In this unique case study, explore how our innovative 7-Day Wellness Quiz Challenge transformed the health and well-being of employees. Witness the substantial improvements achieved through engaging, interactive quizzes that delivered valuable health insights.
Learn how a commercial employer successfully used Engagement Rx to:
Increase participation: 77% of employees enrolled in the challenge.
Drive completion: 79% of participants completed the entire 7-day series.
Boost engagement: Employees reported positive feedback and increased motivation.
Improve health knowledge: Quizzes covered a variety of health topics, including stress, nutrition, sleep, and more.
Ready to learn more?
Download our case study and discover how Engagement Rx can:
Enhance employee engagement: In just 2 minutes per day positive outcomes can be achieved.
Improve health outcomes: Quizzes can be easily customized to cover topical subjects impacting your unique workforce.
Create a healthier workplace culture: Enhance office camaraderie and shared experiences.
Ready to see the difference Engagement Rx can make? Download the full report and start paving the way for a healthier, more productive workforce today.
Avidon Health provides innovative health coaching solutions to personalize engagement and create behavior change at scale. We are a team of behavior change experts who empower people to make positive life changes by focusing on the individual, not just the condition. Avidon’s core product, Engagement Rx, is a digital health coaching platform used to improve adherence and outcomes for diverse populations, and includes an interactive eLearning portal, coach CRM, and Content Design Studio. This turnkey-but-customizable solution can serve as a standalone portal or embed within existing platforms to deliver personalized learning using proven behavior change frameworks.
If you want to truly engage your employees and inspire them to care about their health and wellness, you need to think beyond simply getting them to participate in your wellness program. Incorporate as many of these as you can to build a genuine culture of wellness in the workplace.
1. Understand Your Employees’ Needs
To drive employee wellness program engagement, it’s critical to offer health and wellness solutions that fit their needs – as seen through their eyes, not yours. Biometric data can be helpful however the key is to go beyond that to understand your population’s interests, motivations, and priorities. Take the time to understand your employees and you will you build trust, get buy-in, and put yourself in position to develop communications and materials that strike a chord, resonate, and engage. You will also gain the knowledge you need to tailor your wellness program to their specific needs.
Some tools for better understanding your employees:
Anonymous employee surveys
Focus groups
One-on-one interviews
2. Get Leadership Involved
Leaders are role models, so it’s important for wellness program adoption and engagement that leaders at all levels of your organization support your employee wellness program. Note that support in this context means more than simply approving a budget and signing off on proposed wellness events – it means getting actively involved in and talking about wellness activities.
Some tips for your leadership teams:
Promote the wellness program and share testimonials at meetings and via mails and other corporate communications
Actively participate in wellness activities, and be visible “doing wellness” wherever you can – at wellness events, on challenge leaderboards, in newsletters, talking in the cafeteria, etc.
Implement policies that facilitate a culture of wellness – tobacco-free workplace, healthy food choices in the cafeteria and vending machines, walking meetings, flexible breaks for physical activity, etc.
3. Ensure that Your Wellness Program Is Inclusive
Your wellness program should be broad enough to appeal to a wide range of preferences, abilities, and personality types. For example, gym subsidies and step-tracking challenges are all the rage because exercise is beneficial, but what are you doing for those who have physical limitations, wouldn’t be seen dead in workout clothes, dislike exercise, or are introverts?
Some ideas to broaden inclusivity:
Offer both physical and non-physical wellness activity options such as educational workshops, online courses, etc.
All challenge activities should include suitable options for those with physical limitations
If you have an ethnically diverse workforce, select a wellness portal vendor who offers wellness content in languages your employees are comfortable with
4. Communicate Clearly, Caringly, Regularly, and in Multiple Ways
Employees need to know what’s available in your wellness program, how to participate, and how they benefit from doing so. If you offer wellness incentives, provide clear, accurate instructions that spell out exactly what they need to do to earn rewards.
Employees also need regular nudges and reminders. Life is busy, so don’t expect your wellness program to be a top priority for them. Give your communications a warm, caring tone – it’s important for them to know that are doing wellness for them, not to them.
Finally, you will enhance wellness program engagement if you reach out using as many different channels as possible to ensure your best chance of connecting with them.
Some ways to communicate:
Email
Intranet or wellness portal messaging
Text (many wellness portal vendors offer this option)
Social media
Company newsletters and mailings
Flyers in the cafeteria, on company bulletin boards, etc.
During department or company meetings
5. Make it Appealing and Fun
Employees can’t be forced to engage in wellness, so you need to appeal to their desire to enjoy themselves. Make it your goal to have them come away from each activity feeling that it was both enjoyable and beneficial. This can be accomplished by adding social elements and gamification. Think how much more fun a team quiz challenge is than reading a paper about the same topic!
A few gamification ideas:
Contests – between departments, or between employees and leadership
Leaderboards showing ongoing results
Incentives, rewards, and prize-giving events
6. Include Team Challenges
Challenges are a fantastic source for wellness program engagement – especially group challenges, which are more inclusive and naturally motivate participants to encourage their teammates! Challenges not only drive wellness engagement but also tend to foster better working relationships by allowing teammates to connect on a personal level. · For ideas, check out the dozen pre-formatted challenge templates we’ve put together.
7. Include Social and Community Activities
Structure and competition don’t appeal to everyone in your workforce, so be sure to include activities for those who prefer a more relaxed atmosphere. You may be surprised at how motivated a seemingly unengaged employee can be when it comes to a no-pressure group activity or volunteering to help a good cause!
People are intrinsically motivated by seeing progress, so give them the opportunity to see their progress wherever possible. Completing a wellness activity or challenge, earning points towards incentives points, or tracking individual health data all create ongoing motivation and engagement. Progress-tracking also provides you with key data for measuring and enhancing the success of your wellness program.
Wearable devices and health apps on phones can be particularly helpful in providing you with key insights about the overall wellness and lifestyle of your population if you have a wellness portal with device sync capabilities.
Popular health trackers include:
Fitness – steps, activity, etc.
Weight
Sleep
Food
Mood
Medical – blood pressure, cholesterol, etc.
9. Recognize Employee Wellness Efforts
One of the most powerful ways to engage and motivate employees is to recognize their wellness efforts and successes. Make a big deal of it – recognize them in front of the entire department or company, showcasing both team and individual achievements where possible. Any type of progress or success deserves recognition – not just winning a challenge or contest.
Some good venues for wellness recognition include:
Companywide emails
Company newsletters or mailings – include pictures and stores where possible
“Wellness Spotlight” flyers in the cafeteria and on bulletin boards
Department or company meetings
10. Create a Wellness Committee … and Empower Them to Support You!
A properly empowered wellness committee that meets regularly can be invaluable in helping you direct, promote, and operate your wellness program. Get the right people on your wellness committee and you will have a valuable asset! Leverage their input and efforts in designing wellness initiatives, getting program feedback, planning and promoting wellness activities, coming up with ideas to improve engagement, and serving as your boots-on-the-ground wellness program ambassadors.
Some guidelines for putting together an effective wellness committee:
Leadership support – get the support of leadership to ensure you have the legitimacy and resources you need
Diversity – include members from different departments, with different level of corporate seniority and preferably at different stages of life and health/fitness
Passion – find enthusiastic individuals who believe in a healthy lifestyle, can serve as role models, and are genuinely interested in promoting the program
Commitment – make sure they have both the desire to improve their peers’ lives and the willingness to put in the time and effort needed to serve on the committee
Communication skills – look for employees who are approachable, enjoy talking with their peers, and are good listeners who effectively address concerns and suggestions
Dependability and respect – choose employees with a reputation for being dependable and are respected by their peers
Limited term – limit the service term to a couple of years at most to keep things fresh and bring in new ideas
Avidon Health’s Engagement Rx digital wellness platform and certified health coaches have been supporting employers and their wellness vendors for over 2 decades. We hope by implementing these tips, you can significantly enhance employee wellness program engagement and foster a healthier, happier workplace.
How to Choose the Right Workplace Wellness Program
After spending more than a decade helping organizations build, implement, and refine workplace wellness programs, one thing is crystal clear: there’s no one-size-fits-all solution. Over the years, I’ve seen companies thrive with homegrown initiatives, partnered with some of the most reputable national programs, and developed highly customized solutions from scratch. The common thread? It’s not about adopting the “best” program, but rather finding what works best for your organization.
In this article, I’ll guide you through the key questions you should ask yourself when evaluating your workplace wellness needs, and I’ll help you understand where your organization might fall on the wellness spectrum—whether you’re ready for a simple solution, a comprehensive program, or something in between.
The Power of Wellness
Workplace wellness is more than just offering a gym membership or free fruit in the breakroom. It’s about fostering an environment that encourages long-term behavior change—something I’ve seen firsthand in companies that take wellness seriously. At Avidon Health, we’ve worked with organizations across the spectrum, from those just starting their wellness journey to companies looking to revamp or scale mature programs.
Through it all, I’ve learned that the most successful wellness programs don’t necessarily follow a rigid template. Instead, they evolve based on the unique culture, goals, and needs of the workforce. Whether you’re considering a DIY approach, partnering with an external provider, or integrating a digital health solution, the key to success is knowing what you need before diving in.
10 Questions to Help You Find the Right Wellness Program
Before launching or revamping your workplace wellness program, take a moment to answer these key questions. Your responses will help determine the best path for your organization.
What are the specific health needs of your employees?
Do you have data on chronic conditions, mental health challenges, or other prevalent health issues within your workforce?
How much internal expertise do you have?
Do you have team members who can lead wellness initiatives, or would you need external support?
What’s your budget?
Are you able to invest in a full-scale wellness program, or are you looking for more cost-effective solutions?
How much time and resources can you allocate?
Do you have time for ongoing management, or do you need a program that’s more hands-off?
What kind of outcomes are you hoping to achieve?
Are you aiming to reduce healthcare costs, boost productivity, or enhance employee morale and engagement?
What’s the culture of your organization?
Are employees likely to engage with wellness programs, or will you need to work harder to build buy-in?
How diverse are your employee demographics?
Are you addressing a broad spectrum of ages, job roles, and health needs?
What types of wellness activities would resonate most with your team?
Would they prefer physical challenges, mental health resources, or financial wellness programs?
Are you looking for a digital or in-person solution?
Would your workforce respond better to app-based tools, on-site classes, or a hybrid approach?
How will you measure success?
Do you have clear KPIs or metrics for tracking the program’s impact, and the capacity to monitor these over time?
What Type of Wellness Program Is Right for You?
Score Yourself
Take a moment to count the number of “yes” answers. Based on your score, you’ll have a better idea of which type of wellness program will suit your organization’s needs.
Score 0-3
Basic and Low-Cost Solutions
You’re just starting your wellness journey, or your organization has minimal resources to devote to wellness. A basic program with free or low-cost initiatives (like walking challenges or monthly webinars) might be the best starting point. Consider partnering with low-cost providers or utilizing free tools to kick things off.
Score 4-6
Hybrid and Flexible Solutions
You have a moderate level of readiness and resources. You may want to explore a hybrid workplace wellness program that combines in-house efforts with outsourced digital tools. Programs like health coaching, nutrition counseling, and fitness tracking apps could fit well here.
Score 7-10
Comprehensive Solutions
You’re ready for a more advanced wellness program. This approach could include behavior change coaching, mental health support, and biometric screenings. Partner with an external provider to manage the logistics should help maximum value without burdening your internal team.
Why Workplace Wellness Is Essential for Your Organization
Workplace wellness programs aren’t just about health outcomes—they’re about culture, productivity, and the overall employee experience. Over the years, I’ve seen workplace wellness programs significantly improve employee engagement and morale, while also driving down healthcare costs. But more importantly, they create a sense of community and shared responsibility for well-being in the workplace.
The true value of wellness programs lies in their ability to inspire behavior change. Whether it’s through fitness challenges, mental health support, or nutritional education, when employees feel supported in their health journey, they’re more likely to be engaged, productive, and loyal to the company.
Conclusion
There’s no magic formula for building the perfect wellness program, but by answering the right questions and understanding your workforce’s unique needs, you can make informed decisions that lead to lasting impact. Whether you’re implementing a simple initiative or scaling up a comprehensive program, wellness is an investment in both your employees’ well-being and your company’s future.
If you’re ready to take your workplace wellness programs to the next level, we’re here to help you build a solution that fits your organization perfectly.
Keywords: workplace wellness programs, health coaching solutions, behavior change at scale, customizable wellness programs, employee engagement, corporate wellness, Avidon Health.
Health Coach Certification Programs: Insights from Our Team
We spoke to some of our health coaches to get their firsthand experiences with various health coach certification programs. Their insights offer a starting point for those looking to understand what a health coach does and how to become one. We truly believe in the power of health coaches and leverage it throughout our entire solution due to the profound benefits of behavior change.
What Does a Health Coach Do?
A health coach empowers individuals to achieve optimal health and well-being by guiding them through lifestyle changes. Focusing on holistic wellness—including physical, mental, and emotional health—health coaches use behavior change techniques, motivational interviewing, and personalized strategies to support clients in reaching their health goals.
How to Become a Health Coach
Embarking on a career as a health coach begins with obtaining the right credentials. Certification not only enhances your credibility but also equips you with the necessary skills to effectively support your clients.
Health Coach Certification Programs Experienced by Our Team
1. Dr. Sears Wellness Institute
NBHWC Approved:
Basic Program: No
Master Health Coach Certification: Yes
About the Program:
Basic Program: Offers foundational knowledge in nutrition tailored to specific demographics like adults, seniors, or pregnant women. While convenient and customizable, this tier doesn’t qualify you to sit for the National Board for Health & Wellness Coaching (NBHWC) exam and doesn’t delve deeply into behavior change methodology.
Master Health Coach Certification: A rigorous and thorough program that prepares you to coach confidently, providing a firm understanding of behavior change principles.
Coach’s Experience:
“The Master program is solid and definitely worth the investment. It thoroughly prepares you for real-world coaching.” — Brandy Brock
2. YogaMedCo
NBHWC Approved: Yes
About the Program:
Integrates yoga, meditation, and health coaching to promote holistic wellness. Offers flexible, self-paced learning alongside structured coursework and live sessions. Emphasizes mindfulness, stress reduction, and overall wellness strategies.
Coach’s Experience:
“With a background in yoga, I found this program unique. It taught me essential coaching methodologies while enabling me to guide clients through mindfulness techniques and stress management.” — Christine Mustac
3. Rowan University – Wellness Coaching Certificate of Graduate Study
NBHWC Approved: Yes
About the Program:
Consists of four graduate-level online courses covering behavior change theory, wellness coaching principles, obesity and diabetes management, and wellness across the lifespan. The final course includes practical coaching sessions.
Coach’s Experience:
“The coursework is well-rounded, providing a strong foundation in behavior change theory and wellness coaching principles. The peer discussions on Zoom were invaluable for practicing coaching techniques. While it’s more expensive due to being a university program, the connections made are worth it.” — Rachel Muniz
4. Wellcoaches
NBHWC Approved: Yes
About the Program:
Often referred to as “The Gold Standard” in health coaching certification. Open to anyone with an associate degree or 4,000 hours of work experience in any field. Includes interactive, real-time classes divided into modules and can be completed in six to 18 months.
Coaches’ Experiences:
“The hybrid model of live calls and homework assignments worked well for me. The live classes allowed for skill-building through mock sessions with classmates. It’s ideal for those who are self-motivated and can manage their time effectively.” — Toby Feldman
” The flexibility suited my schedule, and the live classes were instrumental in honing my coaching skills through practice sessions with peers.” — Lindsay De Stefano
5. Holistic Wellness & Life Coach
NBHWC Approved: No (Approved by the American Association of Drugless Practitioners – AADP)
About the Program:
Provides comprehensive training in wellness, holistic health, nutrition, and natural healing. Targets 12 dimensions of wellness combined with proprietary coaching methodologies, blending the art of coaching with psychological techniques for lasting transformation.
Coach’s Experience:
“The multi-dimensional approach was enlightening. It addresses how the brain works to help clients achieve sustainable results.” — Eileen Franco
6. KGR Health and Wellness Academy
NBHWC Approved: Yes
About the Program:
A 16-week virtual program taught by three board-certified coaches. Open to anyone passionate about health coaching, it focuses on the art and science of coaching with a “Learn by Doing” philosophy. Includes live coaching sessions and extensive practice opportunities.
Coach’s Experience:
“The hands-on approach was instrumental in building my confidence and skills. The live sessions and observable coaching practices were particularly beneficial.” — Pam Faccone
7. ACE Health Coach Pro Advanced Training Program
NBHWC Approved: Yes
About the Program:
Offered by the American Council on Exercise (ACE), this program includes Behavior Change Specialist Training, mentorship, and live skills assessment of recorded coaching sessions. Provides 40 hours of live sessions with one-on-one practice and feedback opportunities.
Coach’s Experience:
“As a fitness professional, this program deepened my understanding of motivational interviewing and provided live skill training and practice. The mentorship and feedback were invaluable.” — Anita Alba
8. ACE Approved YMCA Foundations of Strength and Conditioning Certification
NBHWC Approved: No
About the Program:
Aimed at fitness professionals and exercise physiologists, this training focuses on strength and conditioning for athletes, emphasizing injury prevention. Offers specific information beneficial for those with fitness and medical backgrounds.
9. University of Delaware – Graduate Certificate in Health Coaching
NBHWC Approved: Yes
About the Program:
An in-person program requiring a health-related undergraduate degree. Includes courses on chronic disease management and a practicum. Aims to develop coaching skills that help clients clarify health goals, implement sustainable behaviors, and reduce the impact of chronic conditions.
Coach’s Experience:
“The in-person classes allowed for direct interaction with instructors and peers. The practicum provided real-world coaching experience, which was crucial for my development.” — Brittany Kowalski
Why Health Coaching Matters
Health coaching plays a pivotal role in today’s wellness landscape. With chronic diseases on the rise and lifestyle factors significantly impacting health outcomes, health coaches serve as essential guides in promoting sustainable behavior change. They empower clients to take control of their health, navigate obstacles, and achieve lasting well-being.
By focusing on individualized strategies and leveraging evidence-based methodologies, health coaches can make a profound difference in the lives of their clients. The importance of health coaching extends beyond individual transformations; it contributes to healthier communities and can reduce the overall burden on healthcare systems.
Explore More NBHWC Approved Programs
While we’ve shared experiences from our team, there are numerous other NBHWC-approved programs available. To explore the full list and find a program that best fits your needs, visit the NBHWC Approved Training Programs.
Conclusion
Choosing the right health coach certification program is a pivotal step in your career. Consider factors like accreditation, curriculum focus, learning format, and how well the program aligns with your background and career goals. This list isn’t exhaustive but offers a starting point based on real experiences to help guide your decision.
If you’re part of a health coaching team looking to enhance your impact and create behavior change at scale, we’re here to support you. Explore our resources or contact us to learn how our solutions can empower your coaching efforts. By partnering with us, health coaching teams can focus on what they do best—facilitating meaningful change—while we handle the operational complexities. Together, we can amplify the impact of health coaching and drive positive health outcomes on a larger scale.
Habit stacking is a technique that involves linking a desired new behavior to an existing, well-established routine. By doing so, you increase the likelihood of sticking with the new habit and achieving lasting behavior change.
Our brains are wired to form habits. When we repeatedly perform a behavior in a specific context, our brain creates a neural pathway that makes it easier to repeat that behavior in the future. Habit stacking leverages this natural tendency by associating a new habit with an existing, well-established routine.
The Benefits of Habit Stacking
Increased Consistency: By linking a new habit to an existing routine, you’re more likely to perform it consistently.
Reduced Effort: Once a habit becomes automatic, it requires less mental effort to perform.
Improved Motivation: Habit stacking can help you stay motivated by making it easier to see progress.
How to Implement Habit Stacking
Identify a Target Habit: Clearly define the new habit you want to establish. Don’t be ambiguous and use terms like I want to exercise, instead say I want to strength train 2x per weekday (Monday and Friday) and walk at least 30 minutes on Tuesday through Thursday.
Choose a Trigger Habit: Select an existing, well-established routine to link your new habit to. Your habit must have a clearly defined trigger (I go to the gym after I eat breakfast).
Set Realistic Goals: Set achievable and specific goals for your new habit.
Practice Habit Stacking: Consistently perform your new habit immediately after your trigger habit.
Consistency: If you can’t complete your new habit fully it is still imperative that you at least complete some of it. If you have a time conflict rather than skip your usual 30 minutes per day of language study do five minutes to reinforce the habit. Once you start skipping your habit entirely it will become easier and easier to break it.
Monitor Progress: Track your progress and celebrate your successes.
Tips for Successful Habit Stacking
Start Small: Begin with a small, manageable habit to increase your chances of success.
Be Consistent: Stick to your routine as much as possible, even on days when you don’t feel motivated.
Be Patient: Building new habits takes time. Don’t get discouraged if you experience setbacks.
The Role of Cognitive Behavioral Therapy (CBT)
While habit stacking is a powerful tool on its own, combining it with Cognitive Behavioral Therapy (CBT) can enhance its effectiveness. CBT is a therapeutic approach that focuses on the relationship between thoughts, feelings, and behaviors. By addressing underlying thought patterns and beliefs, CBT can help individuals overcome challenges and stay motivated on their behavior change journey.
CBT Techniques for Habit Formation
Identifying Cognitive Biases: CBT can help you identify negative thought patterns that might hinder your progress.
Challenging Negative Thoughts: By challenging negative thoughts, you can replace them with more positive and realistic ones.
Setting Realistic Goals: CBT can assist you in setting achievable and specific goals for your new habit.
Developing Coping Strategies: CBT can teach you effective strategies to manage challenges and setbacks.
By combining habit stacking with CBT, you can create a powerful approach to behavior change. With consistent effort and the right strategies, you can successfully incorporate new habits into your daily life and improve your overall well-being.
Potential Challenges in Habit Stacking
Here are some common pitfalls people may face when trying to implement habit stacking:
Change doesn’t have to be hard.
Lack of Motivation:
Solution: Find intrinsic rewards associated with the new habit. For example, if you’re trying to exercise more, focus on how it makes you feel physically and mentally better.
Overwhelming Goals:
Solution: Start small and gradually increase the intensity or duration of your new habit. Your new habit is a long-term plan, and your goals need not be overly aggressive as you begin.
Inconsistent Routine:
Solution: Identify triggers that are consistent in your daily life, such as brushing your teeth or eating breakfast.
Lack of Support:
Solution: Share your goals with friends or family members who can offer encouragement and accountability. Consider joining a support group or online community if applicable for your new habit.
Travel:
Solution: Be flexible and adapt your habits to accommodate changes in your schedule. For temporary changes (vacation, business travel) you can practice an abbreviated version of your normal habit.
Overthinking:
Solution: Practice mindfulness and focus on the present moment. Avoid dwelling on past failures or future uncertainties.
Resistance to Change:
Solution: Acknowledge that behavior change can be challenging and celebrate small victories along the way. Remember that progress is often gradual.
By anticipating and addressing these potential challenges, you can increase your chances of successfully implementing habit stacking and achieving your goals. The future you envision is waiting.
Group health and wellness coaching is a facilitated, synchronous process for small groups (fewer than 12 participants) led by a certified health coach. The aim is to leverage the collective experience and wisdom of the group to help each member achieve their health and wellness goals, while providing a supportive and stable environment.
Each participant receives equitable attention throughout the sessions. The coach, an expert in coaching and group dynamics with foundational health knowledge, focuses less on providing educational content (less than 20% of the time) and more on facilitating the group process. They do not offer significant support or therapy.
Sessions may include instruction in individual skills development, such as mind/body practices and journaling, and the use of self-assessment tools. Coaches equip participants with the skills to find their own answers. By modeling behaviors like encouragement, affirmation, focusing on positive progress, maintaining a nonjudgmental stance, building rapport, and reflective listening, coaches help group members learn these skills as well.
Coaches trust the group process and recognize that participants are their own best resource for experience and expertise. Groups can be tailored to specific audiences or be more general in focus, covering a wide range of health topics.
What Are Four Things Coaches Need to Consider Before Leading Group Coaching?
1. End-to-End Participant Experience
Creating a seamless end-to-end participant experience in group coaching is crucial for several reasons. A smooth experience keeps participants engaged and motivated throughout the coaching process. When participants feel that every aspect of the program is well-organized and cohesive, they are more likely to stay committed and actively participate. Consistent experiences across all touchpoints help build trust and reliability. A seamless experience leads to higher satisfaction levels. Satisfied participants are more likely to continue with the program, recommend it to others, and return for future sessions.
When the coaching process is well-structured, participants can focus more on learning and applying new skills rather than dealing with logistical issues. This enhances the overall effectiveness of the coaching. By focusing on creating a seamless end-to-end experience, health coaches can ensure that their participants receive the maximum benefit from the program, leading to better outcomes and a more positive coaching environment.
2. Administrative Burden (or lack thereof)
Health coaches may underestimate the amount of time that goes into facilitating group health coaching. This can be especially important when determining the price (and therefore hourly breakdown of pay) for the program. There is much more than just the time in the group container itself.
What health coaches need to consider is the time needed to prepare for each group session, to close out each group session (i.e. time for questions at the end, logging any data such as attendance), answering inbound messages from participants in between sessions, marketing the program, creating the curriculum, researching locations/technology, and possible discovery calls/meetings to see if the group is a good fit for the participant goals. Most of the time dedicated to group coaching occurs outside of the group container.
3. Health Outcomes vs Health Behaviors
The difference between health outcomes and health behaviors lies in their definitions and roles in health and wellness. Health outcomes refer to the results or consequences of health behaviors and other factors on an individual’s health. Health outcomes can include measures such as life expectancy, incidence of chronic diseases, mental health status, and overall well-being. Essentially, health outcomes are the end results that reflect the state of an individual’s health. Health behaviors refer to the actions individuals take that affect their health. These behaviors can be either health-promoting (e.g., regular exercise, healthy eating, not smoking) or health-deteriorating (e.g., smoking, excessive alcohol consumption, poor diet). Health behaviors are the choices and habits that influence one’s overall health. In summary, health behaviors are the actions taken to influence health, while health outcomes are the results of those actions and other contributing factors. Improving health behaviors can lead to better health outcomes.
While it is important to measure pre and post health outcomes to measure and display the effectiveness of a program, health behaviors can unfortunately be neglected in pre and post assessments. In conjunction with biometrics, it is highly recommended to distribute a pre and post lifestyle questionnaire as well. A lifestyle questionnaire can measure a participant’s health behaviors are various pillars of wellness. It is helpful to measure multiple pillars, not just the direct ones that are addressed in the program. For example, one may be working on sleep. As they improve their sleep, they may find organically that they have more energy and are exercising more too and not reaching for sugary snacks for an afternoon pick-me-up. There is a beautiful ripple effect that takes place when working on our health and wellness.
4. Engage Beyond the Group Container
We have heard “What happens in Vegas, stays in Vegas”. Many coaches may even say this as they set the rules of engagement for their group. But what if what happens in the group, doesn’t have to stay in the group container? Keeping all things confidential and HIPAA compliant, what if coaches increased reliability and accountability in between group coaching sessions? What if we created an opportunity for the participants to interact with each other outside of the group session?
These what if questions have profound positive answers. We would have more engagement, increased social support, and enhanced outcomes and behavior change. Finding a platform that enables a coach to send HIPAA compliant check-in texts and e-mails is vital. Finding one that also enables group challenge leaderboards, social handles, and the like help tickle various participant motivational preferences.
In Conclusion
Group health and wellness coaching involves a certified health coach facilitating small group sessions to help participants achieve their health goals by leveraging collective wisdom and focusing on skill development and group dynamics rather than providing direct education. Coaches need to home in on an engaging participant experience, how to decrease administrative burden, report on change in health outcomes and health behaviors, as well as provide opportunities for engagement outside of the group session. With these attributes as a foundation and a platform to enable these functions, coaches can build successful group coaching programs.
Avidon Health is excited to announce that Clark Lagemann, CEO of Avidon Health, has been featured in the August 2024 edition of HR.com’s Employee Benefits and Wellness Excellence magazine. His article, “Maximizing Wellness On A Budget: Small Business Strategies For Open Enrollment” delves into insider tips on how to offer a great wellness program without breaking the bank.
Don’t let a limited budget hold you back from offering a great wellness program! This article explores creative and cost-effective strategies for small businesses. Discover how to utilize free resources, implement in-house initiatives, and foster a culture of well-being for your employees.
Free and Low-Cost Resources:
Utilize free apps like MyFitnessPal or Calm, negotiate discounts with gyms, and leverage Chamber of Commerce partnerships for access to wellness programs and resources.
In-House Programs:
Organize walking meetings, healthy snack options, and fitness challenges using free tracking apps. Encourage employees to share remote work wellness tips for a collaborative environment.
Communication is Key:
Clearly communicate program details through various channels like email, team meetings, and flyers.
Engagement Techniques:
Identify “Wellness Champions” to promote programs and recognize participation through public acknowledgements and small rewards.
Sustainable Culture:
Integrate wellness into your company culture with active leadership involvement and ongoing communication.
Ready to learn more?
As part of our ongoing commitment to employee well-being, Avidon Health is proud to share this insightful article. Full article here
Employees also need regular nudges and reminders. Life is busy, so don’t expect your wellness program to be a top priority for them. Give your communications a warm, caring tone – it’s important for them to know that are doing wellness for them, not to them.
Embarking on a career as a health coach begins with obtaining the right credentials. Certification not only enhances your credibility but also equips you with the necessary skills to effectively support your clients.
