Discover Positive Individual and Organizational Health
Create Champion Companies and a Win-Win Philosophy
This website is dedicated to the health, wellness, performance and quality-of-life of workers in many different organizations as they work in many excellent and positive organizational healthy environments.
Our Assumptions Are Changing
I and the scientists at the University of Michigan’s Health Management Research Center (1978-2018) began our studies with an assumption of a simplistic view of health and all the factors that would help individuals move from poor health to good health. We also had a simplistic view of moving organizations from poor to good and positive organizational health. We were wrong on both assumptions!
Data Take Many Paths in their Relationship
Health and healthcare cost data from one organization is different, but likely small, from the data coming from another organization, even in the same industry sector. This fact illustrates the complicated or perhaps even complex nature of health and healthcare costs. When working in the field of workplace wellness we know we need to look at the data in greater detail rather than just the main-effects (e.g. cost data). However, it is an interesting and challenging fact for most of us.
Our Most Valuable Learning We Gained
We performed study after study chasing the relationships of worker’s poor and good health with several forms of wellness, well-being, low-risk, risk-transitions, quality of life, engagement, and performance. We found several very important relationships over those 40 years, many of which were published and summarized in Zero Trends. We also learned enough to construct an organizational solution, to enhance good health. In addition, we finally convinced ourselves that individual and organizational health is a complex issue and not solvable with simple main-effects thinking. For us that may have been our most valuable learning.
Imagine showing up to work every day engaged and energized and leaving work with the same level of vitality.
Imagine the enthusiasm clients feel as they work with positive, healthy employees.
Imagine the success the organization has in recruiting and retaining the very best of the best individuals.
Imagine the effect your employees’ attitudes have at home.
And imagine how your company’s morale benefits with the highest performing workers, the most satisfied customers, and an embracing supportive family and community.
My mission is to help others explore how to incorporate the various levels of individual and organization health, performance, and quality of life within the workplace.
Managers of organizations are typically most interested in main-effects such as the economic outcomes. I am also interested in the economic main-effects, cost-benefits and value of investment. However, I am now more interested in finding the early and intermediate process-level outcomes to allow us to search for the biological pathways to positive main-outcomes.
Many researchers, me included, found positive results when, in fact, we did not understand how the pathways worked and possibly missed misinterpreted the true results.
The last, or perhaps the most important part of the mission is to unravel the pathways that impact the main-effects.
My vision of this initiative is when everyone in an organization, possibly including families, and regardless of the size of the organization, has equal opportunity and ease of access to learn of and participate in the Positive Organizational Health initiative. More importantly, this initiative is more than a program.
The initiative integrates employee and organizational agreed upon shared outcomes that promote a thriving organization and thriving employees. It’s aiming at a win-win culture and environment.
Our Working Foundations
Our working foundations are in the content of two books.
Zero Trends: Health as a Serious Economic Strategy, and Shared Values – Shared Results: Positive Organizational Health as a Win-Win Philosophy
These two books when taken together, take workplace wellness to an advanced level. The ideas and total content, when implemented bring about zero trends and involve a vision of shared values and shared results. The results for both employees and organizations are consistent with a win-win philosophy. The basis of our knowledge combines supporting research and science with meaningful solutions for implementing positive health as an organizational and employee strategy.
Evolving Positive Organizational Health: Twelve Issues and Workable Solutions Preface I remain consistent in believing in the interventions designed for a workplace positive health and performance initiative. They are a crucial and important part of [...]
Emergence: Workplace Health Management from Complexity to Order Post #4 of 5 in this series: Growth of the workplace health management initiative. There is no question in my mind we have been remarkedly successful over [...]
Emergence: Workplace Health Management from Complexity to Order Post #3 of 5 in this series: Early Planning for a Win-Win Health Management Initiative Contents and Takeaways Beware of the barriers from the past. Prerequisite to [...]
Emergence: Workplace Health Management from Complexity to Order Post #2 of 5 in this series: Where have we been and where are we now? The first post in this five-part series was written as a [...]
Emergence: Workplace Health Management from Complexity to Order A Personal and High Level View (Post 1 of 5) This set of 5 posts is the result of my self-imposed sabbatical from January 1 to August [...]
Do Wellness/Well-Being Programs Work or Do Not Work? As we state in Shared Values-Shared Results: Positive Organizational Health as a Win-Win Philosophy health is a “wicked problem.” Thus health, including wellness and well-being, isn’t [...]