“Individuals do best if they understand that health is vitality and energy, not just the absence of disease, and that they are their own self-leaders in charge of improving or maintaining their own health status and influencing the health status of their families.” Dee Edington – Zero Trends: Health as a Serious Economic Strategy.
Wellness and health coaches are increasingly being seen as a key component of company wellness programs. The trend toward individualization of welln ess has been building over the last ten to fifteen years and is stronger than ever. The paradigm shift towards a coach-centric programming approach continues to grow. Now, in a landmark book, (Zero Trends: Health as a Serious Economic Strategy, 2010) Dee Edington, wellness pioneer researcher and director of the University of Michigan Health Research Center, lays out for us the evidence-based best way to allocate a company’s wellness resources and indentifies wellness and health coaching as one of three essential components.
Health & Wellness Coaching As Essential
In the health promotion field, the room goes silent and everyone is all-ears when Dee Edington speaks. If Edington is not the “Father” of the HRA (Health Risk Appraisal), his work over the last thirty years has certainly told us more about these instruments and how to milk every last bit of value out of them than anyone else.
“The health risk appraisal (HRA) system is core technology to integrate health into the culture of a company.” (Edington, 2010) He sees these systems requiring three essential components: 1) the HRA questionnaire and profile itself, 2) biometric screening and 3) health coaching. He sees coaches being of value whether the client is identified as low or high risk, or dealing with a chronic illness. The real value of an HRA is only realized when there is a good method of helping the person understand it’s meaning and implications for their health. This is where an individual coaching session, or better yet, series of sessions excels.
Keeping Healthy People Healthy
Health and wellness coaching is often provided to employees as a benefit and is delivered by one of a number of different providers. The coaching may be a service of: a disease management and/or wellness coaching company that is a part of the employee’s health insurance; a contracted wellness coaching company; a contracted independent wellness coach; or employees of the company’s wellness program that have been specifically trained as wellness coaches. Whenever benefits are provided the immediate concern is cost. How much wellness coaching, and who gets to see the wellness coach?
It is tempting to look at the 20% of the employee population who are at high risk and consume 80% of the healthcare costs and target them for our wellness coaching efforts exclusively. These “high risk” individuals appear very visible to the wellness programmer’s eye. Many of the high risk group often already have some sort of “lifestyle disease” (as the World Health Organization calls them) or chronic illness, and they often use more sick days, and drive up the cost of healthcare, especially for a self-insured company. However, this is exactly the time to look at Edington’s evidence.
The problem, Edington says, is migration. Our three neat categories of low, medium and high-risk individuals are not static. People “migrate” from one category to another and they tend to migrate in mostly one direction, from low to higher, and healthcare costs migrate right with them. “Therefore, when a program focuses solely on high-risk individuals—and we certainly need to pay attention to those folks—it can only be successful to a certain extent. While a practitioner is focusing solely on his or her high-risk population, they’re missing all of the individuals who move from low or medium-risk to high-risk. In the end, they have more people who became high-risk than people who reduced their risk.” (Edington 2004). So we end up with more high-risk people despite our attention to those in the high risk group to start with. Sounds a lot like the Parable of the Waterfall (Why don’t we go upstream and see why these folks are falling in?”) doesn’t it? Edington likes to say that while the 20/80 “rule” is true enough, it is extremely flawed as a health management strategy. Bottom line: make coaching available to all. Keep the healthy people healthy.
“Everyone can use a coach!”
Dee Edington – Zero Trends: Health as a Serious Economic Strategy. P. 132.
