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Author: Brittany Kowalski

Brittany Kowalski was one of the very first Nationally Board-Certified Health and Wellness Coaches in the country and earned her original certification through the University of Delaware’s Graduate program.

While sports medicine was her first passion, she became drawn to preventative approaches with her patients and threw herself into learning ways to help motivate people to manage and prevent chronic diseases. Her diverse experiences as a health promotion specialist including diabetes lifestyle coaching, mental health initiatives, and even laughter therapy programs, have allowed her to walk beside and help guide people on their wellness journeys.
Over her career, she has been sought out as an expert in the field of Health Coaching including speaking opportunities for the American Diabetes Association, the Medical Affairs Professionals Global Conference, Rutgers University, American College of Preventative Medicine, and the National Wellness Conference.

In addition to her work as a clinician, she has also helped to initiate health coaching programs in various large-scale hospitals across the nation with focuses on cardiometabolic, pulmonary, bariatric, and physical therapy.

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HR & People Operations

Employee Wellness Programs: What You Need to Know

employee wellness programs
What is an Employee Wellness Program?employee wellness programs8

In today’s changing work environment, employee wellness programs have become essential for promoting health and well-being in the workplace. These programs are designed to support employees’ physical, mental, and emotional health, ultimately leading to a more productive and engaged workforce. This article explores what employee wellness programs are, their key components, and the benefits they offer to both employees and organizations. 

An employee wellness program is a structured initiative implemented by employers to improve the overall health and well-being of their employees. These programs encompass a wide range of activities and resources aimed at promoting healthy behaviors, preventing illness, and enhancing the quality of life for employees. Wellness programs can include physical health initiatives, mental health support, financial wellness, and social activities. 

Key Components of Employee Wellness Programs 
  1. Physical Wellness: Programs that focus on physical health often include fitness challenges, gym memberships, health screenings, and nutrition workshops. These initiatives encourage employees to adopt healthier lifestyles, which can lead to reduced healthcare costs and increased productivity. 
  2. Mental Health Support: Mental health is a crucial aspect of overall well-being. Wellness programs may offer stress management workshops, counseling services, mindfulness sessions, and mental health days. Providing support for mental health can help reduce absenteeism and improve employee morale. 
  3. Preventive Health Measures: Preventive health initiatives aim to identify and address health issues before they become serious. This can include regular health check-ups, vaccinations, and smoking cessation programs. Preventive measures can lead to a healthier workforce and lower healthcare expenses. corporate wellness programs  
  4. Financial Wellness: Financial stress can significantly impact an employee’s mental and emotional well-being. Wellness programs may offer financial planning workshops, retirement planning sessions, and debt management resources to help employees achieve financial stability. 
  5. Social and Team-Building Activities: Building strong social connections at work can enhance employee engagement and job satisfaction. Wellness programs often include team-building activities, social events, and volunteer opportunities to foster a sense of community and belonging. 
Benefits of Employee Wellness Programs 
  • Boosts Productivity: Healthier employees are more energetic and focused, leading to increased productivity. Wellness programs encourage employees to adopt healthy habits, which can improve their overall performance at work. 
  • Reduces Absenteeism: By promoting physical and mental health, wellness programs can reduce the number of sick days taken by employees. This leads to a more consistent and reliable workforce. 
  • Enhances Employee Morale: Employees who feel supported and valued are more likely to be engaged and motivated. Wellness programs that address various aspects of well-being can boost employee morale and job satisfaction. 
  • Attracts and Retains Top Talent: Offering comprehensive wellness programs can make an organization more attractive to potential employees. It also helps retain current employees by demonstrating a commitment to their well-being. 
  • Lowers Healthcare Costs: By encouraging healthy behaviors and preventive care, wellness programs can reduce the overall healthcare costs for both employees and employers. This can lead to significant savings. 
  • Builds a Positive Work Culture: Wellness programs contribute to creating a positive and supportive work environment. A culture that prioritizes employee well-being can lead to higher levels of engagement and loyalty. 
Implementing an Effective Wellness Program 

To implement a successful corporate wellness program, organizations may need to hire a consultant or vendor to help with: 

  1. Assess Needs and Establish Objectives: Understand the specific needs of employees and set clear goals for the wellness program. 
  2. Gain Leadership Support: Ensure that leaders are committed to the program and actively participate in its promotion.
  3. Design a Comprehensive Program: Develop a program that addresses various aspects of wellness, including physical, mental, and financial health.  
  4. Communicate and Launch: Clearly communicate the program’s benefits and how employees can participate. 
  5. Encourage Participation: Create incentives and opportunities for employees to engage in the program. 
  6. Monitor and Evaluate: Regularly assess the program’s effectiveness and make necessary adjustments to improve outcomes. 
Conclusion 

Employee wellness programs are vital for fostering a healthy, productive, and engaged workforce. By addressing physical, mental, and emotional well-being, these programs can lead to numerous benefits for both employees and organizations. Implementing a comprehensive wellness program can create a positive work culture, reduce healthcare costs, and enhance overall employee satisfaction.

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HR & People Operations

How to Use Behavior Psychology for Better Employee Engagement

Employee engagement
Using Behavior Psychology to Boost Employee Engagement 

Employee engagement

Employee engagement is a critical factor in the success of any organization. Engaged employees are more productive, motivated, and committed to their work, leading to better overall performance. One effective way to enhance employee engagement is by leveraging principles from behavioral psychology. This article explores how behavioral psychology can boost employee engagement and create a more dynamic and motivated workforce. 

Behavioral psychology principles can be applied in the workplace to shape and reinforce desired behaviors, ultimately leading to higher levels of employee engagement. 

Key Behavioral Psychology Principles 
  • Classical Conditioning: This principle involves associating a new stimulus with a naturally occurring stimulus to elicit a desired response in specific situations. In the workplace, managers can use classical conditioning to create positive associations with specific locations, events, tasks, or behaviors. For example, encouraging employees to decorate their cubicles or offices with pictures of their family, friends, and travels can create a warmer more positive association with coming to their place of work.[1]. 
  • Operant Conditioning: This principle focuses on the use of reinforcement and punishment to shape behavior. Positive reinforcement, such as praise, bonuses, or promotions, can encourage employees to repeat desired behaviors. Conversely, negative reinforcement or punishment can be used to discourage undesirable behaviors. For instance, recognizing and rewarding employees for meeting targets can motivate them to maintain high performance levels [1]. 
  • The Law of Effect: Proposed by Edward Thorndike, this principle states that behaviors followed by positive outcomes are more likely to be repeated, while those followed by negative outcomes are less likely to be repeated. By consistently rewarding positive behaviors and addressing negative ones, organizations can shape a culture of engagement and productivity [2]. 
Applying Behavioral Psychology to Boost Employee Engagement 
  • Setting Clear Expectations and Goals: Clearly defined goals and expectations provide employees with a sense of direction and purpose. Using behavioral psychology, managers can set specific, measurable, achievable, relevant, and time-bound (SMART) goals and provide regular feedback to reinforce progress and achievements [3]. 
  • Providing Regular Feedback and Recognition: Regular feedback and recognition are powerful tools for reinforcing positive behaviors. Behavioral psychology suggests that immediate and specific feedback is most effective in shaping behavior. Recognizing employees’ efforts and achievements can boost their morale and engagement [3]. 

Employee engagement

  • Creating a Positive Work Environment: A positive work environment that supports employee well-being can enhance engagement. Behavioral psychology emphasizes the importance of environmental factors in shaping behavior. Providing a supportive and inclusive workplace, offering wellness programs that key into employee engagement programs, and promoting work-life balance can create a conducive environment for engagement [4]. 
  • Encouraging Autonomy and Empowerment: Empowering employees by giving them autonomy and control over their work can increase their intrinsic motivation and engagement. Behavioral psychology highlights the importance of autonomy in fostering a sense of ownership and responsibility. Allowing employees to make decisions and take initiative can lead to higher levels of engagement [3]. 
  • Implementing Reward Systems: Effective reward systems based on behavioral psychology principles can motivate employees to perform at their best. Rewards can be tangible, such as bonuses and promotions, or intangible, such as recognition and praise. The key is to ensure that rewards are meaningful and aligned with employees’ values and goals [5]. 
Case Studies and Real-World Examples 
  • Google’s Focus on Employee Well-Being: Google has implemented various programs to support employee well-being, including free healthy meals, on-site fitness centers, and mental health resources. These initiatives have led to high employee satisfaction and engagement, demonstrating the effectiveness of prioritizing employee well-being [4]. 
  • Microsoft’s Flexible Work Environment: Microsoft offers flexible work arrangements, allowing employees to work remotely and adjust their schedules. This flexibility has resulted in higher levels of engagement and job satisfaction, as employees can balance their personal and professional lives more effectively [4]. 
  • Starbucks’ Recognition and Rewards Program: Starbucks emphasizes recognizing and rewarding employees for their contributions. Programs like stock options, tuition assistance, and regular recognition events have fostered a sense of community and appreciation among employees, leading to increased engagement [4].
Conclusion 

By applying principles from behavioral psychology, organizations can create a work environment that fosters employee engagement. Setting clear goals, providing regular feedback, creating a positive work environment, encouraging autonomy, and implementing effective reward systems are all strategies that can enhance engagement. Real-world examples from companies like Google, Microsoft, and Starbucks highlight the practical benefits of using behavioral psychology to boost employee engagement. By understanding and leveraging these principles, organizations can build a motivated, productive, and engaged workforce. 

References 

[1] Behavioral Principles: Concepts and Applications in Psychology 

[2] Behavioral Psychology: Essential Principles and Theories 

[3] 21 Best Employee Engagement Strategies To Use [In 2025] 

[4] Inspiring Employee Engagement Case Studies: Real-World Examples and … 

[5] 15 Employee Engagement Strategies for 2025 + Real Examples 

Categories
Health Coaches

How to Increase Show Rates for Health Coaching Appointments

health coaching

How to Increase Show Rates for Appointments 

Care teams are deeply invested in the well-being and progress of their participants. They understand that consistent attendance at appointments is crucial for achieving health goals and making sustainable lifestyle changes. When participants show up for their health coaching sessions, it allows care team members to provide personalized guidance, track progress, and offer the necessary support and motivation. This commitment to regular appointments not only fosters a strong relationship but also significantly enhances the effectiveness of the coaching process, leading to better health outcomes and a more rewarding experience for everyone involved. 

Here we’ll share some practical tips and tricks to help you enhance show rates for your appointments. By implementing these strategies, you can ensure that more participants attend their scheduled sessions, leading to better engagement and more successful outcomes. Whether you’re a health coach, a business professional, or anyone who relies on appointments, these insights will help you maximize attendance and make the most of your time. 

Flexible Scheduling 

Flexible scheduling plays a crucial role in enhancing appointment show rates by accommodating the diverse and often busy schedules of participants. By offering a range of available times, participants can select slots that best fit their personal and professional commitments, reducing the likelihood of conflicts and last-minute cancellations. This approach not only demonstrates respect for their time but also increases their commitment to attending the appointment. Additionally, flexible scheduling can alleviate stress and make the process more convenient, ultimately leading to higher attendance rates and more productive sessions. 

Automated Reminders 

Automated reminders are a powerful tool for improving appointment show rates by keeping participants informed and engaged. These reminders, sent via email and text, serve as timely prompts that help participants remember their upcoming appointments, reducing the chances of no-shows due to forgetfulness. By scheduling reminders for a day before and an hour before the appointment, you can ensure that the meeting stays top-of-mind. Additionally, automated reminders can include important details such as the time, date, and location of the appointment, as well as any necessary preparation, making it easier for participants to be ready and committed to attending. This consistent communication fosters a sense of accountability and increases the likelihood of participants showing up. 

Confirmations Health coaching

Confirmation messages are essential for improving appointment show rates by reinforcing the commitment of participants. When a confirmation message is sent immediately after an appointment is booked, it serves as an initial acknowledgment that the appointment is set, helping to solidify the participant’s intention to attend. Follow-up confirmations closer to the appointment date act as additional reminders, reducing the risk of forgetfulness and ensuring the appointment remains a priority. These messages can also provide important details and instructions, making it easier for participants to prepare and feel confident about attending. By maintaining clear and consistent communication through confirmation messages, you can enhance accountability and significantly increase the likelihood of participants showing up for their appointments. 

Value Addition 

Value addition is a key strategy for enhancing appointment show rates by keeping participants engaged and motivated. By sharing relevant content such as case studies, testimonials, or educational materials before the appointment, you remind participants of the benefits and importance of attending. This approach not only builds anticipation but also reinforces the value they will gain from the session. When participants see the tangible benefits and feel more informed and prepared, they are more likely to prioritize the appointment and show up. Additionally, value-added content can help establish trust and credibility, making participants more committed to the process and less likely to cancel or reschedule. 

Clear Agenda 

Having a clear agenda is instrumental in improving appointment show rates by providing participants with a structured outline of what to expect. When participants receive a detailed agenda ahead of time, it helps them understand the purpose and importance of the meeting, making it easier for them to see the value in attending. A clear agenda also allows participants to prepare any necessary materials or questions, which can lead to more productive and engaging sessions. By setting clear expectations, you reduce uncertainty and build confidence, making participants more likely to prioritize and show up for the appointment. This transparency fosters a sense of professionalism and respect, further encouraging attendance and active participation. 

By incorporating flexible scheduling, automated reminders, confirmations, value addition, and a clear agenda, you can significantly enhance show rates for your appointments. These strategies not only make it easier for participants to attend but also emphasize the importance and value of each session. Implementing these tips will help you build stronger relationships, ensure better engagement, and ultimately achieve more successful outcomes. With these tools in hand, you’ll be well-equipped to maximize attendance and make the most of every appointment. 

Categories
Health Coaches

The Science of Habit Formation

Habit formation

Habit Formation 

Habits are powerful drivers of human behavior, shaping our daily routines and long-term outcomes. Understanding the science behind habit formation can help us develop positive habits and break negative ones. At the core of habit formation is a neurological process known as the habit loop, which consists of three key components: the cue, the routine, and the reward. 

The cue is a trigger that initiates the habit. It can be anything from a specific time of day, an emotional state, or an environmental factor. For example, feeling stressed might cue someone to reach for a snack.  

The routine is the behavior itself, which is the action taken in response to the cue. In our example, the routine would be eating the snack.  

Finally, the reward is the positive reinforcement that follows the routine, making the behavior more likely to be repeated in the future. The reward could be the temporary relief from stress provided by the snack. Habit formation

Research has shown that habits are formed through repetition and reinforcement. When a behavior is consistently performed in response to a cue and followed by a reward, neural pathways in the brain are strengthened, making the behavior more automatic over time. This process is known as neuroplasticity, where the brain’s structure and function are altered based on experiences and behaviors. The basal ganglia, a region of the brain involved in habit formation, plays a crucial role in this process by storing and automating habitual behaviors. 

To build new habits, it’s essential to identify and manipulate the components of the habit loop. Start by choosing a specific cue that will trigger the desired behavior. Then, establish a routine that is simple and achievable. Finally, ensure that the routine is followed by a meaningful reward. Over time, as the behavior is repeated and reinforced, it will become a habit. Conversely, breaking a bad habit involves disrupting the habit loop by identifying the cue and finding alternative routines that provide a similar reward. By understanding and leveraging the science of habit formation, we can create lasting positive changes in our lives. 

What are some practical tips for forming new habits you ask?  

  • Start Small: Begin with a manageable and specific habit. Instead of aiming to exercise for an hour every day, start with a 10-minute walk. Small, achievable goals are easier to stick with and build momentum. 
  • Use Triggers: Identify a consistent cue that will remind you to perform your new habit. This could be something you already do regularly, like brushing your teeth or having your morning coffee. For example, if you want to start meditating, do it right after you brush your teeth in the morning. 
  • Set Clear Goals: Define what you want to achieve and why it’s important to you. Having a clear purpose can motivate you to stick with your new habit. Write down your goals and keep them visible as a reminder. 
  • Track Your Progress: Keep a journal or use a habit-tracking app to monitor your progress. Seeing your achievements can boost your motivation and help you stay accountable. 
  • Reward Yourself:Habit formation Give yourself a small reward after completing your habit. This could be something simple like enjoying a piece of dark chocolate or taking a few minutes to relax. Rewards reinforce the habit loop and make the behavior more likely to stick.
  • Stay Consistent: Try to perform your new habit at the same time and place every day. Consistency helps reinforce the habit loop and makes the behavior more automatic over time. 
  • Be Patient and Persistent: Habits take time to form. Research suggests it can take anywhere from 21 to 66 days to establish a new habit. Be patient with yourself and don’t get discouraged by setbacks. Keep going, and it will get easier. 
  • Find a Support System: Share your goals with friends or family members who can encourage you and hold you accountable. You can also join a group or community with similar goals for additional support. 
  • Visualize Success: Spend a few minutes each day visualizing yourself successfully performing your new habit. This mental rehearsal can increase your confidence and commitment. 
  • Adjust as Needed: If you find that your initial plan isn’t working, don’t be afraid to make adjustments. Flexibility is key to finding what works best for you. 

By incorporating these tips into your routine, you’ll be well on your way to forming new, positive habits.  

Categories
Health Coaches

Health Coaching and Chronic Conditions

Health Coaching
Health Coaching and Chronic Conditions

Health coaches play a crucial role in supporting individuals with chronic health conditions. Their ongoing support can significantly enhance a person’s quality of life and long-term health outcomes. Here are some key areas they get to focus on:

1. Understanding Common Chronic Conditions:

Health coaches have a basic knowledge of common chronic conditions such as diabetes, hypertension, heart disease, and arthritis. This includes understanding the impact these conditions have on daily life. Therefore, they can help educate people about lifestyle changes that can improve their health. This helps individuals understand their conditions better and make informed decisions.

2. Collaborative Approach:

Effective health coaching involves a collaborative paradigm. Instead of telling people what to do, coaches ask what changes they are willing to make and support them in those decisions.

Chronic conditions
Health coaching can help individuals with diabetes manage their condition through education, support, and tools….
3. Self-Management Support:

Health Coaches provide tools and strategies to help people manage their conditions. This includes education on medication adherence, lifestyle modifications, and coping strategies.

4. Bridging the Gap:

Health coaches often act as a bridge between clinicians and patients, helping to ensure that patients understand their treatment plans and feel empowered to follow them.

5. Behavioral Change Techniques:

Knowledge of motivational interviewing, goal setting, and other behavioral change techniques is essential. These skills help health coaches to effectively support clients in making sustainable health changes.

6. Emotional Support:

Chronic conditions can be emotionally taxing. Health coaches are prepared to offer empathy, encouragement, and support to help individuals navigate the emotional challenges associated with their conditions.

7. Goal Setting and Problem-Solving:

Health coaches assist people in setting realistic health goals and developing problem-solving skills to overcome barriers to achieving these goals.

8. Regular Follow-Up:

Health coaches provide ongoing support and follow-up to ensure people can stay on track with their health plans and make necessary adjustments as needed.

9. Encouraging Active Participation:

Health coaches empower patients to take an active role in their own care, which can lead to better health outcomes and a greater sense of control over their health.

10. Monitoring Progress:

Health coaches regularly track individuals’ progress towards their health goals and adjust plans as needed to ensure continued improvement.

By focusing on these areas, health coaches can significantly improve the quality of life for individuals with chronic health conditions.

Categories
Health Coaches

Elevate Your Group Coaching: Tips for Maximizing Impact

group coaching
What is Group Coaching? group coaching

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. 

  Group coaching

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. 

 

Categories
Health Coaches

What Health Coaches Need to Know About GLP-1 Agonists

What Health Coaches Need to Know About GLP-1 Agonists
Yoga mat sport shoes apple bottle of water on blue wooden background Concept healthy lifestyle healthy eating sport and diet Sport equipment Selective focus
Introduction to Health Coaching and GLP-1 Agonists

GLP-1 agonists, also known as glucagon-like peptide-1 agonists, are a class of medication that mimics the action of the naturally occurring GLP-1 hormone, which has several essential roles in the body. GLP-1 helps trigger insulin release from the pancreas, blocks glucagon secretion (which raises blood sugar levels), slows stomach emptying, and increases the feeling of fullness after eating. By promoting weight loss and improving blood sugar control, GLP-1 agonists play a crucial role in diabetes management.  Some formulations are also approved for the treatment of overweight and obesity.

With this in mind, health coaches should be aware of a handful of implications to coaching clients that are utilizing GLP-1 agonists.

Best Practices for Health Coaches

Although the following list is not exhaustive, it provides you with the foundational strategies for effectively and safely coaching clients using GLP-1 agonists while also staying within your scope. While the primary health coaching principles and techniques remain the same (i.e. motivational interviewing, appreciative inquiring, etc.), there are a few things to take into consideration that may differ when working with clients on GLP-1 agonists. However, the primary health coaching principles and techniques remain the same such as motivational interviewing and appreciative inquiring.

Protein Intake

When taking GLP-1 medications, it’s essential to pay attention to protein intake. There are some guidelines for protein requirements. The first is people should aim for at least 70 to 75 grams of protein per day. This helps prevent muscle loss that can occur during weight loss. In a high-protein diet, 25%-35% of calories should come from protein. For example, if someone consumes 1,600 calories a day, this translates to 100-140 grams of protein daily. Of course, please work with a registered dietitian to confirm the appropriate grams of protein needed.

Look for protein sources with at least 15 grams of protein per serving. Some clients may want to consider adding protein powder to some meals. It is convenient and provides a good protein boost. Options with a short ingredients list and limited added sugars, such as 100% whey, soy, or pea protein, are always best.

Strength TrainingWhat Health Coaches Need to Know About GLP-1 Agonists | Avidon Health

Strength training plays a crucial role when using GLP-1 agonists. GLP-1 medications can help suppress appetite, leading to fewer calories consumed and weight loss. The goal with the weight loss is to lose body fat and preserve muscle mass. Strength training helps to maintain muscle mass, preventing muscle loss during weight loss.

When it comes to long-term weight management, strength training is important too. Consistent strength training sets someone up for sustainable weight management. Especially beyond the GLP-1 agonist journey. With strength training, it can help ensure a healthier and effective transformation.

Side Effect Considerations

Side effects can happen at any time and may impact the lifestyle habit goals your client is working on. With empathy, health coaches need to understand there may need to be an opportunity to pivot quickly to “Plan B” when considering the following side effects:

Common Side Effects:

  • Nausea: Feeling sick is a common side effect associated with GLP-1 agonists. However, this usually improves over time.
  • Diarrhea: Some people may experience diarrhea when taking these medications, but it tends to resolve with continued use.
  • Vomiting: Vomiting can occur, especially when starting treatment, but it often diminishes over time.
  • Decreased Appetite: GLP-1 agonists can reduce appetite, which may contribute to weight loss.

GLP-1, side effects, safe usage

More Severe Side Effects:

  • Low Blood Sugar (Hypoglycemia): While less common, hypoglycemia is a serious risk associated with GLP-1 agonists.
  • Stomach Pains: Some individuals may experience abdominal discomfort.
  • Skin Reactions: If they inject the medicine, there’s a possibility of skin reactions.
Holistic Approach

Though this may not be a surprise to health coaches, we need to take a holistic approach to someone’s health and well-being; it’s not just about diet and exercise and coaching individuals that take GLP-1 agonists are no exception. Our lifestyle habits are interconnected. For example, if someone does not sleep well, they may choose higher sugar foods and skip their workout. Pillars such as sleep, stress management, substance, use, social support, spiritual, and environmental aspects of someone’s life are important to consider when trying to help guide them to a more balanced and vivacious life.

Coaching Program Length and Frequency

Individuals on GLP-1 agonists are typically on them for a minimum of three months, and it is not unheard of for them to be on them for 24 months or more. This will impact how long a coaching program should be. Typically, health coaching programs for this population are a minimum of four months and have been seen to be as long as two years.

The frequency of coaching sessions is observed to be biweekly typically. Those that did coaching paired with GLP-1s agonist for one year observed an average 15.6% weight loss. In the second year, people lost an average of 16.8% body weight. Aside from just weight loss, GLP-1 coaching programs have also observed an improvement in lipids, A1c, liver function test, insulin, and hs-CRP.

It is important to note what happens between coaching sessions. Check-in messages between sessions are common. This is helpful to drive motivation and accountability. Sessions paired with between session communication makes for a well-rounded support structure.

Resources:

GLP-1 Agonists: What They Are, How They Work & Side Effects (clevelandclinic.org)

Considering GLP-1s: A Guide to Deciding If It’s Right for You (healthline.com)

Considering GLP-1 medications? What they are and why lifestyle change is key to sustained weight loss (Mayo Clinic Diet)

GLP-1 agonists: Diabetes drugs and weight loss (Mayo Clinic)

Combined GLP-1 medication and virtual coaching leads to sustained weight loss | Cleveland Clinic Journal of Medicine (ccjm.org)

Protein balance for GLP-1s
meal plan (Mayo Clinic)

A holistic approach to integrative medicine (Mayo Clinic Press)

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