Edington Associates

Who We Are

We are a team of creative professionals who can help you take health, wellness, and well-being to a higher level of decision making in individuals and organizations.

Our approach utilizes our experiences in health, wellness, and well-being and weaves it together with evidence, insights, practices and narratives from diverse disciplines and schools of thought including: sociology, anthropology, psychology, art and architecture, kinesiology, medicine, business, neuroscience, behavioral economics, leadership, organizational studies, and ancient spiritual philosophies and practices, among others.

Elevating “Positive Organizational Health as a Win-Win Philosophy” should be on the agenda of every individual and leadership team to make a meaningful impact on the vitality of their organization. We realize that:

“None of us are as smart as all of us”

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What We Do

Just as safety and quality evolved to enterprise strategies in the mid to late 20th century, we need to guide health, wellness, and well-being to take a rightful place as a highly valued strategy within organizations today. Helping evolve win-win-organizations with respect to health, wellness, and well-being is the core mission of Edington Associates.

Our methods are based on the principles outlined in Dee Edington’s evidence-based and highly popular book on health management, Zero Trends: Health as a Serious Economic Strategy, and further developed with Jennifer Pitts co-authoring the 2016 book, Shared Values, Shared Results: Positive Organizational Health as a Win-Win Philosophy.

The concepts and methods of both books are integrated to fully achieve a state where individuals can see a path to their human potential AND organizations can rise to full potential in servicing all stakeholders and society.

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Employees win when organizations win
Organizations win when employees win

Go Beyond

The 2009 book Zero Trends was the capstone of over 30-years of research. However, it raised the question, “What is there beyond low-risk that impacts organizational health?” That question led to seven more years of research, conversations with professionals in the field and reviews of relevant content from many other fields. This Model for Positive Organizational Health is the result of our learnings during those seven years.

The 2016 book, Shared Values-Shared Results: Positive Organizational Health as a Win-Win Philosophy will help individuals and organizations “Go Beyond” to realize their full human and organizational potential.

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The Problems We Solve

Edington Associates helps CEOs and organizations see a line-of-sight between real-life business challenges and elevating Positive Organizational Health to the level of a serious business strategy. We believe that everything that happens in an organization impacts the health and well-being of the employees and the health and success of the organization.

The costs of less-than-optimal health and its related impact on performance and time away from work could threaten an organization’s competitive advantage. These threats include employee health, performance, productivity, employee morale, engagement, satisfaction, and retention. These essential economic, human, and operational factors point to more and more CEOs making “Positive Organizational Health” a core Organizational Strategy.

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Shared Values – Shared Results

Positive Organizational Health as a Win-Win Philosophy

Authored by: Dee Edington Ph.D, Jennifer S. Pitts Ph.D

Taking workplace wellness to the next level, involves a vision of shared values that bring shared results for both employees and organizations. The book combines supporting research and science with practical solutions for implementing positive health as an organizational strategy.

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Imagine if everyone showed up to work every day engaged and energized and left work with the same level of engagement and vitality.

Imagine the excitement your current and prospective clients would feel as they work with these employees.

Imagine the success the organization would have in recruitment and retention of the very best of the best individuals.

Imagine the effect on your employees’ families and the community.

And imagine how your company’s morale would benefit with the highest performing workers, the most satisfied customers, and an embracing supportive community.

We partner with organizations to identify shared values-shared results, develop positive organizational health strategies, and create a win-win philosophy.

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Latest News

4th Annual Next Practice Award

The pre-qualification process for the Edington CBIZ Next Practice Award is now open. The Edington CBIZ Next Practice Award recognizes organizations that are actively engaged in the pursuit of a healthy and high-performing workplace and [...]

Article Published: Q & A with Dee Edington

The current issue of Well-Being Practitioner includes an interview with me, stimulated by the release of our new book (Jennifer Pitts, co-author): Shared Values-Shared Results: Positive Organizational Health as a Win-Win Philosophy. My thanks go [...]

Article by Michael Friedman in Psychology Today

Michael Friedman published an article in Psychology Today entitled "Dee Edington and the Power of Positive Organizational Health: Making employee well-being a 'win-win'." Michael discusses our new book and the concept of positive organizational health. READ [...]

Recent Blog Posts

A Model for Wellness and Positive Organizational Health

by Dee Edington and Jennifer Pitts Forward Zero Trends: Health as a Serious Economic Strategy was published in 2009. As the book was going to press I raised a question about what else [...]

Why is “Why” Important?

Whether you are an experienced professional or a new entrant into the field, it is crucial that you develop, review, re-review, and continually demonstrate your professional values and beliefs (the Why) in order to add [...]

Poor Health Is a Wicked Problem, So Let’s Move Beyond Tame Solutions

While it may sound harsh to characterize poor health as “wicked,” it clearly fits into the category of an especially intractable and wicked problem, as defined by Horst Rittel and Melvin Webber in 1973.(1) The [...]