we going?” and “How’ll we know when we get there?”

Actions –

• Identify two to five clearly announced goals. Make certain that your program is capable of having an impact in the area desired, and be certain that you’re capable of measuring that impact.

Example Goal –  Staff Members having access to healthier food options

• Establish two to five measurable goals that specifically state what your program is going to accomplish, by when, how, and how it’ll be measured.

Example Objective –  Modify all vending machines to include 50% healthy food choices.

• Identify several activities that’ll help you reachyour objective. Activities are very specific.

Example Activity –  Make certain to work with vending machine owners to identify healthy food options and restock with 50% of items that are healthier food options.

• Identify who is going to do what, by when, and what resources are needed.

Example Detail –  the Program coordinator will contact XXX Vending Business by September 30.

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Wellness Program Incentives.

Develop a Robust and Strategic Wellness Program

Goal –  A extensive Wellness Program plan.

Focus –  Development of a plan that consists of a selection of awareness, lifestyle change, and supportive environment program, policies, and activities that’ll target risk behaviors, needs, and interests of workers.

Your Wellness Program should provide an integrated, strategic approach specific to the needs, goals, and culture of your organization, designed throughout an annual cycle.

It’ll be important to review and revise existing policies governing such areas as smoking, vending machines, and the staff cafeteria. Also, it is useful to examine what corporate wellness or health-promotion activities are offered under your existing health-benefit plan.

Actions –

• Create activities based on your program objectives and the specific needs of your employees. Focus on those topics that are of greatest interest to your employees and the greatest needs of your company, in that order. Avoid topics with narrow appeal.

• Keep it simple. Design the program so it’s easy for the participants to understand and track. Let staff members focus their learning efforts on their own behavior, not on the rules and regulations of the program.

Also, simplify the program administration. Let people  record their own activities when possible; develop a mixture of self-reported activities along with verified activities.

• Integrate a combination of activities to include awareness, educational, and behavior elements. Link the activities throughout the year to allow for desired behavior repetition.

• Choose activities that every staff member can participate in.

Examples –

• Challenges –  Activities that focus on practicing a desired behavior and continue for 4-8 weeks and focus on specific topics (like physical activity, nutrition, or stress management).

• Learning experiences (seminars, videos, classes) –  One-time activities that last for a relatively short time and focus on a specific topic; these can precede “challenge activities” to prepare participants for behavior change.

• Behavior changes (such as use of tobacco cessation) –  Interventions may or may not be offered at the workplace; person should be encouraged to make lifestyle changes that they wanted to make even without the incentive.

• Illness management (support and education groups for diabetes and hypertension) –  These may  be provided or supported by the business through disease-management providers, or by community, health, or religious organizations.

• New skills (first aid, cardiopulmonary resuscitation) –  These might  be provided or supported by the corporation, or by community, health, or religious organizations.

• Screenings, wellness assessments, physical exams –  A wellness assessment provides the corporation with aggregate data that could be used in program planning and examination; preventive screenings and physical exams could be encouraged by awarding credits to workers.

• Program support (membership or leadership in wellness committee or challenge team) –  Reward those who work with you to help make your Wellness Program a success.

• Community events –  Reward participation in events like the Heart Walk or March of Dimes Walk; limit the number of these events that can be counted toward the annual total, and be selective about which events you allow to be counted.

Create an Incentive Strategy

Goal –  to motivate and reward worker participation and completion.

Focus –  Create a sense of interest in participation and completion of wellness activities.

Providing incentives and rewards will send an important message to the workers that the organization is committed to improving their health and will share the rewards that these changes will bring. It also plays a significant role in exciting person to participate.

Actions –

• Identify through employees what incentives they value most.

• Identify what incentives the organization can provide.

• Integrate your incentives into your benefits strategy.

• Ensure that every participant who achieves a goal receives some recognition.

• Offer participation incentives.

• Avoid offering incentives for the “best” or the “most.”

• Prevent rewards for biometric changes.

• Use incentives to promote your Wellness Program, through logos and branding.

Examples –

Compensated time off, reduction in health insurance premiums or co-pays, cash incentives, discounts to gyms, free pedometers, etc.

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Wellness Program Communication.

Goal –  Increase awareness of and participation in the Wellness Program.

Focus –  Promote the Wellness Program to employees to encourage participation in activities and benefits.

A well-designed communications strategy is paramount to successful program awareness and participation. Even a “world class” program design will not succeed if nobody knows that it is available or how to get involved.

Workers who do not get involved in the program ought to be doing so because they pick not to participate, not because they didn’t know about how, when, or where to participate.

Actions –

• Conduct a Resources and Communications Audit to identify internal and external resources available to support your Wellness Program, in addition to knowing how information will be disseminated.

• Keep the program simple and concise –  easy to peruse about, understand, and act upon.

• Build the brand; be sure it’s something that staff members can identify with. Add the brand to T-shirts, water bottles, mouse pads, stress balls, etc.

Use a variety of media –

• Print –  pamphlets, fliers, posters, banners, paycheck inserts, newsletter articles, bulletin boards, literature racks, post cards.

• Electronic – Web, intranet, e-mail, closed-circuit televisions, sign lines, audiovideo productions.

• Staff meetings and organization events; word of mouth.

• Use existing channels of communication – what works best in your company – and be sure to know about all points of contact and systems of distribution.

Timing for communications –

• Prior to activity to develop awareness and to educate.

• During activity to stimulate participation.

• After an activity to report results.

• Between activities to maintain momentum and interest.

Consistency of communications –

• Use branding; maintain a consistent look, feel, and tone of messages.

• Maintain this consistency throughout the program.

Surveys and forms –

• Collect information.

• Disseminate information.

Research shows that untargeted health-promotion campaigns have little long-term impact.                  

Chronic conditions, which rob individuals and families of their health and happiness, represent major costs to corporations in the form of health-care and disability costs, lost productivity, and absenteeism.                  

Wellness Programs should address risky behaviors that can help your staff members eat healthier, increase their level of exercise, help reduce stress, lower blood pressure and cholesterol, and quit use of tobacco. Wellness programs should focus on assisting staff members achieve and maintain their optimal health status.

Extensive worksite-health programs focused on changing lifestyle behavior have been shown to yield a $3 to $6 return on investment for each dollar invested. It takes about three to five years after the initial program investment to realize these savings.

Ninety-three percent of USA  businesses offer some type of health-promotion program for their workers, but is it the right type?

Main Kinds of Wellness Programs

Programs focusing on illness management. These programs monitor and treat specific diseases. Disease management follows the 80/20 rule –  80% of health-care costs are spent on 20% of employees.

Disease management is announced to have a $7 to $10 return on investment within a year. the 20 percent of employees requiring the greatest medical expenditures today are typically not the same 20 percent who will cause the greatest medical expenses a year or two down the road.

Programs focusing on health enhancement and risk management. These programs focus on lifestyle behavior change, and offer a $3 to $6 return on investment within two to five years, according to a 2004 report issued by the National Company Group on Health.

It’s important to note that a $3 to $6 return on an entire employee population produces a higher sum savings than does illness management.

Good Data Drives Good Business Decisions

• Based on more than 120 scientific research studies, the National Company Group on Health stated that, within five years of program implementation, overall benefit-to-cost ratios (return on investment) of –

• $3.48 in reduced health-care costs per dollar invested.

• $5.82 in lower absenteeism per dollar invested.

The Facts Speak for Themselves – Wellness Helps Reduce Costs

• A 2003 evaluation of one large U.S.  corporation found that simply helping staff members control their blood pressure (BP) alone can save $547 per individuals per year.

• Johnson and Johnson claims to have saved $38 million in health-care costs for its workers between 1995 and 1999 by promoting healthful lifestyles.

Health expenses lowered $224 per staff member per year (averaged over four years), and this rate improved over time. the business found most benefits in the third and fourth years after program initiation.

• A 2004 University of Michigan study of 23,500 General Motors staff members showed that nonexercising staff members claimed at least $100 more per year in health-care costs than exercisers.

The study  also reported that obese, sedentary staff members who began exercising at least twice a week reduced their costs by an typical of $500 a year.

• the Washoe County School District in Nevada estimated that, in a single year, it spent $300,000 on direct costs associated with obesity and $1 million for gastric-bypass surgeries. It instituted a weight-loss program that paid workers $10 per pound lost, up to 25 pounds.

Program participants missed three fewer workdays per year, producing a cost savings of $15.60 per program dollar spent.

Staff Time                  

Building a successful Wellness Program requires staff time as well as money. Some larger organizations may spend 20 hours per week for three to six months preparing all the steps prior to launching a Wellness Program.                  

Business Costs                  

Monetary costs can fluctuate commonly, depending on whether the business pays all costs, the employees pay all costs, or the costs are shared.                  

A 1992 study indicated that 28 percent of companies spent $5 or less per staff member, and 19 percent spent between $6-10 per staff member.                  

The Wellness Council of America estimates the cost per staff member to be between $100 and $150 per year for an effective wellness program that produces a return on investment of $300 to $450. A sample expenditure for various levels of programs include –                   

Program Type                  

A minimal (largely paper) program          $1 – $7         

A moderate program                   

A medium program with a few activities       $16 – $35            

A fairly extensive program             $36 – $75      

A very extensive, effective program       $76 – $112            

• the news is not encouraging. According to Company Week, family health-care premiums increased 49% from 2000 to 2004.

Another increase of 12-15% is expected in 2005. General Motors expects to spend $5.6 billion on medical costs in 2005, or 40% more than it earned in profits in 2004.

• More research shows that poor diet andlack of exercise are major drivers of increases in healthcare costs for employers. the number of obese adults has doubled since the 1970s.

• the rise in obesity has a significant impact on health-care costs. on average, 2002 health-care costs for an obese person were $1,244 higher than for a person with a healthful weight.

• Obesity is causing rapid increases in kind 2 diabetes and contributes directly to a 65% increase in diabetes treatment from 1987 to 2002. Nearly $1 of every $5 spent on healthcare in the United States is for a person with diabetes.

Treating employee healthcare as an investment, rather than a cost, can yield long-term dividends

• at least 50% of your organization’s health-care costs are driven by the lifestyle related behaviors of your employees, like smoking, poor diet, and lack of exercise.

• In the past 10 years, the annual return on investment for Wellness Programs has been as much as $6 saved for every $1 spent, doubling the return on investment of earlier programs.

• the average reduction in health-plan costs, sick time, disability costs, and workers’ compensation is more than 25 percent for well-designed Wellness Programs.

• Fit employees are more productive employees, with fewer sick days, fewer accidents, higher morale, and lower job turnover.

The concern for worker wellness is an increasing trend for American corporation. Why? the link between worker wellness and the bottom line is clear and consistent.

Businesss who integrate wellness in their overall goals find they experience decreased absences, better morale, decreased health risks, and decreased health-care costs.

The purpose of this guide to is to encourage and help you launch your own Wellness Program. If you already have a program, but aren’t receiving the results you expected, perhaps some ideas and best practices in this toolkit will help you and your staff members reap the advantages of a healthier workforce.

At least 50% of health-care expenditures are lifestyle-related, and hence, potentially preventable. Yet despite the $5,000 an average corporation spends on healthcare per employee each year, most corporations are spending less than 5% of that on medical testings and prevention.

The most robust meta-evaluation of Wellness Program studies shows something very exciting! It shows that Wellness Programs are not only effective at helping to reverse the rising spiral of health-care costs, but these programs are also becoming more effective. the typical cost-benefit ratio has increased from 1 – 3 for earlier programs to 1 – 6 today.

Simply put, the average reduction in health-care costs, sick time, disability costs, and workers’ compensation is more than 25 percent for well designed programs.

Corporate wellness provides a long-term approach for helping keep employees well. the single most vital thing you can do for your employees is to start a Wellness Program now.

Health coaching to facilitate the promotion of healthy behavior and achievement of health-related goals

Coaching has become acceptable to both business and person to help improve performance, manage stress and achieve work and personal objectives. Yet very few papers have been published with a specific focus on health and coaching.

This article highlights the possible role of coaching to facilitate the promotion of healthful behaviors and to help person achieve their health-related objectives.

Introduction to Health Coaching

The practice of personal, family, health, life, business, sports, performance and executive coaching has grown substantially since the early 1990s (Cockerill 2002, Fournies 2000, Neenan and Palmer 2001, Parsloe and Wray 2000, Peltier 2001).

Although the term “coach” has been borrowed as a metaphor from sport, it’s now applied to the personal and work domains. Thus the term “coaching” has entered into the public psyche beyond the sports pages of the national newspapers and is becoming usually accepted as advantageous to its recipients.

It can even be seen as trendy having your own personal life coach. Whereas, in the United Kingdom, there is still a stigma attached to seeing a counsellor or psychotherapist.

What’s health coaching?

There are many definitions of coaching. Four are summarized below –

1. Health coaching is unlocking a person’s potential to maximize their own performance. It is assisting them to learn rather than teaching them – a facilitation approach (Whitmore 1992, based on Gallwey, a tennis specialist).

2. Health coaching – Directly concerned with the immediate improvement of performance and development of skills by a form of tutoring or instruction – an instructional approach (Parsloe 1995).

3. Health coaching – the art of facilitating the performance, learning and development of another – a facilitation approach (Downey 1999).

Psychologists have developed another variation –  

4. Health coaching psychology is for enhancing wellness and performance in personal life and work domains with normal, non-clinical populations, underpinned by models of coaching grounded in established adult learning or psychological approaches (adapted Grant and Palmer 2002).

It can probably be assumed that these definitions ought to reflect the nature of coaching as practised by many practitioners.

Thus the key aspects of coaching, depending upon the model of coaching being applied, appear to include enhancing wellness, learning, facilitation, tutoring, instruction, development of skills and bettering performance. In addition, coaching is usually goal and solution focused (Grant 2001).

Health Coaching

Similar to health education experts, generally the coach takes an active and directive role. Usually, the coach assists the coachee to achieve their goals by facilitating the learning process.

If “health coaching” or “coaching for health” is the focus, the coach may help to educate the coachee on specific health-related topics and subsequently support them in achieving

Health Coaching –  Practice Briefing

Health coaching to facilitate the promotion of healthful behavior and achievement of their health-related objectives. as the term coaching is becoming acceptable to the public, the concept of health coaching can be more favourably received by a client group in contrast to attending a health education lecture.

An established health-related expert body, the Institute of Wellness and Education, provides a definition of wellness and health education in their constitution –

The practice of wellness and health education may  be described as the organisation and execution of the influences affecting the environment, in addition to individual knowledge, attitudes and behavior, in matters concerning health to empowering communities and individuals to maintain and promote personal and community health and well-being, together with a proper acceptance and use of the health and medical services available. (IHPE 2002)

This definition does not conflict with the general principles of the coaching approach, although its focus is on health and it can also be at the community level. This would be similar to stress or stress management coaching that is now available.

The International Stress Management Association (UK) has recognized the practice of this form of coaching for a number of years. It could be argued that stress management training and stress management coaching comes under the umbrella of the health education field.

Another expert body, the Association for Coaching (2003), includes both stress management coaching and health coaching on its website as “Speciality Coaching’.

Thus the term “health coaching” is entering into citizens awareness, although not necessarily among mainstream health education or promotion specialists.

Within the field of health, papers have been published on behavioral counselling which has been used to educate patrons with coronary heart illness (Steptoe et al 1999). Interestingly, the counselling is active and directive in nature and takes an educational approach which can be more accurately described as instructional coaching.

A tentative definition of health coaching is given below –

Health coaching is the practice of health education and wellness within a coaching context, to enhance the wellness of person and to facilitate the achievement of their health-related goals.

This definition attempts to link health education and promotion to the key elements of coaching.

Psychological Blocks to Change

Due to the personal nature of coaching it could include tackling the health-related psychological blocks to change which may be challenged in the individual or group coaching session.

These cognitive or attitudinal blocks to change could be divided into Health Inhibiting Thinking (HITs) and Health Enhancing Thinking (HETs).* Cognitive techniques such as Socratic questioning could be used to help a client to modify their thinking.

Health Coaching –  Final Thoughts

With the increasing interest in coaching, the introduction of “health coaching” or “coaching for health” might have an appeal across different generations.

Nonetheless, there’s a lack of published research that underpins the effectiveness of health coaching. Although many models of coaching exist (Bluckert 2003), the application of models to health coaching which take an educational approach, such as cognitive-behavioral or multimodal, may provide promising results (Neenan and Palmer 2001, Palmer et al 2003).

In our modern and hectic lives filled with the demands of family, work, and much more, it might seem challenging to tackle our wellness on our own.  

Many of us create goals that seem beyond reach and we cannot seem to stick to a specific wellness program for an extended period of time.  

With the numerous struggles that prevent us from reaching our optimum individual wellness, many of us would welcome the assistance and guidance of a professional wellness coach.  

A wellness coach is a trained expert who works with individuals to help them to reach their wellness goals by developing and starting personal wellness programs.  

A wellness coach is highly educated and typically maintains advanced degrees in areas like Exercise Physiology, Occupational or Physical Therapy, Athletic Training, and Nutrition.  

A wellness coach sets achievable goals for the client, holds them accountable, and acts as a guide, motivator, and support system for that individual.  They focus on behavioral change by using individually designed programs to meet the unique needs of the client while offering creative solutions to help them achieve their goals.  

In order to fully understand the role of a wellness coach it’s important to understand the various factors that involved in overall wellness.  The five major components of wellness are health risks, physical activity, stress management, weight management, and nutrition.  

A wellness coach focuses on each of these areas of wellness while meeting the specific needs of the client whether they’re attempting to lose weight, get in shape, reduce stress, or quit smoking.  

They evaluate a person’s needs based on a highly scientific study known as a Health Risk (Assessment|Appraisal} .  After a wellness coach has determined the specific needs of the patron, he or she is able to develop the wellness program, set achievable objectives for that individual, and monitor them while they reach success.  

Wellness coaches focus on physical health as well as mental and emotional health to create a balance in the patron’s life.  They not only work on assisting the patron with their current wellness issues, but they assist the patron to maintain their individual health by creating future objectives in their wellness program.  

Every individual has unique needs and time constraints that require attention in different ways.  A wellness coach provides convenience with their services by working with customers in a variety of ways.  

The patron and coach may use telephone meetings, e-mails and instant messaging (electronic coaching), face-to-face interactions, or a combination of these various forms of communication.  

Although electronic coaching is becoming the most well-liked method due to its lower cost and efficiency, each customer may pick the method or methods will work best for them.  

The wellness coach is available 24 hours a day through web-based communication to make it even more convenient for the client to reach his or her goals.  

Wellness coaches offer the type of assistance that fits the needs of each customer for make it easier for the customer to embrace their personal wellness program.  

Based on the convenience, knowledge, and assistance that is offered by a wellness coach, it is easy to see why more people  are taking advantage of these coaches to assist them in achieving their ultimate wellness objectives.  

How to Take Control of Stress and Improve Your Wellness

What’s Stress?

Stress is the emotional, physiological, and psychological effects caused by internal or external mental pressure.  It is an unavoidable part of life, but despite its negative connotation, it is not necessarily a bad thing.  

Stress might even be advantageous in cases when it enhances performance and assists individuals  to achieve challenging objectives.  However, when stress is excessive and causes a personal to feel loss of control, medical problems can occur such as headaches, tension, anxiety, depression, exhaustion, irritability, and digestive problems.  

When stress levels elevate to this point, wellness is compromised.  Individuals may seek the assistance of a stress management coach to help them take control of their lives and improve their wellness.  

Who are Stress Management Coaches?

Stress management coaches are educated professionals who create programs to assist person in developing coping strategies to manage stress and minimize the presence of stressors in daily life.  

Coaches explore the reasons why an individual may react in certain ways to various situations by using health assessments in addition to depression and anxiety screenings.  

After deciding an individual’s causes for their feelings, stress management coaches are better able to develop programs tailored to meet specific needs.  

Coaches set attainable objectives, act as a mentor and a support system, and use techniques that are most suitable for each specific individual.  

There are many effective methods to reduce stress, and stress management coaches can help you to achieve your goals to make yourself happier and healthier.  

How Controlling Stress Improves Your Health

When person are faced with chronic stress it begins to cause physical signs which could range in severity.  Chronic stress can weaken the immune system, hence making the individual more susceptible to colds and the flu in addition to more serious health problems like heart disease and diabetes.  

Wellness may also suffer because the maintenance of healthful habits is often diminished in priority in the presence of stress.  There are many helpful techniques that a stress management coach can help you create to protect your health from the dangers of excessive stress.  

Take Control

Stress could be as detrimental to individual health as a poor diet or even tobacco use when it is out of control.  Managing stress is an achievable goal and will definitely be a reality with the help of a professional.  

With a stress management coach person may work to accept that stress and act to manage it.  Learning to effectively deal with stress will improve current daily life and protect your wellness in the future.  

Do you find it difficult to stay motivated when attempting to make changes to your health? Are you aware that changes should be made in your daily life but you do not know where to begin?

Wellness coaches are trained specialists who work with you individually to help you reach your wellness objectives by developing and implementing personal wellness programs.  

They motivate, guide, and support you for reach sustainable behavioral changes by offering creative wellness solutions.  

Wellness coaches provide individually designed programs to meet your unique needs by focusing on physical, mental, and emotional health.  

They help you become proactive in your life by eliminating unhealthy behaviors and making wellness a priority.  

Advantages of Wellness Coaching for Your Employees

Workers can benefit  greatly from wellness coaching in a selection of ways.  Wellness coaching is one aspect of a wellness program that can help individuals decrease major health risks in their lives by changing high risk behaviors.  

Some of the many reasons why workers work with wellness coaches are to get in shape, lose weight, reduce stress, quit use of tobacco, and create balance in their lives. Wellness coaches assist person with current medical problems in addition to preventing future wellness issues.  

Because each program that a wellness coach creates is unique to suit the needs of the patron, they can be certain that it’ll be a program that is right for them.

Many busy staff members might feel that they do not have the time to spend working individually with a coach so these wellness specialists offer coaching sessions in a variety of ways.  

While electronic coaching through the use of e-mails and instant messaging has become a popular method due to its convenience, telephone and face-to-face interactions may also be used.  

Employees have the ability to achieve their wellness objectives and improve their health and well being through the assistance of their wellness coach.

Benefits of Wellness Coaching for the Company

The overall benefits of wellness coaching for a company are remarkable.  Staff Member high risk behaviors such as smoking and obesity cost companies millions of dollars every year.  

These high risk behaviors often cause avoidable disease and keep staff members from coming to work. Wellness coaches guide, support, hold patrons accountable, and ensure that they receive continued motivation to help them achieve their wellness objectives and eliminate unhealthy behaviors in their lives.  

By implementing wellness programs and using wellness coaching in their organizations, businesss reduce the risk of avoidable disease in their organizations.  

This improves the overall health of employees, decreases healthcare and insurance costs, decreases absenteeism, and ultimately enhances performance and productivity.  

When workers experience the advantages of higher levels wellness in their lives it causes an improvement in job attitude, energy, and morale.  

Businesses that utilize wellness coaching for their staff members experience the advantages of higher productivity.

Hiring a health coach will affect your life in more ways than you can imagine. the benefits of hiring a health coach are so great that even the biggest companies in the world are getting in on the action.

But before you get started, you owe it to yourself to consider the ways that your life will change. After all, anytime that you are faced with a major life change you should really consider everything that is going to be brought to the forefront.

There are three main ways that a health coach will affect your life. of course, everybody is different, but most often these details will come into play.

And the good thing is that they are all advantageous to your life in one way or the next. In other words, hiring a health coach isn’t something that will have a negative impact on your lifestyle.

A health coach will help you to take the way that you look and feel to the next level. Not only will this help with the way that people  perceive you, but it’ll also do a lot for your inner emotions as well.

When you look better and feel good about what you are doing, this is going to show in the way that you act in addition to the way that you see yourself. All in all, a health coach will allow you to gain more self esteem than you ever thought possible.

You only have one life, so making the most of it’s important. A health coach will be certain that you’re doing what is best to help you live a long and healthy life.

This may  be the largest impact that a health coach has on the way that you live. After all, when minor changes in your lifestyle can help you to live healthier and longer you would be a fool to pass this by.

In most cases, working with a health coach will change the way that you see the world around you. Do not forget, not only do they take great pride in shaping your body but the same thing holds true when it comes to your mental state.

Not everybody could be a model, but everybody can feel good about themselves. With a health coach, you will realize the good that is within as well as the good in others.  

A health coach can and will affect your life from day one. If you’re looking for a positive influence to shape your mind and body also help you to live healthful, a health coach is right for you.