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SHEALYNN BUCK, MD PRESCRIPTION TO THRIVE, LLC HEALTH STRATEGIST, COACH, & EDUCATOR

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Obesity Trends* Among U.S. Adults BRFSS, 1989 (*BMI ≥30, or ~ 30 lbs. overweight for 5’ 4” person) No Data <10% 10%–14%

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Obesity Trends* Among U.S. Adults BRFSS, 1999 (*BMI ≥30, or ~ 30 lbs. overweight for 5’ 4” person) No Data <10% 10%–14% 15%–19% ≥20%

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Obesity Trends* Among U.S. Adults BRFSS, 2009 (*BMI ≥30, or ~ 30 lbs. overweight for 5’ 4” person) No Data <10% 10%–14% 15%–19% 20%–24% 25%–29% ≥30%

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“ High rates of obesity and overweight in the U.S. are not just a public health issue – they are an issue of national security. If our society is not physically fit, we will not be able to defend ourselves and our country’s common interests” John Robitscher, Executive Director, National Association of Chronic Disease Directors

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<ul><li>Which country spends the most on healthcare as a % of GDP? </li></ul><ul><li>a) Switzerland </li></ul><ul><li>b) U.S. </li></ul><ul><li>c) Canada </li></ul><ul><li>d) U.K. </li></ul>

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<ul><li>Health care costs in U.S. account for approximately 17% of GDP 1 </li></ul><ul><li>Less than 1% of U.S. health care spending is for prevention 2 </li></ul>1 National Health Expenditure Data, CMS 2 2009 Almanac of Chronic Disease

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<ul><li>Starbucks spends more on employee health benefits than coffee. 1 </li></ul><ul><li>GM, Ford, and Chrysler spend more on employee health expenses than on steel for the cars they produce. 2 </li></ul>1 Reported by Associated Press 2 Reported by USA Today

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<ul><li>True or False </li></ul><ul><li>The U.S. spends more on health care for chronic disease than it spends on food. </li></ul>

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<ul><li>True. Approximately $2 Trillion… </li></ul><ul><li>and the U.S. spends more on health care for chronic disease </li></ul><ul><li>than all of China’s personal consumption. </li></ul>McKinsey & Co. December 2008

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<ul><li>True or False </li></ul><ul><li>The direct costs of chronic disease (medical care costs) outweigh indirect costs (lost productivity). </li></ul>

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<ul><li>False </li></ul><ul><li>Indirect costs of chronic disease account for approximately 80% of total health care costs. These include costs related to lost economic output from workforce </li></ul><ul><li>absenteeism & presenteeism . </li></ul>The Milken Institute. Oct 2007

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<ul><li>Presenteeism – lost productivity from workers who are at work but perform below their expected level of output due to an illness . </li></ul><ul><li>Presenteeism from chronic disease accounts for almost 90% (close to $900 billion) in lost productivity (absenteeism is 10%) 1 </li></ul>The Milken Institute. Oct 2007

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<ul><li>Which chronic condition accounts for the greatest productivity loss among workers? </li></ul><ul><li>a) obesity </li></ul><ul><li>b) diabetes </li></ul><ul><li>c) depression </li></ul><ul><li>d) chronic pain </li></ul>

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<ul><li>Depression is the greatest cause of productivity loss among workers 1 </li></ul><ul><li>U.S. has highest rates of anxiety and depression in the world. 2 </li></ul>1 2009 Almanac of Chronic Disease 2 WHO World Mental Health Survey

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<ul><li>3 out of 4 Americans report having moderate to high stress. 1 </li></ul><ul><li>Job stress is the leading causes of stress in America. 2 </li></ul><ul><li>Job stress increases U.S. cost of doing business by over $150 billion per year. 3 </li></ul>1 2009 American Psychological Associations Stress in America poll 2 American Institute of Stress 3 Milani RV and Lavie CJ. Stopping stress at its origins. Hypertension. 2007; 49:268

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<ul><li>42% of Americans regularly skip their vacations </li></ul><ul><li>40% of Americans who take a vacation take their laptop </li></ul>APA Stress in America Survey

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<ul><li>What fraction of U.S. healthcare costs are driven by lifestyle choices? </li></ul><ul><li>a) 1/5 </li></ul><ul><li>b) 2/3 </li></ul><ul><li>c) 1/3 </li></ul><ul><li>d) 2/5 </li></ul>

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<ul><li>2/3 of U.S. healthcare costs are driven by </li></ul><ul><li>our lifestyle choices . </li></ul><ul><li>*Institute of Medicine. (2006). Genes, behavior, and the social environment: Moving beyond the nature/nurture debate. Washington, D.C.: National Academies Press. </li></ul>

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we are in the driver’s seat

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“ The next major advances in health of the American people will come from…

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… the assumption of individual responsibility for one’s own health and a necessary change in lifestyle for the majority of Americans.” John H. Knowles, MD Former President of Rockefeller Foundation

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we can change the course of our future

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If we don’t change course by 2023, the U.S. will see a 40% increase in heart disease and a The Milken Institute. Oct 2007 50% increase in cancer, mental disorders & diabetes

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<ul><li>But, wait? </li></ul><ul><li>We have a workplace wellness program. </li></ul><ul><li>(But what does that really mean?) </li></ul>

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<ul><li>It’s not just a gym membership </li></ul><ul><li>It’s not just an email newsletter </li></ul>

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<ul><li>“ a state of being that is shaped by engagement and other workplace factors as much as physical and psychological health.” </li></ul>Redefining Workplace Wellness World Economic Forum (2010). The Wellness Imperative: Creating More Effective Organizations

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<ul><li>“ a corporate set of strategic and tactical actions that seek to optimize worker health and business performance through the collective efforts of employees, families, employers, communities, and society-at-large.” </li></ul>International Association for Worksite Health Promotion Redefining Workplace Wellness

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<ul><li>Wellness must be central to business strategy </li></ul><ul><li>Leaders must be engaged </li></ul><ul><li>Leaders must lead by example </li></ul>World Economic Forum (2010). The Wellness Imperative: Creating More Effective Organizations

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<ul><li>“ creating a culture of health takes passionate , persistent, and persuasive leadership at </li></ul><ul><li>all levels .” </li></ul>What’s the Hard Return on Employee Wellness Programs? Harvard Business Review. December 2010.

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Healthy Leadership … Healthy Culture … Healthy Workforce… Organizational Effectiveness

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<ul><li>When health & well-being are actively promoted… </li></ul><ul><li>Organizations are 2.5 times more likely to be a </li></ul><ul><li>TOP PERFORMER </li></ul>World Economic Forum (2010). The Wellness Imperative: Creating More Effective Organizations

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<ul><li>When health & well-being are actively promoted… </li></ul><ul><li>Organizations are 3 times more likely to be </li></ul><ul><li>PRODUCTIVE </li></ul>World Economic Forum (2010). The Wellness Imperative: Creating More Effective Organizations

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<ul><li>When health & well-being are actively promoted… </li></ul><ul><li>Organizations are 4 times more likely to </li></ul><ul><li>KEEP TALENT </li></ul>World Economic Forum (2010). The Wellness Imperative: Creating More Effective Organizations

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<ul><li>When health & well-being are actively promoted… </li></ul><ul><li>Employees are 8 times more likely to be </li></ul><ul><li>ENGAGED </li></ul><ul><li>in the organization </li></ul>World Economic Forum (2010). The Wellness Imperative: Creating More Effective Organizations

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<ul><li>With a strategic, well-run wellness program </li></ul><ul><li>Organizations can see up to a </li></ul><ul><li>6:1 ROI </li></ul>Am J Cardiol 2009;104:1389-1392

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<ul><li>The New Wave of Workplace Wellness </li></ul>

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<ul><li>Well Analyzed & Measurable </li></ul><ul><li>Engaged Leaders at All Levels (Top-Down, Middle-Out, and Bottom-Up) </li></ul><ul><li>Discover & Develop Wellness Champions within Organization </li></ul><ul><li>Integrate Wellness Strategy into Organization’s Strategy </li></ul>Effective Programs…

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<ul><li>Accessible and Empowering </li></ul><ul><li>Build Healthy Workplace Community </li></ul><ul><li>Have Strong Communication Plan & Support </li></ul><ul><li>Tied to Families & Surrounding Community </li></ul><ul><li>Shift Organizational Culture </li></ul>Effective Programs…

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<ul><li>Culture </li></ul><ul><li>“ the set of shared attitudes, values, goals, and practices that characterizes an institution or organization” </li></ul><ul><li>Cultural Norms </li></ul><ul><li>“ a pattern or trait taken to be typical in the behavior of a social group” </li></ul>Merriam-Webster Online Dictionary Healthy Leaders are Change Agents for Healthy Culture

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<ul><li>Aware & Informed </li></ul><ul><li>Model Healthy Behaviors & Actions </li></ul><ul><li>Collaborate to Create a Community </li></ul><ul><li>Effectively Communicate Wellness Strategy </li></ul><ul><li>Measure Progress & Celebrate Small Successes </li></ul><ul><li>Patient – Focus on Long-term Success </li></ul>Healthy Leaders…

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<ul><li>Ask yourself… </li></ul><ul><li>Does “going the extra mile” mean repeatedly sacrificing my well-being? Are unhealthy behaviors consistently rewarded? </li></ul><ul><li>Is it expected that I take my laptop on vacation? </li></ul><ul><li>Is it expected that I work through lunch? </li></ul><ul><li>What if I took a 15 minute walk outside during the workday? </li></ul><ul><li>What if I didn’t take work home with me? What if I didn’t answer emails at 9 pm (or midnight)? </li></ul><ul><li>What if I didn’t keep my smart phone on my night stand?What if I turned it off on occasion? </li></ul>Cultural Norms Self-Assessment

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be the change …