Hello my name is amy williams and I will be facilitating todays presentation. We will be discussing strategies that will give you some leverage for engaging leadership in your wellness initiative.

First I want to take a moment to thank all of you for taking on the responsibility of workplace wellness. The fact that you are here today ready and willing to learn how to take on senior level engagement is impressive. Thank you for your commitment to helping those around you live a more healthy, happy and productive life.

In 2008 the Journal of Occupational and Environmental Medicine published proven best practices that can improve health management efforts.

This study conducted by Staywell Health Management indicated that having committed, visionary leadership that communicates and demonstrates an ongoing commitment to good health will effectively drive a culture of health.

The numbers indicate that with senior leadership engagement it is possible to double the improvement in employee health risks.

With senior leadership engagement....

So you can see it makes sense to have your company senior leaders fully engaged in your wellness efforts.

Senior management needs to walk the talk but doesn't need to be a triathlete, marathon runner or health nazi! Simply by being a good-role model and openly practicing healthy lifestyle behaviors demonstrates a strong commitment to carry out the vision of a healthy workforce.

I once worked with a CEO who after many years neglected her physical health so much she could barely walk up the stairs. This women was ready to change by the time I began coaching her. However, I was amazed that it took her so long to seek help. The reason I was amazed was because she led a nursing organization that had a division responsible for supplying wellness services to community and corporate sites. So she was very familiar with the benefits of a healthy lifestyle and had many resources at her disposal. After getting to know her better it became apparent to me that her change took place for many years and it wasn't until she could barely walk that see decided to commit. I also learned that the wellness division that she led was not able to generate the business that it needed to.

In order for senior level executives to be able to lead wellness they need to be able to personalize it. When you make an issue personal, you make it real.

This may be difficult for many who have chronic illnesses or condition. As a matter of fact they may not want anyone to find out about their health status for fear of losing status or employment.

A gentle but consistent approach can help people begin to take tiny steps today that will make a big difference for their health and the culture of the workforce in just a few years.

The rest of the presentation is going to focus on a theory of behavior change. The reason you ask ??? It is important because it will help you to begin to understand a small portion of the science involved with helping people live healthier lives. We will refer to the "Stages of Change" often in the next year as you will be able to apply it to various aspects of health promotion and other aspects of your life. It will help you decide how to best inform, approach or act in a persuasive situation.

I am often in awe of the human resource, benefits and safety professionals who do my job on a daily basis. There is no way I could walk into your office and do the work that you do without some kind of training and understanding of the basic fundamentals of your job. So I am very impressed with all of you who work very hard to understand the science behind health promotion.

This is me on the right during a retro eighties wellness week at my office. This is my favorite 2x survivor of ovarian cancer, her name is Gail. She is 62 and participates in triathlons and running events! She inspires and amazes me.


Did I mention my job was 99% fun! I think workplace wellness is the only job outside of the circus where it is acceptable to look like a fool and jump through hoops to get someone to do something.

Dr Judd Allen, President of the Human resource Institute (HRI) did some research on senior level engagement using the Stages of Change model. This research helps us to understand that like the employees attempting to change negative health behaviors senior leadership can also be moved through the "stages of change" towards a more positive view of health promotion efforts.

5% are considered not ready for wellness and most likely are active opposers to the worth of wellness programs.

20 % are considered to be undecided but thinking about it. They quietly oppose by not participating or talking about the program.

35% are considered ready and taking small steps. They are neutral and pretty much just go through the motions.

30% Participate and can personalize wellness but are too quiet.

10% Are your Wellness Champions! These senior leaders even adopt healthier lifestyles for themselves and encourage others by recognizing their successes.

Many report lack of awareness about the program.

Some may feel it's too much work or a sense of discomfort.

Health issues that they do not want to deal with and are afraid will be exposed.

Limiting beliefs about what is possible. Why should they believe workplace wellness works when they have failed at most attempts to sustain a healthy lifestyle.

Lack of motivation and difficulty balancing priorities-wellness is not a priority.

Not sure how to lead the company's wellness initiative. Don't know how to contribute.

Lack confidence in self & programs ability to make a difference.

Expecting results to quickly and lack of knowledge about behavior change.

and finally....

Lack of support from the other managers and cultural buy-in.

In my experience, people publically align themselves with things that are meaningful to them.

You can move senior leaders forward by helping them understand the consequences of not changing. (high blood pressure, stroke, diabetes?)

You should be giving regular updates at meetings about wellness events and outcomes.

Challenge their beliefs though employee testimonials. ( poster of wellness superstar)

A negative life event say for instance they are suddenly diagnosed with heart disease or have a family member that becomes ill.

What moves these leaders forward?

Being inspired by stories, role models.

Incentive to change ( premium reduction)

Change to the environment. (self-monitoring blood pressure devices, employees sitting on stability balls or standing desks, healthier vending options)

Learning a new skill ( planning and performing skills )

Ask them in a face to face meeting what their expectations are of the wellness program?

Be patient and encourage participation but dont oversell.

This is an example of a poster/sign that is simple, raises curiosity and demonstrates a fairly concrete message.

To move them forward you might want to
present case studies or benefit saving information in a face to face meeting.

These senior leaders are a good candidate for an executive wellness/health program or challenge.

Health coaching may help this leader take the next step.

Ask to have a meeting to discuss what he/she might expect from a wellness program. Ask them what outcomes they feel could validate a more productive workforce.

Include this senior leader on any intervention that builds knowledge, skills and confidence.

Keeping these leaders engaged and moving them into champion status requires
celebrating small successes with them. You want to recognize and share their testimonials as often as you can.

Make sure they are connected and supported by other employees and the wellness committee.

Keep them focused on action-not outcomes.

Address overcoming obstacles as they come up to keep their spirits high.

Show them how they can get involved with the wellness committee.

Ask these leaders to be a part of the wellness committee if they are not already.

Recognize and celebrate them often!

Encourage their participation in skill-building activities such as cooking demonstrations, self-management of blood pressure or chronic illness, fitness classes...etc.

Try to think of a senior level manager right now that may fit one of these categories.

What approach would you take to influence their awareness and engagement?

Remember that changing a behavior is a process and we all move through the stages at different paces. Patience is KING!

Thank you for attending.