1. Changing Cultures with a Win- Win Healthy Workplace Solution
Kansas City Professional Development Council
Change Conference, May 2016

2. Hello!
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3. SWEET SPOT The Sweet Spot = A Win-Win Solution The Sweet Spot
Workforce
Health
The
Sweet
Spot
Organizational
Health
SWEET SPOT
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4. What was the Primary Reason for Wellness?
ROI?
Health care costs : GDP- 8,000 in 2011 to 12,000 in 2013
Jessica Grossmeier, PhD, MPH
CEO, Verity Analytics and Vice President of Research, Health Enhancement Research Organization
content/uploads/2015/12/ei-jessicagrossmeier.pdf
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5. What was the Primary Reason for Wellness?
VOI?
Health care costs : GDP- 8,000 in 2011 to 12,000 in 2013
Jessica Grossmeier, PhD, MPH, CEO, Verity Analytics and Vice President of Research, Health Enhancement Research Organization
content/uploads/2015/12/ei-jessicagrossmeier.pdf
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6. The Willis Health and Productivity Survey Report 2015
Nearly two thirds of respondents (64%) with wellness programs in place described themselves as VOI-based.
More organizations in the VOI cohort group “Agree” their programs and interventions have impacted both risks and costs.
Take home here:
Employees respond better to VOI than ROI.
The Willis Health And Productivity Survey Report (2015)
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7. Focus on VOI/ROI Differences
Ranked #1
ROI-Focused
VOI-Focused
Improving employee health and
building a culture of wellness
41%
75%
Reducing your medical costs
by targeting high risk/high cost
individuals
17%
by making plan design changes
that shift costs and risks to your
employees
20% 9%
The Willis Health And Productivity Survey Report (2015)
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8. What was the Primary Reason for Wellness?
the health and well-being of of the people within the organization
VOI
Jessica Grossmeier, PhD, MPH
CEO, Verity Analytics and Vice President of Research, Health Enhancement Research Organization
content/uploads/2015/12/ei-jessicagrossmeier.pdf
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9. Wellness Objectives
Already
healthy
Need motivation
and support
Beg and plead
Over my
dead body
A broader wellness perspective is needed to drive high levels of employee engagement, productivity, and performance.
More than achieving and maintaining low –risk status
More than achieving and maintaining low cost

10. What’s the goal?
Create/sustain health improvement programs to influence workforce productivity
Create/sustain organizational support for workforce health and well-being
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11. Dee Edington’s Win-Win Philosophy
Value of Caring
Our Vision:
Populations throughout the world live and work within a thriving, healthy, high performing and sustainable workplace and workforce
organizations win when employees win employees win when organizations win
involvement of all levels of leadership everyone is embraced as a leader
recognition that everything that happens in the organization impacts the well-being of the organization and the people
belief and commitment by the organization that employees are their most valuable resource, and employees believe that the organization is the best possible place to work:
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12. Aligned purpose, values, mission and vision
Healthy Foundations
Pillar 5: Measure What Matters
Pillar 1: Senior Leadership (Collaborate to Create and Live a Shared Vision)
(Continuous Evaluation and Meaningful Feedback)
Thriving Individuals
Pillar 4: Recognition (Approaches that Build Intrinsic Motivation)
Pillar 2: Positive Organizational Health (Support Positive Outliers)
Pillar 3: Positive Individual Health (Create Conditions for Positive Outliers )
Healthy Environment
Healthy Climate and Culture
Healthy Relationships
Aligned purpose, values, mission and vision
All stakeholders shared values shared results
At the Workplace
At Home, and With Family, Friends
In the Community
©2015 Edington Associates

13. Pillar 1: Senior Leadership
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14. Pillar 2: Positive Organizational Health
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15. Piller 3: Positive Individual Health
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16. Piller 4: Recognition
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17. Piller 5: Measure What Matters
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18. https://www. wellsteps
©2015 Edington Associates

19. SWEET SPOT The Sweet Spot = A Win-Win Solution The Sweet Spot
Workforce
Health
The
Sweet
Spot
Organizational
Health
SWEET SPOT
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20. Thank You! Karen Doyle 10850 Lowell Ave. Overland Park, KS 66210
cleveland.edu
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21. Cleveland Health Promotion Programs
Master of Science in Health Promotion (beginning August 29, 2016)
Six start dates throughout the year.
Three trimesters per year with eight-week modules.
36 credit hours: eight core courses, two electives and one capstone.
Complete your degree in six trimesters.
Courses aligned with Certified Health Education Specialist credential.
A majority of the coursework can be completed online. Cleveland University–Kansas City intends to offer 100% online upon approval of the HLC.
Worksite Health Promotion Certification (beginning August 29, 2016)
Three start dates throughout the year.
Two semesters per year with eight-week modules.
Four Courses: Advances in Health Promotion, Techniques in Health Promotion, Planning and Evaluation of Health Promotion Programs and Implementation of Health Promotion Programs.
12 credit hours.
Courses are accredited and can be applied toward the Master of Science in Health Promotion degree.
QUESTIONS? Talk to an Admissions Advisor today at or
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