Avidon Health is a team of behavior change and technology experts who empower health outcomes for participants, and business objectives for clients.
Avidon launched in 2020 following MedPro Wellness’ acquisition of SelfHelpWorks, which brought together more than 20 years of proven health coaching and cognitive behavioral training expertise. With a renewed vision, we created Engagement Rx®, a dynamic coaching and content delivery platform that provides personalized, 1-to-1 health and well-being experiences at scale.
Our solutions are now driving a revolution in personalized care that is enabling clients to reimagine the way they connect with and enhance the lives of their diverse populations.
Small Business, Big Impact: Budget Friendly Wellness Solutions
Avidon Health’s CEO, Clark Lagemann, recently shared his expertise at a webinar hosted by the NJDOL, titled “Small Business, Big Impact: Budget-Friendly Wellness Solutions.” The session explored practical strategies for small businesses to implement effective wellness programs without breaking the bank.
This webinar explores strategies to enhance your employees’ overall well-being, ultimately boosting productivity and retention. By watching, you’ll gain valuable insights on:
The Power of Wellness Programs: Discover how effective wellness programs can significantly improve employee satisfaction, reduce turnover, and boost productivity.
Mental Health Matters: Learn practical strategies to address mental health concerns within your organization and provide necessary support.
Physical Well-being Initiatives: Explore cost-effective ways to promote physical health, such as encouraging healthy eating habits, fitness challenges, and flexible work arrangements.
Engaging Your Workforce: Discover innovative techniques to motivate and engage your employees, fostering a positive and productive work environment.
Measuring Success: Understand the importance of both Return on Investment (ROI) and Value on Investment (VOI) in evaluating the effectiveness of your wellness programs.
Ready to elevate your workplace?
Click here to watch the full webinar recording and start implementing these strategies today.
In the face of a rising mental health crisis, HR and People Operations leaders find themselves at a pivotal moment. The workplace mental health landscape is changing rapidly, especially for young adults entering the workforce. Pre-pandemic, rates of anxiety and depression among young people were already climbing. Today, with added pressures from economic instability, social media’s pervasive influence, and a volatile social climate, younger generations are facing unprecedented mental health challenges, even as society returns to a semblance of “normalcy.”
As an HR leader, you’re in a unique position to address these challenges in your workplace. Neglecting mental health doesn’t just impact individual employees—it reverberates throughout teams, affecting morale, productivity, and retention. This article explores the risks of ignoring mental health at work and provides actionable steps for HR professionals to create a supportive environment that benefits everyone.
Understanding the Scope of the Mental Health Crisis
Over the last decade, researchers have tried to unravel the root causes of the mental health epidemic among young adults. Social psychologist Jonathan Haidt and others link this crisis to the effects of smartphones and social media algorithms, which often pull users into negative feedback loops. Yet, others point to external factors like economic pressures, political instability, and a world marred by school shootings and climate anxieties.
One recent hypothesis, known as “prevalence inflation,” suggests that our constant discourse around mental health might lead individuals to interpret normal life stresses as medical issues. For instance, Lucy Foulkes, a psychologist from the University of Oxford, has raised concerns that excessive mental health messaging can create a cycle of self-diagnosis that might encourage avoidance of stressful situations rather than building resilience. As HR leaders, it’s vital to balance raising workplace mental health awareness with empowering employees to manage everyday challenges.
The workplace implications of these societal trends are clear. A failure to support employees’ mental health doesn’t just diminish individual well-being—it leads to decreased productivity, increased absenteeism, and ultimately higher turnover. HR leaders must take steps to mitigate these impacts and support employees through the unique challenges of today.
The Costs of Ignoring Workplace Mental Health
Consider this scenario: Sarah, a talented young professional, begins struggling with feelings of anxiety as she adapts to her first full-time role post-graduation. She’s bombarded with stories about mental health on social media, making her feel that her anxiety is insurmountable. As her symptoms worsen and go unnoticed by her managers, her engagement drops, she starts taking more sick days, and her work quality declines. Soon, Sarah leaves the company, leading to the loss of a valuable employee.
This scenario reflects a common issue in workplaces today. Studies show that untreated mental health conditions can cost organizations millions in lost productivity. According to the World Health Organization, depression and anxiety cost the global economy over $1 trillion annually in lost productivity. For HR professionals, investing in mental health support is not just a compassionate choice; it’s a strategic one.
Younger employees, often more exposed to economic instability and social pressures, are particularly vulnerable. Researchers at Johns Hopkins found that certain societal events, like the overturning of Roe v. Wade, directly impact young people’s mental health. Unlike older generations, who may have developed greater emotional resilience over time, young adults report heightened levels of anxiety and depression. As HR leaders, understanding these generational nuances is essential for creating effective mental health support systems.
Real-World Examples of Mental Health Interventions
Recognizing the mental health crisis doesn’t mean overhauling workplace policies overnight; it means taking strategic, thoughtful steps to support employees effectively. Here are two approaches organizations have taken:
Example 1: Preventive Workplace Mental Health Programs
Some companies have implemented organization-wide preventive mental health programs. These programs offer all employees access to resources like mindfulness training, resilience workshops, and mental health apps. Psychologists advocate for such “universal interventions,” which equip all employees with tools to handle stress proactively. This approach can build a foundation of mental well-being across the organization, benefiting employees before they reach a crisis point.
Example 2: Tailored Support for At-Risk Employees
Critics, caution against relying solely on awareness campaigns, as these may inadvertently reinforce feelings of helplessness. Instead, companies can adopt a more targeted approach by focusing on employees with acute needs. By identifying employees who are most at risk, HR can tailor resources—such as private counseling or flexible work hours—that provide genuine support where it’s needed most.
HR leaders must walk a fine line between offering broad support and avoiding the “one-size-fits-all” trap. By adopting a balanced approach, they can ensure that employees feel empowered rather than overwhelmed.
Actionable Steps for HR Leaders
If you’re an HR leader looking to make meaningful strides in mental health support, here are some steps to consider:
Foster a Mental Health-Friendly Culture
Creating a supportive culture starts with normalizing mental health conversations. Consider implementing monthly “mental health check-ins,” where team members can openly discuss challenges in a safe, non-judgmental setting. Additionally, offer training sessions that help managers recognize signs of distress and respond appropriately.
Introduce Preventive Mental Health Programs
Provide access to workplace mental health resources that empower employees before a crisis. Mindfulness sessions, resilience workshops, and even mobile mental health tools can be valuable preventive measures. However, ensure these resources are communicated as tools for well-being rather than as solutions for diagnosing mental illness.
Offer Targeted Support for At-Risk Employees
Use anonymous surveys and regular check-ins to gauge mental health levels across the organization. For employees struggling the most, offer targeted support, such as private counseling or flexible schedules. By focusing on those with the greatest need, you can provide a more meaningful, impactful response to mental health challenges.
Collaborate with Benefits Providers
Make mental health support more accessible and affordable by working closely with benefits providers. Many insurance plans now cover mental health resources, such as therapy sessions and mental health apps. These benefits help employees feel supported while keeping costs manageable for both the employee and the organization.
The Role of HR in Building a Resilient Workforce
Addressing mental health is no longer optional; it’s imperative. HR and People Operations professionals are uniquely positioned to drive this transformation by integrating mental health into workplace culture. By balancing awareness with action, you can create an environment that empowers employees, supports resilience, and ultimately drives organizational success.
Building a resilient workforce means seeing mental health not as a checkbox but as an ongoing commitment. It’s a call to action for HR leaders to create a workplace where mental well-being is valued as much as any other core business objective.
As we prepare for 2025, companies need more than just competitive salaries and traditional benefits to attract and retain top talent. Employee wellness programs have become essential for fostering a healthier, happier, and more engaged workforce. These programs not only improve employee health but also enhance productivity, reduce absenteeism, and boost morale.
In fact, 49% of small to midsized organizations now prioritize employee well-being. Below, we break down the 10 key features that define a successful wellness program and provide HR leaders with actionable insights to improve employee wellness and performance.
1. Holistic Approach to Wellness
Successful wellness programs are more than just physical health initiatives. They address all aspects of an employee’s well-being—mental, emotional, financial, and social. Employees today are seeking a balanced and supportive workplace that cares for their overall well-being.
Example: Companies that offer mental health support and financial wellness programs often see a significant improvement in employee well-being. In fact, 76% of employees reported at least one symptom of a mental health condition in the past year. This highlights the growing need for a well-rounded wellness strategy that caters to diverse needs.
2. Accessibility and Inclusivity
The best wellness programs are accessible to all employees, whether they work on-site, remotely, or in hybrid roles. This is especially important as remote work continues to rise. Wellness programs should offer options for all employees, regardless of their physical location or working hours.
Example: According to Gallup, 32% of remote employees report feeling disconnected from their company’s wellness initiatives. Providing virtual options, such as online fitness classes or mental health resources, helps engage remote employees and ensure everyone benefits from wellness initiatives.
3. Leadership Support and Participation
Wellness programs thrive when company leaders actively support and participate in them. When leaders model healthy behaviors and engage in wellness activities, employees are more likely to follow suit. Leadership buy-in also sends a strong message that the company truly values employee well-being.
Example: Research from Gallup shows that employee engagement in wellness programs increases by 20-30% when company leaders actively participate. Leadership participation can range from joining wellness challenges to promoting mental health days.
4. Personalization Options
A one-size-fits-all approach to wellness doesn’t work. Employees have unique health needs and wellness goals, so offering personalized wellness options ensures higher participation and effectiveness. Whether it’s fitness goals, mental health needs, or financial planning, personalization allows employees to engage in a way that resonates with them.
Example: Companies that integrate Diversity, Equity, and Inclusion (DEI) into their wellness programs see a 15% increase in participation among minority employees. Personalization goes hand in hand with inclusion, ensuring that all employees have access to resources that support their specific needs.
5. Regular Health Screenings and Assessments
Preventive care is a key part of maintaining employee health. Offering regular health screenings and assessments, such as biometric screenings, can help employees stay on top of their health and catch potential issues early. Health assessments not only improve individual health outcomes but also reduce long-term healthcare costs for the company.
Example: Regular check-ups and screenings are a cornerstone of workplace wellness, helping employees understand their health better and take proactive measures to improve it. According to the CDC, wellness programs reduce absenteeism by 28%.
6. Incentives and Rewards
Incentives play a major role in motivating employees to participate in wellness programs. When employees are rewarded for participating in activities or meeting wellness goals, they are more likely to stay engaged. Rewards can range from small perks like gift cards to larger incentives like extra vacation days or wellness-related prizes.
Example: According to a study in the Harvard Business Review, employees who are recognized and rewarded are 12 times more likely to be engaged and productive. Creating a rewards structure for wellness participation can boost engagement significantly.
7. Mental Health Resources
Mental health is no longer a “nice-to-have” but a critical component of employee wellness. As the workplace evolves, more companies are offering mental health resources, such as Employee Assistance Programs (EAPs), mental health apps, and counseling services. Supporting mental health not only improves employee well-being but also enhances productivity and reduces absenteeism.
Example: With 76% of employees reporting at least one symptom of a mental health condition, providing accessible mental health resources is essential for any wellness program.
8. Flexible Work Options
Workplace flexibility is a growing demand among employees, especially in today’s hybrid work environments. Offering flexible work options, such as remote work, flexible hours, or compressed workweeks, reduces stress and enhances work-life balance, which is a key element of employee well-being.
Example: Studies show that companies offering flexible work options report a 35% increase in employee satisfaction and reduced turnover.
9. Ongoing Education and Awareness
Wellness programs should be continuously evolving, and ongoing education is essential for keeping employees engaged. Hosting regular workshops, seminars, and webinars on topics like mental health, nutrition, and stress management keeps wellness top of mind and equips employees with the tools they need to improve their health.
Example: Companies that offer monthly wellness workshops and educational content often see higher participation rates as employees are reminded of the value these programs offer.
10. Measurement and Feedback Mechanisms
To ensure a wellness program’s effectiveness, it’s essential to measure its impact and gather employee feedback. Tracking participation rates, health outcomes, and employee satisfaction with the program helps refine initiatives and demonstrates ROI.
Example: 58% of small businesses feel constrained by budgets in offering wellness programs. Measuring the ROI and Value on Investment (VOI) of wellness programs can provide the data needed to continue investing in employee well-being.
Conclusion
By implementing these 10 key features, companies can develop comprehensive and successful wellness programs that not only improve employee health but also positively impact the bottom line. Whether your goal is to reduce absenteeism, boost productivity, or foster a more engaged workforce, wellness programs are a strategic investment for today’s business environment.
Start small by introducing one of these features today, and watch your wellness culture grow into a powerful tool for employee well-being and company success.
If you’re not a health coach, you might be skeptical about behavior modification. Maybe you’ve heard that it’s only effective for a short time, or perhaps you’ve seen failed attempts at long-term change and wonder if it’s really worth the effort. As professionals deeply involved in helping people achieve lasting health improvements, we’ve seen firsthand how behavior modification can drive real, sustainable change. It works—and not just for health coaches. In fact, anyone looking to influence positive behaviors—whether in wellness programs, employee engagement, or personal growth—can benefit from understanding how this approach actually works.
Here’s why behavior modification is more than just theory and why it can be a powerful tool, no matter your background.
Myth 1: “Behavior Modification Is Only Temporary”
You might think that behavior change only lasts while someone is intensely focused, and then old habits creep back. This myth is based on incomplete approaches that don’t include ongoing support. But when behavior change is reinforced, results last long beyond the initial burst of motivation.
A study published in the American Journal of Public Health found that long-term success in behavior modification is linked to continuous engagement and structured follow-ups, rather than a one-time effort. Programs that use digital tools and regular check-ins saw individuals maintain changes for over a year.
Real-Life Experience: We’ve seen clients stay engaged for months and even years when their progress is tracked and celebrated. Whether it’s encouraging an employee to adopt new wellness habits or guiding a client through weight loss, long-term behavior change comes down to consistent reinforcement. This is why digital coaching platforms, like ours, integrate these principles and keep users on track with personalized nudges.
Myth 2: “People Need Radical Changes for Behavior Modification to Work”
If you believe that behavior change requires a complete overhaul of someone’s life, you’re not alone. This is a common misconception, but it’s also the reason many people give up before they really get started. The truth is, incremental changes are far more effective than drastic shifts.
The Transtheoretical Model (also known as the Stages of Change Model) highlights that people go through small, deliberate stages of change. A review published in the Journal of Behavioral Medicine showed that small steps, like gradually increasing physical activity or cutting out one unhealthy habit, result in more sustainable progress.
Real-Life Experience: We have guided hundreds of thousands of individuals through behavior change programs, and the most successful stories always start with tiny, manageable actions. One client who began by logging her mood each day a day, eventually adopted better mental health patterns over months. It wasn’t about a drastic change—it was about building consistent habits. In a workplace setting, the same can be done by encouraging employees to make small adjustments, such as taking breaks to stretch or drink more water throughout the day.
Myth 3: “Only Motivated People Can Change Their Behavior”
You might think that behavior modification only works for highly motivated people—those who already have the drive to make changes. This couldn’t be further from the truth. Motivation is not a static trait; it can be cultivated and strengthened.
According to a study in Health Psychology, motivation is often the result of successful behavior change, not the cause. The research found that motivational interviewing and goal-setting could boost a person’s drive to stick to new habits, even if they weren’t very motivated to begin with.
Real-Life Experience: In our programs, we’ve worked with individuals who were initially resistant to change. By aligning their health goals with their personal values (for example, helping a parent realize how staying healthy allows them to be more present for their children), we’ve seen incredible transformations. Health coaches are trained in this, but you don’t need to be a health coach to inspire motivation. Employers and managers can help individuals find their “why,” which can unlock new levels of engagement in wellness programs.
Myth 4: “Negative Reinforcement Is More Effective Than Positive”
It’s easy to think that the fear of negative consequences would be a stronger driver for change than positive reinforcement. But research shows the opposite: people are more likely to sustain new behaviors when they are rewarded rather than punished.
Studies have revealed that positive reinforcement, such as rewards for achieving health goals, led to significantly higher adherence than negative consequences. Gamification—incorporating rewards, challenges, and recognition—has proven especially effective.
Real-Life Experience: In our experience, gamification makes all the difference in keeping clients engaged. We’ve seen how simple rewards, like earning badges for completing steps or recognition from peers in a wellness program, create momentum and long-term participation. Similarly, businesses can implement positive reinforcement through employee wellness challenges. Instead of penalizing employees for missed targets, celebrate small wins—this leads to higher engagement and participation.
Myth 5: “Behavior Modification Only Works for Specific Groups”
Some believe that behavior modification is only effective for certain demographics—whether it’s younger, tech-savvy individuals or those who already have some level of health literacy. This myth limits the potential for broad behavior change across a wide range of individuals.
The Journal of Clinical Psychology published findings that showed digital health interventions can work across diverse populations when tailored to individual preferences and needs. Personalization is key—whether it’s adapting content for older adults or customizing it for different cultural backgrounds.
Real-Life Experience: We’ve worked with individuals ranging from busy professionals to retirees, from those comfortable with technology to those completely new to it. What we’ve learned is that personalization is the key. For instance, we simplify user interfaces for older adults and offer peer support groups for those who thrive on community-based engagement. Similarly, non-health coaches can make their wellness programs more inclusive by offering flexible tools that meet individuals where they are.
What Really Works—For Anyone
Personalization: The most effective behavior change programs are those that adjust to the individual. Understanding what motivates someone personally and where they are on their journey makes all the difference.
Positive Reinforcement: Rewarding small wins and creating a positive experience around behavior change encourages long-term success. Whether it’s through gamification, recognition, or incentives, keep the momentum going with positive feedback.
Incremental Steps: Small changes lead to big results. Encourage gradual, manageable actions rather than drastic overhauls. This creates a sustainable path for individuals to follow without feeling overwhelmed.
Continuous Engagement: Whether you’re a health coach or an employer implementing a wellness program, continuous engagement is critical. Regular check-ins, digital nudges, and ongoing support maintain motivation and prevent relapse.
Conclusion
Behavior modification is not just for health coaches—it’s a tool that can benefit anyone looking to foster positive change, whether you’re leading a wellness program, managing a team, or encouraging personal growth. Backed by research and supported by real-world experience, we’ve seen that these strategies lead to lasting, meaningful change. It’s not about who you are or how motivated someone is at the start—it’s about the strategy and support you provide along the way.
Use Behavior Modification to Encourage Small Breaks During Busy Workdays
The belief that there’s never enough time to pause is widespread. However, behavior modification techniques reveal that integrating small breaks into a busy workday is not just beneficial—it’s essential. For health coaches, guiding clients to adopt these practices can prevent burnout, enhance productivity, and foster overall well-being. Here’s how you can help your clients harness the power of short, intentional breaks through effective behavior modification strategies.
Why Small Breaks Matter
Optimizing work capacity isn’t solely about managing time; it’s about managing energy. When clients feel overwhelmed or burnt out, their ability to perform essential tasks diminishes. Regular breaks help sustain energy levels, enhance cognitive function, and maintain emotional balance, leading to more productive and positive interactions both personally and professionally.
8 Behavior Modification Strategies to Incorporate Breaks
1. Empower Clients to Embrace Breaks
Behavior Modification Tip: Challenge the belief that taking breaks is a sign of weakness or inefficiency. Encourage clients to see breaks as a vital part of their work routine. Role model this behavior by taking regular pauses yourself, creating a culture where breaks are normalized and valued.
Actionable Step: Have clients set a daily goal for the number of breaks they’ll take, starting with small, manageable increments.
2. Batch Communications to Create Break Opportunities
Behavior Modification Tip: Teach clients to group email and messaging tasks into specific time blocks. This reduces constant task-switching, which can drain energy and increase stress.
Actionable Step: Recommend scheduling two or three dedicated times each day to check and respond to emails and messages, freeing up more uninterrupted time for focused work and breaks.
3. Redefine Meeting Durations for Efficiency
Behavior Modification Tip: Encourage clients to adopt shorter meeting times, such as 15–25 minutes, to foster efficiency and create natural intervals for breaks.
Actionable Step: Suggest clients set a timer for meetings and use the remaining minutes before the next meeting to stretch, grab a snack, or simply breathe.
4. Enforce Hard Stops to Maintain Break Integrity
Behavior Modification Tip: Help clients establish boundaries by setting hard stops for meetings and work periods. This prevents meetings from overrunning and encroaching on break times.
Actionable Step: Teach clients to communicate their meeting boundaries clearly and stick to their schedules, using alarms or reminders to enforce these limits.
5. Stack New Break Habits onto Existing Ones
Behavior Modification Tip: Utilize the concept of habit stacking by attaching new break activities to existing routines, such as bathroom breaks.
Actionable Step: Guide clients to add a short mindfulness exercise or a quick walk immediately after using the restroom, turning a necessary break into a restorative one.
6. Schedule and Remind Clients to Take Breaks
Behavior Modification Tip: Encourage clients to proactively schedule breaks, especially during natural energy lows, and use reminders to ensure consistency.
Actionable Step: Recommend setting calendar alerts or using break reminder apps to prompt clients to take their scheduled pauses.
7. Use Visual Cues to Prompt Breaks
Behavior Modification Tip: Visual reminders can serve as gentle prompts for clients to take breaks without relying solely on digital alerts.
Actionable Step: Suggest clients place a specific object on their desk, like a stress ball or a plant, that signals it’s time to take a short break.
8. Develop Go-To Routines for Unexpected Breaks
Behavior Modification Tip: Equip clients with quick, reliable routines they can follow during unplanned breaks to maximize their restorative benefits.
Actionable Step: Create a list of simple activities—like deep breathing, listening to a favorite song, or doing a quick stretch—that clients can easily implement whenever an unexpected break arises.
Implementing Behavior Modification for Lasting Change
As a health coach, your role is to guide clients through the process of behavior modification, helping them to identify, adopt, and sustain these break strategies. Here’s how to facilitate this transformation:
Assess Current Habits: Begin by understanding your client’s current work habits and break patterns.
Set Clear Goals: Collaborate with your client to set specific, achievable goals related to taking regular breaks.
Provide Tools and Resources: Offer practical tools, such as scheduling templates or reminder apps, to support their new habits.
Monitor Progress: Regularly check in on your client’s progress, celebrating successes and addressing challenges.
Adapt Strategies as Needed: Customize strategies to fit your client’s unique needs and work environment, ensuring sustainability.
Conclusion: The Power of Small Breaks Through Behavior Modification
Integrating small breaks into a busy workday through behavior modification not only enhances productivity but also safeguards against burnout and promotes emotional well-being. As a health coach, empowering your clients to adopt these strategies can lead to significant improvements in their professional and personal lives. Start today by implementing these actionable steps and watch your clients thrive with renewed energy and resilience.
Ready to help your clients transform their workdays? Contact us to learn more about how our resources can support your coaching practice in fostering healthier, more productive habits.
Case Study: Solving a $32,000 Wellness Program Challenge
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Solving a $32,000 Wellness Program Challenge Amid a Workforce Crisis
Are you facing unexpected hurdles in managing your wellness programs?
A leading healthcare system did too—until Avidon Health stepped in with a tailored solution that saved them over $32,000, kept their wellness program running, and maintained employee morale, all during a high-stakes nurses’ strike.
This real-life case study reveals how HR leaders like you can ensure fairness, data accuracy, and cost efficiency during even the most disruptive workforce challenges.
Inside This Case Study:
Real Solutions, Real Savings: Learn how Avidon Health’s Engagement Rx saved $32,000+ by streamlining wellness activities for returning employees after a strike.
No Blank Solutions: Discover how we created a custom wellness portal that allowed returning staff to fairly earn points without compromising data or program integrity.
Seamless Integration: See how our automated data capture and reporting kept things running smoothly, integrating directly with the existing vendor’s system to avoid disruptions.
Why HR Leaders Need to Read This:
Avoid the Mistakes of Blanket Wellness Programs: Your workforce is unique—why settle for generic solutions that alienate employees and increase risk?
Protect Your Program’s Integrity: Learn how Avidon Health safeguarded data accuracy and fairness, ensuring no employees were unfairly advantaged or penalized.
Be Ready for Anything: Unforeseen workforce disruptions can happen to anyone—don’t wait until it’s too late to prepare.
See How We Saved $32,000 and Avoided 540+ Hours of Manual Work.
Download the Case Study Now and discover how Avidon Health can help you navigate complex workforce challenges without overextending your resources or your budget.
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.
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.
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.
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
Incentives play a major role in motivating employees to participate in wellness programs. When employees are rewarded for participating in activities or meeting wellness goals, they are more likely to stay engaged. Rewards can range from small perks like gift cards to larger incentives like extra vacation days or wellness-related prizes.
You might think that behavior modification only works for highly motivated people—those who already have the drive to make changes. This couldn’t be further from the truth. Motivation is not a static trait; it can be cultivated and strengthened.
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.
