Your Company The Health Coach Group Copyright 2013 All Rights Reserved 1.

Your Company

The Health Coach Group Copyright 2013 All Rights Reserved

1

1Why


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Statement


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Health Coaches = increased revenue

Research is clear that by encouraging healthier choices among

current employees, long term savings in terms of sick time,

disability and health care are reaped.

Businesses that have developed a wellness culture also realize

cost savings in retention, recruitment, reputation and employee

loyalty.

Corporate Trend


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67% of American companies

Hewitt Associates, a human resources consulting firm, surveyed

450 major American corporations and discovered that sixty-seven

percent of American companies now either have or plan to

implement health coaching or prevention programs to boost

worker health.

Corporate Trend


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Obese employees and smokers cost more.

Through our program, workers with health problems like

obesity and smoking can find the help they need.

Such health risks can cost an additional $1500.00-$1850.00 in

employee insurance premiums.

Why This is Urgent


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65% of Americans are overweight

• America spends more than $2.5 trillion a year on healthcare.

• In 1980 less than 50% of Americans were overweight; today

that number is more than 65% and growing.

• 1/3 of all children today will eventually suffer from diabetes.

Workman’s Compensation


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Overweight employees cost twice as much

$$/100 Employees$0

$10,000

$20,000

$30,000

$40,000

$50,000

$60,000

Normal BMIOverweightObese

The overweight employee comprises over 30%of the population. Representing twice the cost of Normal BMI employee.

Why This is Urgent


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80% of preventable disease risk factors are influenced by

behaviors like:

• Regular exercise

• Overeating

• Good nutritional habits

• Moderate drinking

• Non-smoking

By 2020, it is estimated that half of all Americans will

have chronic disease.

The Future of Health Care


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Prevention, Prevention, Prevention

2009, March;

• Dr. Mehmet Oz

• Dr. Dean Ornish

• Dr. Andrew Weil

• Dr. Mark Hyman

testified before the US Senate about shifting our healthcare

efforts from disease intervention to health promotion.

2About Us


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Our Expertise


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Health coaching

• Goal Setting

• Family relationships

• Food quality & quantity

• Self-care

• Seasonal cooking

• Achieving balance

• Attitude and energy of the cook

• Circle of life

• Food Selection

• Healthy snacks

• Simple eating

• Quick healthy meals for busy people

Our Education


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• Most prestigious Nutrition school in the world: The Institute for

Integrative Nutrition

• Certified Health Coach (CHC)

• Continuing education from The State University of New York

• American Association of Drugless Practitioners (AADP)

• In addition to either Bachelor’s, Masters or PhD

3About You


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Benefits to You


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200-600% Savings

• Savings between 200 - 600% consistently

• Better employee relations

• Increased employee retention

• Increased Employee Productivity

• Increased loyalty

• Positive Community image and relations

• Reduced sick time, workman's comp and disability claims

• Decreased health care and health insurance costs

• Happier employees

• Customer satisfaction

Benefits to You


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200-600% Savings

Study 0

5

10

15

20

25

30

35

40

45

%Reduction in Sick Leave% Reduction in HC's%Reduction in Worker's CompReduction in Disability

Based on 3.77 years, 552,339 employees, 200,259 control subjects, 5.1 programs 1:5.81 Cost/Benefit RatioSource: Proof Positive: An Analysis of the Cost-Effectiveness of Worksite Wellness, Sixth Edition 2007.

Return on Investment


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Case Studies

Johnson and Johnson began their first corporate wellness program in 1978.

Presently they have more than 80% employee participation. They fill out a

health history and if they are found to be high risk for chronic condition they are

asked to be a part of free programs and coaching to get them on the path to

healthier living. Employees are given a $500.00 credit toward their health

insurance premiums. They also have access to fitness centers.

By doing this, Johnson and Johnson has seen dramatic reduction in company

health care costs. The focus is not on diagnosing and treating employees with

problems. The focus is on prevention and changing behaviors. Jenny Gold,

KHN Staff Writer



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Case Studies

At General Motors a study of 23,500 employees showed that the workers who

did not participate in regular exercise claimed a minimum of $100 more per

year in health-care costs. The same study showed that when an employee

began to exercise at least 2 times a week, their costs went down by an

average of $500 per year.



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Case Studies

Since 1995, the percentage of Johnson & Johnson employees who

smoke has dropped by more than two-thirds. The number who

have high blood pressure or who are physically inactive also has

declined—by more than half. That’s great, obviously, but should it

matter to managers? Well, it turns out that a comprehensive,

strategically designed investment in employees’ social, mental,

and physical health pays off. J&J’s leaders estimate that wellness

programs have cumulatively saved the company $250 million on

health care costs over the past decade; from 2002 to 2008, the

return was $2.71 for every dollar spent.



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Case Studies

Dow Chemical would have to achieve .17% improvement to break

even (not 17%)

1% improvement would yield $3.00 for every $1.00

That is 300% improvement.

At Dow, with 26,000 employees, that would be a saving of $50 Million

over 5 years.

Dr. Ron Goetzel, Cornell University



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Case Studies

“The bottom line: Every dollar invested in the intervention

yielded $6 in health care savings.”Harvard Business Review

http://hbr.org/2010/12/whats-the-hard-return-on-employee-wellness-programs/ar/1

4We Can Work Together


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Our Wellness Program


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Success

• Work from the top down to drive cultural changes throughout the company.

• Center your program on health, not weight loss.

• Time commitment of wellness champion within company is minimal.

• The program is year long and continuous.

• Coaching program offers employees individual attention by the same health coach who understands their needs.

• The program adjusts with the employee as their needs and goals change.

• Work with each employee individually addressing their special needs and goals.

• Give your employees resources for wellness.

• Provide incentives to participate and reach goals.

• Measure and acknowledge success.

• Employees enjoy the program.

• Encourage employees to participate and promote wellness

Our Wellness Program


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Success

Lets work together and extend the lifetime of your employees with certified health care coaching.

"Give a man a fish he eats for a day, teach a man to fish,and he eats for a lifetime"

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