Lifestyle Coaching
Intrinsic lifestyle coaching gives a person an opportunity to think about and plan what they really want for their health and well-being. Through mindful coaching, they become aware of their habits, mindset barriers and what influences their decisions. The individual can then formulate their own plan to a better life that fits into their values, environment and what they want, and are ready to achieve.
If Lifestyle Change Were as Easy as Knowing
"What to Do" Then We Would All be Doing It!
On-Site Coaching Engagement Difference
Having an ongoing on-site coaching presence provides a trusting personal resource for employees to focus on themselves and what they want for their health. The personal value of this benefit is immeasurable to some and is available to everyone from the janitor to the CEO. It provides a foundation for all of the other resources that the company may have available to their people. Over time, on-site coaching creates a viral effect of a healthier culture as the coached exhibit the outcomes of their personal growth and sets an example for others to follow.
An on-site Coach is there if and when an employee is ready to focus on a goal or has a sudden need "to talk." A relationship can start with an employee asking a quick question via email or seeing the coach in the hallway at just the right time ("do you have a minute?"). Employees begin to realize that the coach is not just about reaching goals. Sometimes people just need a moment to talk confidentially to someone when confronted with thoughts or situations that keep them from focusing at work or is interfering with their desire to achieve personal goals. Just having a Coach that listens, validates and/or provides resources to the employee can not only lead to sustainable change, but also allows the employees to return to work more focused than before. Immeasurable!
Worksite Coaching Environment Difference
Coaching in the workplace is unique and sometimes brings challenges. Unlike a person who proactively decides to make a personal investment in a coach with a defined purpose, an employee sitting across from a coach may be initially:
Participating only to satisfy a requirement or receive an incentive
Feeling fearful, untrusting and defensive
Be stressed and feel they are "too busy to change"
Feel they are not ready to or believe they can change.
Not understand the role of a coach and feel they may be "told what to do"
Establishing a trusting and comfortable relationship is the immediate goal of a coach. With the right approach, a person who is initially not interested in or feeling not ready will often leave the appointment wanting to continue to see the coach. Often the employees least likely to change have the greatest successes!
In a 2 year period, 80-95% of high-risk employees who were asked to have a one-time appointment with Barb came back and continued coaching. 80% improved at least one biometric. (BP, cholesterol, Glucose and BMI/Waist).
Reporting
Reporting of outcomes would be discussed upfront depending on available reporting mechanisms in place and whether coaching would be tied to incentives. Typically, annual (or other agreed upon period of time) reporting would be the combination of the following:
Aggregate change in biometrics of coached group versus population (if information is accessible)
Employee Experience and Outcome Surveys
Identification of claim avoidance outcomes due to increase in self-care of those coached
Observations of employee's knowledge of their benefits and rights to question their health care and any notable improvements.