Fisher Institute for Wellness and Gerontology Jane Ellery, Ph.D. Director of Wellness Management Ball State University.

Fisher Institute for Wellness and Gerontology

Jane Ellery, Ph.D.Director of Wellness Management

Ball State University

My “Journey”

BA, Purdue – Movement and Sport Science MA, The Ohio State University – Exercise Physiology

(Cardiac Rehabilitation Focus) Experience:

– Work Physiologist– Cardiac Specialist– Cardiac Rehabilitation Coordinator– Worksite Health Education Director– Managed Care Preventive Health Consultant– Worker’s Compensation Exercise Consultant

PhD, University of South Florida – Public Health (Community and Family Health)

Wellness Management and Integrative Health

Jane Ellery, Ph.D.Director of Wellness Management

Ball State University

How do you manage the process of living well?

The Wellness Journey…

Simplify your stuff Simplify your diet Simplify your exercise Watch your thoughts Rest your mind Search for meaning

and purpose Serve others… it’s

good for you

Individual Change Alone is Not Enough…

Successful Wellness Management…

Requires the integration of wellness at multiple levels; including:– Individual (empowering individuals to take charge

of their personal well-being)– Organizational (health enhancing policies and

programs)– Environment (designing and building healthy

environments)– Community (Working with others in the

community to improve the health of the Nation)

Broad Approaches to “Health”

Health Promotion Prevention, Early Detection, and Risk

Reduction Wellness

Your Definition of/expectations from…

Health Wellness Health Promotion Medical Care

WHO Definition of Health

Health is a state of complete physical, mental, and social well-being and not merely the absence of disease or infirmity.

– Preamble to the Constitution of the World Health Organization as adopted by the International Health Conference, New York, 19-22 June, 1946; signed on 22 July 1946 by the representatives of 61 states (Official Records of the World Health Organization, no. 2, p 100) and entered into force on 7 April 1948.

– The Definition has not been amended since 1948.

Merriam-Webster Definitions

Health – The condition of being sound in body, mind, or spirit; especially: freedom from physical disease or pain

Promotion – The act of furthering growth or development of something

Prevent – to keep from happening or existing Early – Near the beginning of a course, process, or series Detect – To discover or determine the existence,

presence, or fact of Risk – The possibility of loss or injury Reduce – To diminish in size, amount, extent, or number Wellness – The quality or state of being in good health

especially as an actively sought goal

Risk Reduction, Prevention, and Early Detection Programs

Taking steps to decrease the chance of developing a disease or other health concern:

– Lowering your blood pressure– Losing weight– Stopping smoking

Focus on parts of self “Normal” as a criterion Professional directs action Primarily “Physical” emphasis

Wellness

An integrated method of functioning which is oriented toward maximizing the potential of which the individual is capable, within the environment where he is functioning

– Halbert Dunn, 1977

Wellness

Multidimensional and Interactional– Physical– Emotional– Social– Intellectual– Occupational– Spiritual– Environmental

Variable, not static… and Ever-Changing– Youth a Gift of Nature...Age a Work of Art

Focus on Promoting/ Protective Factors

What makes us strong? What experiences make us more resilient? What opens us to more fully experience life? What in organizations makes us grow? How can we give meaning to life? What produces high level well-being?

Sense of Coherence (Antonovsky, 1979)

Your world is understandable: Stimuli from internal and external sources is perceived as structured and predictable. (Comprehensible)

Your world is manageable: Resources exist to meet demands posed by stimuli (Manageability)

Your world has meaning: Demands are challenges worth spending energy/effort on (Meaningfulness)

Tasks that Should be Considered

Manage the pace of life Set priorities Develop needed personal and occupational

skills Connect people As a manager, think about the needs of the

whole person… body, mind, and spirit

Wellness Programs

Quality of life/life satisfaction monitoring Blend of body/mind/spirit… a holistic approach Unique person directs action Multidimensional expression across lifespan Number and quality of friendships/social

support Mental engagement Environmental awareness

Basic Life Style Behaviors

7 - 8 hours of sleep per night Balanced diet Normal weight Exercise/Active Living No smoking Alcohol: moderation or none Relax, control stress, and stay connected

Examples of Individual Change

Work station stretching Meditation and other Relaxation Techniques Walking clubs Self-care guide use and education programs Healthy eating… when and where you eat,

as well as what. Health risk appraisal and risk management Personal/Professional Development

Physical Work Environment

Vending machines: snacks vs. low fat Promoting walking by marking paths and

using signage to promote use Posting/delivering health messages Quiet room for relaxation Personal control of workspace Ergonomically correct workspaces Workloads consistent with a normal work day

Organizational Development & Policies

Upper management buy-in Commitment to wellness by including it in the

company’s vision Health theme months Subsidize fitness/health club memberships Newsletters, emails, payroll inserts with health

tips Departmental competitions: walking, weight, etc. Special recognition of participants

Community Collaboration

Advocating for sidewalks, bike trails and health-related community planning

Health related speakers from community Local restaurants sponsoring low fat foods and

cooking classes Children of employees creating health posters

and messages Sponsor parks and recreation programs Involve health related organizations in

programs for employees

The Power of Relationships

Relational Theory suggests social connectedness is the primary determinant of health (sign language interpreters and carpal tunnel… nurses and back injuries)

Gallop research in organizational development suggests relationships are what drive organizational health and vitality

Resilient Employees… (David Lee,

www.HumanNatureAtWork.com)

Believe they are part of an organization that matters and is worthy of pride

Have a chance to make a difference, a chance to matter Experience self-efficacy Experience control in their jobs Have the chance to learn and grow Are “kept in the loop” Are treated with respect Believe their manager, and management in general, cares

about them as human beings Trust management’s ability and intentions Believe they, and their work, are appreciated

Workforce Resilience:WellForce Development (Ideas to consider)

Treat dollars spent as an investment… not a cost (like training) Resilient employees:

– Bring high energy, enthusiasm, and goodwill to their work– Don’t “sweat the small stuff,” but instead have their eye on the big

picture– Are “engaged” – want their organization to succeed– Respond to change and challenge with flexibility, optimism, and

confidence– Operate at peak effectiveness in challenging situations (David Lee)

Use workforce resilience as a competitive advantage for your company

Ensure that your workers are fast, friendly, flexible, focused, and have fun

First, Break All the Rules: What the World’s Greatest Managers do Differently

Know what is expected of them

Have materials and equipment

Do what they do best everyday

Have received recognition in the past 7 days

Feel supervisor/ someone at work cares

Had a progress report in the last 6 months

Feel their opinions count Know, and agree with, the

mission/purpose of the company

Feel co-workers are committed to quality

Have a best friend at work See the opportunity to learn

and grow at work

Healthy Employees:

Buckingham and Coffman (1999)

Competitive Attitude – Red Zone

Competitive Short term Defensive Seeks to win – Self only Feels like war Reactive - Rigid

Jim Tamm, 2004. Radical Collaboration: Five Essential Skills to Overcome Defensiveness and Build Successful Relationships

Thumb Wrestling

Objective – Win Points Select a partner No talking 1 point per thumb pin Start and stop by my signal Keep count of your points

Collaborative Attitude – Green Zone

Collaborative Long-term Seeks mutual gains Sees others as partners Seeks solutions not blame Open to influence – Flexible Seeks understanding

Thumb Wrestling

Objective – Win Points Select a partner No talking 1 point per thumb pin Start and stop by my signal Keep count of your points

Red Zone Green Zone

Outcomes of a Salutogenic Focus?

Positive family and community experiences Schools emphasize global development Work/training emphasizes skill development,

structure, and appropriate challenges Individual commitment to growth and effort

Indicators of Movement toward Salutogenesis

Persistent presence of a support network Chronic positive expectations; tendency to

frame events in a constructive light Tendency to adapt to changing conditions Rapid response/recovery due to repeated

challenges Increased appetite for physical activity

Movement Toward Salutogenesis

Episodic peak experiences Sense of spiritual involvement Increased sensitivity Tendency to identify and communicate

feelings Repeated episodes of gratitude, generosity

and related emotions

Movement Toward Salutogenesis

Compulsion to contribute to society Persistent sense of humor