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The missing link: Commonly overlooked key elements that turn wellness programs from good to great

Topic:
The missing link: Commonly overlooked key elements that turn wellness programs from good to great
Date:
May 15, 2012 at 12:30 - 1:30 PM ET
Presenters:
Karl Smith, Owner(The Exercise Rx)
webcastImgVirtual
Description
The benefits of implementing a wellness program are widely known and ROI data continues to prove the case for adopting a wellness program regardless of the size of the organization or the size and scope of the wellness program itself. Companies often go through the four Organizational Development stages of Diagnosis, Action Planning, Intervention and Evaluation in order to implement an organization wide wellness program, however outcomes are not always the same. There are vast differences between good wellness programs and great wellness programs.

This presentation will address the three commonly overlooked elements of first generation wellness programs and how these three elements can help second generation wellness programs effectively change direction to increase their wellness program ROI and deliver desired results. Regardless of program size or organization wellness program implementation knowledge, these internal changes will help guide your population towards healthier lifestyle choices - leading to more favorable program results. Each of the three elements is often overlooked because the organization is focused on the “wellness” aspect but forget that this is still a company program and like any company program there are some essential steps that need to take place in order for an initiative becomes “institutionalized” or deeply rooted into the core of the organization.

Employee Buy-in is the first element that is often overlooked in a wellness program. The common design uses diagnostic testing as its platform for creating an action plan for programs that will be implemented during the intervention phase, but it does not implicitly mention surveying employees about their interest in various programs. HR practitioners are not the only offenders, as many wellness practitioners often fall victim to this issue as well because they feel that they know best, when in actuality it is the employee that knows what programs they will be willing to participate in. In this presentation survey samples will be provided and best practices will be offered regarding involving employees in the action planning phase.

Visible Senior Leadership Support is the second element discussed in this presentation. This element can be rather abstract as "support" varies depending on the organization and leadership team. There has to be a concerted effort on the part of senior leadership to be visibly supportive of the program and see it as a priority to their personal health which will more readily translate to genuine belief in the wellness program which goes further in the minds of the employee population. During this presentation information will be provided as to how to evaluate the senior leaderships views of the wellness program and how to provided opportunities for them to become visibly supportive and involved in the wellness program.

Corporate Cultural Integration is the third and final overlooked element that prevents good programs from becoming great programs. This is probably the hardest element to capture because it is difficult to force a corporate culture change, but once a wellness philosophy is fully integrated into a corporations culture it is the strongest ally for overall population health. This presentation will discuss best practices on integrating a wellness program into the corporate culture to turn a good program into a great program.
Who Should Participate
Senior Executives, HR Professionals, Internal Worksite Wellness liaisons
What You Will Learn
1- What are the three elements of a successful wellness program that are commonly overlooked. 2- How to incorporate the three elements into your wellness program. 3- Why these elements are frequently overlooked.
Recommended Resources
Leadership survey - http://www.welcoa.org/freeresources/pdf/ceo_leadership_survey.pdf Employee survey - http://www.welcoa.org/freeresources/pdf/ni_survey.pdf Cianbro case study - http://www.welcoa.org/freeresources/pdf/cianbro_case_study.pdf CEO Support Report - http://www.welcoa.org/freeresources/pdf/aaceosupport.pdf Jackson Kelly Case Study - http://www.welcoa.org/freeresources/pdf/wellness_matters_jk.pdf
Communities
Benefits
Employee Wellness
Presented by
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Karl Smith
The Exercise Rx

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The Exercise Rx
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Name Comment Rating
Image of dee benitez dee benitez
Cobb and Douglas Public Health
5 / 5
Excellent Presentation
Image of Sharon Heineman Sharon Heineman
Pender Community Hospital
3 / 5
Good Presentation
Image of Elvira Wolford, PHR Elvira Wolford, PHR
Bethune-Cookman University
3 / 5
Good Presentation
Image of Sandra Hebel Sandra Hebel
Creation Technologies
4 / 5
Very Good Presentation
Image of Judy Vigil Judy Vigil
Tri-City Medical Center
3 / 5
Good Presentation
Image of Nicole Gavrel Kotz Nicole Gavrel Kotz
Barclays Capital PLC
5 / 5
Excellent Presentation
Image of Emily Westerman Emily Westerman
Self Employed
3 / 5
Good Presentation
Image of Mimi Davis Mimi Davis
Knapp Properties, Inc.
2 / 5
Poor Presentation
Image of Charisse Ash Charisse Ash
American Association of Community Colleges
5 / 5
Excellent Presentation
Image of MaryAnne Harrison MaryAnne Harrison
Firstbase Business Services
3 / 5
Good Presentation
Image of Ellie Royer Ellie Royer
FivePoint Credit Union
3 / 5
Good Presentation
Image of Julie Berkey Julie Berkey
New Mexico Gas Company
5 / 5
Excellent Presentation
Image of Christina Lample, CPP, PHR,SPHR Christina Lample, CPP, PHR,SPHR
RCM Technologies, Inc.
4 / 5
Very Good Presentation
Image of Carol Colman Carol Colman
Hr Professional
4 / 5
Very Good Presentation
Image of Lynn Gaudet Lynn Gaudet
Optimal Health Institute
3 / 5
Good Presentation
Image of Myrna Hoekstra Myrna Hoekstra
General Equipment & Supplies, Inc.
4 / 5
Very Good Presentation
Image of Angie Waldhauser Angie Waldhauser
HowardCenter
4 / 5
Very Good Presentation
4 / 5
Very Good Presentation
Image of Dawn Klunk Dawn Klunk
Parsons Brinckerhoff Inc.
3 / 5
Good Presentation
Image of S Glasgow S Glasgow
United Insurance Co. Ltd
5 / 5
Excellent Presentation
Image of Debra Woodworth Debra Woodworth
Consumers Energy
3 / 5
Good Presentation
Image of Karen Viera, MS, SPHR Karen Viera, MS, SPHR
Assurant Specialty Property
3 / 5
Good Presentation
Image of George Jennings George Jennings
George Jennings
5 / 5
Excellent Presentation
Image of Pam Caissie Pam Caissie
JD Irving Ltd.
4 / 5
Very Good Presentation
Image of Janet Schwartz Janet Schwartz
FinishMaster, Inc
2 / 5
Poor Presentation
Image of Valarie Washington Valarie Washington
Crane Carrier Company
5 / 5
Excellent Presentation
Image of Mariah Surguy Mariah Surguy
Grande Communications
4 / 5
Very Good Presentation
Image of Barbara Barry Barbara Barry
Benefits Consultant
5 / 5
Excellent Presentation
Image of Daniele Lafrance Daniele Lafrance
Library of Parliament
2 / 5
Poor Presentation
Image of Jeffrey Haraga Jeffrey Haraga
Overwaitea Food Group
4 / 5
Very Good Presentation
Image of Trena Payton Trena Payton
ABN Technologies
4 / 5
Very Good Presentation
Image of Princisita Macatangay Princisita Macatangay
DG3 North America, Inc
3 / 5
Good Presentation
Image of Jennifer Buckles Jennifer Buckles
Mary Kay, Inc.
2 / 5
Poor Presentation
Image of Edithe  Jarvis Edithe Jarvis
NutraTek Health Innovations Inc
3 / 5
Good Presentation
Image of Jim Leduc Jim Leduc
Coaching Leduc
Thank you very much for sharing your knowledge and the real life experiences at your past and present clients. Jim 3 / 5
Good Presentation
The content was delivered in a very well-organized and user-friendly fashion. Good work! Thank you! 4 / 5
Very Good Presentation
Image of Lucille McInnes Lucille McInnes
Mohyla Institute
The pace of this presentation was too slow. The three things he pointed out are generic to most issues HR faces. Need more specifics. The other top ten best practices would have been more useful. 2 / 5
Poor Presentation

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