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Health Coaches

Fearless Intermittent Fasting: How To Get Started

A Beginner’s Guide to Intermittent Fasting

Intermittent fasting

Introduction

Looking to improve your health, manage your weight, or simplify your relationship with food? Intermittent fasting (IF) is a valuable tool. Fasting, the practice of voluntarily abstaining from food for specific periods, has exploded in popularity for its potential health and wellness benefits. This guide will walk you through the basics of intermittent fasting, explaining what it is, how it works, and how to get started safely. We’ll focus on practical tips and shorter-term methods, making IF accessible and achievable for everyone. While the world of fasting can sometimes seem complex, packed with buzzwords and even questionable products, we’ll cut through the confusion and provide you with clear, actionable information.

Understanding the Basics of Fasting

Before diving into specific methods, it’s essential to understand the core principles of fasting. Fasting isn’t about starving yourself; it’s about strategically timing your eating periods to allow your body to utilize stored energy and potentially trigger beneficial cellular processes (Autophagy). It’s crucial to distinguish between different types of fasting, as they have varying levels of intensity and potential risks.

Why fasting matters:

Modern life has placed us in a unique position regarding food. Basically, we’ve become the fox guarding the henhouse. With drive through food, refrigerators, and snacks in every cupboard, we’re constantly eating. It turns out our bodies weren’t designed for constant feeding; rather, they need time to rest and perform cellular cleanup. By constantly bombarding our bodies with food (most people’s longest fast is when they sleep) we’re committing metabolic self-sabotage. With minimal effort, we can help our body lose some weight, increase insulin sensitivity, and encourage the natural process of autophagy.

Exploring Different Fasting Methods

     Intermittent Fasting (IF): A Beginner-Friendly Approach

Intermittent fasting (IF) is the most accessible starting point for those new to fasting. It involves cycling between eating and fasting periods on a regular schedule. This approach focuses on when you eat, rather than what you eat, making it more sustainable.

     Popular IF Schedules:

    • 12/12 Method: This is an excellent entry point for beginners. It involves a 12-hour fasting period followed by a 12-hour eating window. This might look like eating between 7 am and 7 pm, then fasting from 7 pm to 7 am. It’s often a natural pattern for many and a good way to ease into IF.
    • 14/10 Method: A step up from the 12/12, this method involves a 14-hour fast and a 10-hour eating window.
    • 16/8 Method: This common method involves a 16-hour fasting period followed by an 8-hour eating window. For example, you might eat between noon and 8 pm and fast for the remaining 16 hours.
    • 5:2 Diet: This variation of IF involves eating normally for five days of the week and significantly restricting calories (around 500-600 calories) on two non-consecutive days. It’s important to choose healthy, nutrient-dense foods on the restricted calorie days.

     Time-Restricted Eating (TRE)

Time-Restricted Eating (TRE) is a type of intermittent fasting that focuses specifically on limiting the time window during which you consume calories. A healthy diet is always recommended, but TRE doesn’t restrict your food choices. Although people often use TRE and IF interchangeably, some differentiate TRE as a more flexible approach, focusing on the eating window’s duration rather than strict meal timing. For example, someone following a TRE approach might simply aim to eat all their meals within a 10-hour window, regardless of the specific times.

     Fasting Mimicking Diet (FMD)

The Fasting Mimicking Diet (FMD), developed by Dr. Valter Longo and his team at the University of Southern California, is a 5-day dietary program designed to mimic the effects of fasting while allowing the consumption of specific foods. It’s a structured approach that aims to promote health benefits. Because FMD has a specific protocol, it’s important to do thorough research beforehand. Many resources are available online detailing how to construct your own FMD protocol.

     Prolonged Fasting (PF): 

Prolonged fasting (PF), defined as fasting for 24 hours or more, can pose risks and requires a doctor’s consultation beforehand. This is not a beginner-friendly approach. PF can negatively interact with certain medications and medical conditions. The health benefits of prolonged fasting are myriad. Depending on how you adapt to short-term fasting, it may be something to look into once you’ve experienced success with IF.

Getting Started with Intermittent Fasting: A Step-by-Step Guide
  1. Consult Your Healthcare Provider: Before starting any fasting regimen, including IF, it’s crucial to discuss it with your doctor, especially if you have any underlying health conditions, are pregnant or breastfeeding, or are taking medications.
  2. Choose a Method:For beginners, we recommend using the 12/12 or 14/10 IF method.
  3. Start Gradually: Don’t jump into a strict fasting schedule overnight. Gradually adjust your eating window to allow your body to adapt.
  4. Stay Hydrated: Drink plenty of water, especially during fasting periods. You can also consume black coffee, unsweetened tea, or plain electrolytes to help manage hunger and maintain electrolyte balance. For an extra boost, green tea and hibiscus tea are both natural appetite suppressants and anti-inflammatory.
  5. Focus on Nutrient-Dense Foods: During your eating window, prioritize whole, unprocessed foods. Overly processed foods spike glucose, aren’t nutrient dense, and tend to not leave you satiated for as long. Intermittent fasting
  6. Listen to Your Body: Pay attention to how you feel. If you experience excessive hunger, dizziness, fatigue, or other concerning symptoms, try a light snack (fruit or veggies) or fully break the fast and consider adjusting your schedule for the next day.
  7. Be Patient and Consistent: It may take some time for your body to adjust to fasting. Consistency is key to seeing potential benefits.
   Addressing Common Concerns
  • Hunger: Hunger is a common side effect, especially in the initial stages of fasting. Staying hydrated and consuming sufficient protein during your eating window can help manage hunger. Also, try not to dwell on the fact you “can’t” eat. Avoid browsing recipes, cooking shows, or planning your next feast.
  • Social Situations: Navigating social events while fasting can be challenging. Plan ahead (possibly switch your window timing) or communicate your dietary choices to friends and family.
  • Exercise: You can generally continue exercising while fasting, but it’s important to listen to your body and adjust your workout intensity as needed. Always be mindful of the onset of any dizziness. Tone it down or consider moving your workout times closer to your last meal.
Conclusion

Fasting, particularly intermittent fasting, can be a valuable tool for improving health and well-being when done correctly. By starting gradually, listening to your body, and consulting with your healthcare provider, you can safely and effectively incorporate fasting into your lifestyle. Remember, consistency is key. Be mindful of too much processed foods. You only fail if you quit trying. Better health awaits!

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Employers & HR Leaders

8 Common Pitfalls of AI in Wellness Programs: How to Avoid Them

AI in Wellness Programs: The Promise and Peril

wellness programs8

Imagine this: A friendly chatbot greets an employee logging into their wellness platform, offering personalized stress management techniques based on their weekly check-ins.  It’s empathetic, precise, and adapts to their changing needs. Behind this interaction is the power of advanced Large Language Models (LLMs) like OpenAI’s GPT-4, Google’s BERT, Meta’s LLaMA, and Anthropic’s Claude.

These AI tools are rapidly transforming wellness initiatives, enabling organizations to address employee wellness at scale without losing the personal touch.

OpenAI’s GPT-4

Picture a virtual health coach powered by GPT-4. It drafts customized health goals, automates educational content, and even answers questions about fitness or nutrition. With its advanced language capabilities, GPT-4 supports wellness professionals by handling repetitive tasks, freeing them to focus on deeper engagement.

Google’s BERT

Think of BERT as the silent analyst in the background. This model excels at understanding the context behind employee feedback—identifying concerns like burnout or job dissatisfaction hidden in survey responses. With BERT, HR teams can proactively address issues before they escalate.

Meta’s LLaMA

In large organizations, LLaMA serves as an agile internal assistant. It can synthesize best practices from thousands of wellness resources, delivering insights tailored to company culture. LLaMA’s lightweight design makes it ideal for seamless integration with existing systems.

Anthropic’s Claude

When employees seek mental health support, Claude provides empathetic, safe interactions. Imagine a discreet, AI-powered resource where employees can explore stress-relief techniques or mindfulness practices—delivered with a human-like sense of care and reliability.

Together, these tools are reshaping wellness strategies. However, careful navigation of potential pitfalls is necessary to ensure success with any powerful innovation.


Pitfall 1: Ignoring Data Privacy
  • Problem: Mishandling sensitive employee health data can lead to breaches and erode trust.
  • Solution: Ensure compliance with regulations like HIPAA or GDPR. Use encryption and anonymized data systems for tools like GPT-4 or Claude.
Pitfall 2: Over-Reliance on AI Insights
  • Problem: Solely depending on AI-generated insights can lead to oversights, ignoring individual nuances.
  • Solution: Combine AI insights from LLaMA or BERT with human wellness professionals for balanced decision-making.
Pitfall 3: Bias in AI Algorithms
  • Problem: AI trained on biased data may exclude or misrepresent certain employee groups.
  • Solution: Regularly audit LLMs like BERT for fairness and train models on diverse datasets.
Pitfall 4: Lack of Transparencywellness programs
  • Problem: Employees may distrust AI if they don’t understand how their data is being used.
  • Solution: Clearly communicate how LLMs like GPT-4 process and safeguard their information.
Pitfall 5: Poor Integration with Existing Programs
  • Problem: Standalone AI tools may feel redundant or disconnected from broader wellness initiatives.
  • Solution: Use LLaMA or GPT-4 to complement existing wellness frameworks, ensuring seamless integration.
Pitfall 6: Inadequate Training for Users
  • Problem: Employees and HR teams may struggle to engage effectively with new AI tools.
  • Solution: Provide training sessions to familiarize users with tools like Claude and show their benefits.
Pitfall 7: Ignoring the Human Element
  • Problem: Over-automation can reduce the personal touch in wellness programs.
  • Solution: Leverage Claude for empathetic AI interactions, but maintain human oversight to foster trust and connection.
Pitfall 8: Failing to Measure Effectiveness
  • Problem: Without clear metrics, it’s hard to evaluate the impact of AI on wellness outcomes.
  • Solution: Define KPIs like stress reduction or employee satisfaction and analyze results using tools like BERT.
Conclusion

By carefully navigating these potential pitfalls and prioritizing a human-centered approach, organizations can leverage the power of AI to enhance their employee wellness programs. AI can become a valuable tool for improving employee well-being, boosting engagement, and creating a healthier and happier workforce.

 

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Employers & HR Leaders

How to Evaluate Your Corporate Wellness Program

Mastering Corporate Wellness Program Evaluation: A Beginner’s Guide

corporate wellness program

When executed well, a corporate wellness program can reduce absenteeism, improve productivity, and boost morale. However, many organizations fall short in one crucial area: evaluating the effectiveness of their programs.

If you’ve ever wondered whether your wellness program is truly meeting its goals or how to make it better, this guide is for you. Let’s dive into the key components of a successful evaluation and how to use the results to drive meaningful change.


Why Evaluate Your Wellness Program?

Wellness programs are an investment, and like any investment, they should deliver measurable returns. Here are some benefits of evaluating your program regularly:

  • Align with Organizational Goals: Ensure your program supports company objectives, such as reducing healthcare costs or improving employee satisfaction.
  • Identify Participation Gaps: Understand who is engaging with the program and why others are not.
  • Enhance ROI: Use data to allocate resources more effectively and improve outcomes for both employees and the organization.
  • Increase Satisfaction: Tailor your program to better meet the needs of your workforce.

Regular evaluations empower you to address weaknesses and build a program that employees value.


The Core Components of a Wellness Program Check-Up

A thorough evaluation starts by examining these core components:

1. Engagement Components

  • Management Involvement: Are leaders visibly participating in wellness activities and promoting the program?
  • Apps & Trackers:corporate wellness program Are digital tools being utilized effectively to monitor progress and encourage participation?
  • Communication: Is the program being promoted in ways that resonate with employees (e.g., newsletters, team meetings, or posters)?
  • Incentives: Are rewards motivating employees to participate and complete wellness initiatives?

2. Risk Identification

  • Biometric Screenings: Are employees aware of their health metrics, like blood pressure and cholesterol levels?
  • Health Risk Assessments: Are surveys being used to identify lifestyle risks such as smoking or inactivity?
  • Claims Analysis: What trends can you identify in health insurance claims that your program could address?

3. Risk Stratification

Categorizing employees based on their health and lifestyle habits can help you better target interventions. Consider these groups:

  • Healthy with Healthy Lifestyles: Maintain their engagement through challenges and education.
  • Healthy with Unhealthy Lifestyles: Offer coaching and tools to support positive changes.
  • Unhealthy Individuals: Provide access to medical interventions and ongoing support.

Analyzing the Data for Insights

Numbers don’t lie, and data analysis is at the heart of an effective corporate wellness program evaluation. Here are key metrics to review:

  • Participation and Completion Rates: Measure how many employees join and complete activities or programs.
  • Health Risk Reductions: Track improvements in key metrics like weight, blood pressure, or smoking cessation.
  • Satisfaction Surveys: Use feedback to gauge how well the program meets employee needs.
  • Financial Impact: Assess whether claims costs are decreasing and calculate savings from reduced absenteeism.
  • Productivity Metrics: Are employees reporting better focus or energy levels after engaging in wellness initiatives?

These insights will guide decisions on where to improve or invest further.


Building a Plan for Continuous Improvement

Evaluation is not a one-time task—it’s an ongoing process. Use your findings to make data-driven adjustments. Here’s how:

  • Iterate on Interventions: Introduce new initiatives based on feedback and data trends. For example, if participation in group fitness classes is low, consider offering more flexible virtual options.
  • Implement Feedback Loops: Regularly ask employees what’s working and what’s not, then refine your approach. corporate wellness program
  • Measure Outcomes: Track the results of changes to ensure they’re delivering the desired improvements.

Continuous improvement is key to keeping your program relevant and effective.

Conclusion

Evaluating your corporate wellness program doesn’t just benefit the bottom line; it ensures your employees feel supported and valued. By following the steps outlined in this guide, you’ll not only improve your program’s effectiveness, but also foster a healthier, happier workforce.

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News

Avidon Health CEO Shares Insights on the Future of Compensation

Will Wellness-Centric Rewards Redefine the Future of Compensation?

Avidon Health CEO, Clark Lagemann, recently shared his valuable insights on the future of compensation in an article featured on HR.com. In this piece, Clark explores the importance of integrating wellness programs into total rewards packages for a more engaged and productive workforce.

Key topics covered in the article include:

  • Integrating Wellness with Compensation: Companies are incorporating wellness programs into their total rewards packages, such as fitness reimbursements and mental health resources.
  • Wellness as a Driver of Performance-Linked Pay: Tying wellness metrics to performance evaluations can motivate employees and improve overall well-being.
  • Personalizing Wellness Benefits: Tailoring wellness benefits to individual needs can increase employee satisfaction and engagement.
  • Data-Driven Wellness: Using analytics to track employee health trends and measure the ROI of wellness programs helps refine strategies.
  • Wellness and Purpose-Driven Compensation: A wellness-focused approach can attract and retain top talent, especially those seeking companies with strong values and a commitment to employee well-being.

Read the full article to learn how to implement these strategies and transform your workplace.

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Employers & HR Leaders

A Beginner’s Guide to Evaluating Your Corporate Wellness Program

Evaluating Your Corporate Wellness Program

When executed well, corporate wellness programs can reduce absenteeism, improve productivity, and boost morale. However, many organizations fall short in one crucial area: evaluating the effectiveness of their programs.

If you’ve ever wondered whether your wellness program is truly meeting its goals or how to make it better, this guide is for you. Let’s dive into the key components of a successful evaluation and how to use the results to drive meaningful change.

Why Evaluate Your Wellness Program?

Corporate wellness programs are an investment, and like any investment, they should deliver measurable returns. Here are some benefits of evaluating your program regularly:

  • Align with Organizational Goals: Ensure your program supports company objectives, such as reducing healthcare costs or improving employee satisfaction.
  • Identify Participation Gaps: Understand who is engaging with the program and why others are not.
  • Enhance ROI: Use data to allocate resources more effectively and improve outcomes for both employees and the organization.
  • Increase Satisfaction: Tailor your program to better meet the needs of your workforce.

Regular evaluations empower you to address weaknesses and build a program that employees value.

The Core Components of a Wellness Program Check-Up
 

A thorough evaluation starts by examining these core components:

  1. Engagement Components
  • Management Involvement: Are leaders visibly participating in wellness activities and promoting the program?
  • Apps & Trackers: Are digital tools being utilized effectively to monitor progress and encourage participation?
  • Communication: Is the program being promoted in ways that resonate with employees (e.g., newsletters, team meetings, or posters)?
  • Incentives: Are rewards motivating employees to participate and complete wellness initiatives?
  1. Risk Identification
  • Biometric Screenings: Are employees aware of their health metrics like blood pressure and cholesterol levels?
  • Health Risk Assessments: Are surveys being used to identify lifestyle risks such as smoking or inactivity?
  • Claims Analysis: What trends can you identify in health insurance claims that your program could address?
  1. Risk Stratification

Categorizing employees based on their health and lifestyle habits can help you better target interventions. Consider these groups:

  • Healthy with Healthy Lifestyles: Maintain their engagement through challenges and education.
  • Healthy with Unhealthy Lifestyles: Offer coaching and tools to support positive changes.
  • Unhealthy Individuals: Provide access to medical interventions and ongoing support.
Analyzing the Data for Insights

Numbers don’t lie, and data analysis is at the heart of an effective wellness program evaluation. Here are key metrics to review:

  • Participation and Completion Rates: Measure how many employees join and complete activities or programs.
  • Health Risk Reductions: Track improvements in key metrics like weight, blood pressure, or smoking cessation.
  • Satisfaction Surveys: Use feedback to gauge how well the program meets employee needs.
  • Financial Impact: Assess whether claims costs are decreasing and calculate savings from reduced absenteeism.
  • Productivity Metrics: Are employees reporting better focus or energy levels after engaging in wellness initiatives?

These insights will guide decisions on where to improve or invest further.

Building a Plan for Continuous Improvement

Evaluation is not a one-time task—it’s an ongoing process. Use your findings to make data-driven adjustments. Here’s how:

  • Iterate on Interventions: Introduce new initiatives based on feedback and data trends. For example, if participation in group fitness classes is low, consider offering more flexible virtual options.
  • Implement Feedback Loops: Regularly ask employees what’s working and what’s not, then refine your approach.
  • Measure Outcomes: Track the results of changes to ensure they’re delivering the desired improvements.

Continuous improvement is key to keeping your program relevant and effective

Conclusion

Evaluating your corporate wellness program doesn’t just benefit the bottom line; it ensures your employees feel supported and valued. By following the steps outlined in this guide, you’ll not only improve your program’s effectiveness but also foster a healthier, happier workforce.

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Employers & HR Leaders

Addressing Employee Burnout: A Guide for HR Leaders

Introduction: The Prevalence and Impact of Employee Burnout

Burnout isn’t just a personal health issue—it’s a systemic challenge that costs organizations in productivity, engagement, and employee retention. Defined by the World Health Organization (WHO) as a syndrome stemming from “chronic workplace stress that has not been successfully managed,” employee burnout manifests as exhaustion, feelings of inefficacy, and mental distance from one’s work. As HR leaders, recognizing the early warning signs and addressing burnout comprehensively is vital. Drawing on our experience at Avidon Health, where health coaches work closely with individuals to identify and address burnout, we see firsthand the toll it can take and the power of targeted intervention to support lasting well-being.

1. Understanding the Multi-Layered Causes of Burnout

Burnout is rarely caused by one factor alone. Instead, it often emerges from a combination of individual, organizational, and even societal factors. Health coaches at Avidon Health often see individuals experiencing burnout due to overwork, lack of autonomy, misaligned expectations, or inadequate support structures within their organization. In many cases, employees feel torn between high demands and limited resources to manage them.

Research from Gallup has highlighted how factors like unmanageable workload and lack of role clarity significantly contribute to employee burnout. Gallup found that employees with unmanageable workloads are 70% more likely to experience burnout than those with better work balance. Recognizing this multi-layered reality, we advocate for a holistic approach to burnout prevention and recovery, identifying root causes at both the individual and organizational levels.

2. Identifying Symptoms of Employee Burnout

A critical part of preventing burnout is being able to recognize the signs early. WHO outlines three primary dimensions of burnout: exhaustion, inefficacy, and mental distance. These dimensions manifest in observable behaviors, which Avidon Health’s coaches frequently identify through structured wellness assessments and behavioral insights.

For HR leaders, here are some typical signs to watch for:

  • Sustained Exhaustion: Employees consistently look drained or tired, struggle to engage actively, or express a lack of motivation.
  • Feelings of Inefficacy: Employees show frustration or dissatisfaction with their own productivity, sometimes doubting their value or contribution.
  • Increased Mental Distance: Detachment from team activities, negative attitudes towards tasks, or a noticeable decrease in enthusiasm can signal a deeper issue.

These signs are vital indicators for HR leaders to notice and address. Timely intervention can help re-engage employees before burnout deepens.

3. Key Questions to Help Employees Identify Their Burnout Drivers

At Avidon Health, our health coaches guide employees through self-reflective exercises to help them pinpoint what’s driving their burnout. Encouraging employees to ask themselves these questions is a critical step in self-awareness, one that can help both them and HR teams understand the most effective ways to address burnout. Here are a few targeted questions that explore each dimension:

  • For Exhaustion: “What tasks or aspects of my role feel particularly draining? Are there tasks that energize me, and how often do I engage in those?”
  • For Inefficacy: “What barriers are preventing me from feeling accomplished? Are there resources or changes that could help me improve?”
  • For Mental Distance: “What aspects of my work do I feel disconnected from? Have there been recent changes in my outlook on work, and when did this shift start?”

These questions, when explored with support from HR or a health coach, can uncover underlying causes that may not be immediately apparent but are essential for developing a path to improvement.

4. Practical Steps to Address Common Burnout Drivers

Through Avidon Health’s experience, we’ve observed that practical, tailored interventions make a meaningful difference in addressing employee burnout. Here are strategies we’ve found to be effective in each burnout dimension:

  • For Exhaustion:

    Support a realistic workload balance by adjusting assignments and expectations. Encourage breaks and implement flexible work arrangements where possible. Studies from the American Psychological Association (APA) show that a 15-minute break every 75-90 minutes can significantly boost focus and reduce fatigue.

  • For Inefficacy: Simplify processes by eliminating unnecessary steps, providing resources that streamline work, or offering skills training. Our coaches emphasize skill-building to help employees regain confidence, a tactic that proves especially effective for employees who feel overwhelmed by their roles.
  • For Mental Distance: Foster a culture where employees feel they contribute to a larger purpose. Recognize accomplishments openly and encourage employees to connect with projects that align with their interests or strengths. A study by Deloitte revealed that employees who feel their work has a purpose report higher engagement and lower stress, underscoring the role of meaningful work in burnout prevention.

By providing a supportive environment that directly addresses each driver of burnout, organizations can reduce its occurrence and foster a more resilient workforce.

5. Building a Culture That Supports Well-Being and Engagement

Building a supportive culture is paramount. Avidon Health’s health coaches consistently see that environments encouraging openness, psychological safety, and work-life balance have fewer cases of burnout. For HR leaders, this means creating channels where employees feel comfortable expressing their concerns without fear of judgment or reprisal. From our experience, we know that initiatives like mental health days, regular team check-ins, and resilience training make a tangible difference.

Additionally, fostering a culture where well-being is prioritized can help employees feel valued beyond their immediate work performance. This approach not only helps prevent burnout but also enhances retention, morale, and long-term productivity.

Conclusion: Moving from Burnout to Re-Engagement

Employee burnout isn’t a problem that can be solved overnight. However, with a proactive, multifaceted approach, HR leaders can create a supportive environment that reduces burnout’s prevalence and impact. By fostering a culture of well-being, HR leaders can re-engage employees and help them rediscover a sense of purpose and fulfillment in their roles.

At Avidon Health, we’ve seen the difference that intentional, supportive practices can make. Health coaching plays a vital role in recognizing, addressing, and ultimately reducing burnout, showing that, with the right tools and mindset, every organization can foster resilience and empower employees to thrive.

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Health Coaches

Elevate Your Health Coaching with Evidence-Based Digital Health Tools

Elevate Your Health Coaching with Evidence-Based Digital Health Tools: A Guide for Effective Client Outcomes

Drawing on a comprehensive review of over ten clinical studies from 2018 to 2024, this guide presents actionable insights into digital health tools proven to support behavior change in nutrition, weight management, alcohol reduction, and mental health. These research-backed recommendations will empower you to better guide clients toward sustainable wellness outcomes.

  1. Personalized Nutrition and Wellness Interventions

Key Finding:

Personalized nutrition platforms that use biomarker data can lead to more sustainable dietary changes. For example, Westerman et al. (2018) found that InsideTracker—a tool incorporating individual biomarker data—effectively supports clients by tailoring nutrition advice based on personal health metrics​.

  • Why Personalized Nutrition Matters: Personalized recommendations align closely with clients’ specific health needs, leading to higher engagement and adherence.

Recommendation: Incorporate tools like InsideTracker into your coaching programs to offer tailored nutrition plans that go beyond one-size-fits-all advice. This approach not only strengthens the client-coach relationship but also enhances clients’ commitment to their health journey.

  1. Engagement-Focused mHealth Apps for Weight Management

Key Finding: Studies emphasize the importance of engagement features—like reminders, goal tracking, and feedback—in supporting weight management. Research on the Noom Coach app (Kim et al., 2022) and Mighty Health app (Tam et al., 2021) showed that consistent engagement metrics, such as weigh-ins and daily check-ins, significantly impacted user outcomes​.

  • Thought Leader Insight – Engagement-Driven Weight Management: Tools that actively involve users in their wellness journey support sustained behavior change and long-term results, which are essential for weight management success.

Recommendation: For clients focused on weight management, recommend apps like Noom or Mighty Health that emphasize engagement and goal tracking. Using these tools, you can help clients build a consistent routine and stay motivated, reinforcing the value of their commitment.

  1. Digital Health Tools for Alcohol Reduction and Support

Key Finding: Digital support tools with structured goal tracking and social support are highly effective for alcohol reduction. Yoo et al. (2020) demonstrated the success of the Addiction-Comprehensive Health Enhancement Support System (A-CHESS) in reducing alcohol intake through structured support and peer engagement​.

  • Thought Leader Insight – Supporting Behavior Change in Alcohol Reduction: Tools offering structured support can be invaluable for clients seeking to make significant lifestyle changes, especially in areas requiring strong behavioral shifts like alcohol reduction.

Recommendation: Introduce clients to tools like A-CHESS that provide not only progress tracking but also social reinforcement. This dual support can help clients remain accountable and motivated, key factors in reducing alcohol intake.

  1. Tracking Physical Activity and Exercise with Wearables
     

Key Finding: Wearables, such as Fitbit, enable users to set fitness goals and track progress, catering to different age groups and fitness levels. Lewis et al. (2020) found that features like activity monitoring, goal-setting, and real-time feedback significantly improve clients’ adherence to exercise routines​.

  • Why Wearable Technology is Effective for Physical Activity: Wearables offer on-the-go tracking, encouraging clients to take ownership of their physical activity goals.

Recommendation: For clients seeking to maintain or increase their physical activity, recommend wearable devices that allow for personalized tracking. Use these tools to help clients set achievable goals, which can keep them engaged and motivated in their fitness journey.

  1. Health Questionnaires as Reliable Self-Assessment Tools

Health assessment questionnaires are invaluable tools for coaches looking to establish baseline measures for clients. These validated questionnaires provide data that help identify specific areas needing attention in wellness routines.

  • DietNIH Diet History Questionnaire—a trusted tool for assessing dietary patterns, providing insights into clients’ nutrition habits and areas for improvement​.
  • Sleep QualityPittsburgh Sleep Quality Index (PSQI) Digital health toolsoffers a reliable measure of sleep quality, allowing you to help clients address sleep-related issues that impact health​.
  • Mental Health: Tools like GAD-7 Anxiety and CESD-R10 Depression provide structured assessments of anxiety and depression, making them essential for understanding clients’ mental well-being​.
  • Thought Leader Insight – How Validated Questionnaires Build Trust: Using standardized assessments conveys a commitment to best practices, reinforcing your credibility with clients.

Recommendation: Regularly incorporate these questionnaires into client intake and progress assessments. They establish a foundation for tracking improvements and highlight areas where clients may need additional support or professional intervention.

Best Practices for Implementing Evidence-Based Tools in Coaching

To maximize the impact of these tools, apply the following best practices in your coaching programs:

  • Use Questionnaires as Baseline Assessments: Establish initial benchmarks for diet, sleep, and mental health using validated questionnaires. This structured approach allows you to track meaningful progress and adapt your recommendations as clients advance.
  • Leverage Engagement Features in Apps: Encourage clients to select apps with active engagement elements like reminders, progress tracking, and goal setting. These features not only boost motivation but also make clients feel more connected to their wellness journey.
  • Prioritize Tailored Nutrition Plans: For clients focused on diet, recommend personalized nutrition tools. This specificity increases adherence and provides clear value that generic recommendations often lack.
  • Introduce Wearables for On-the-Go Accountability: Wearables can keep clients accountable throughout the day, making it easier to track and adjust physical activity levels as part of their fitness routine.

Wellness ROI for Health Coaches

Integrating evidence-based digital health tools into your coaching practice enhances client satisfaction and retention, as clients experience measurable results. Emphasizing the ROI of these tools—both in client outcomes and in your practice’s credibility—positions you as a thought leader in the wellness space.

Conclusion

This review underscores the transformative power of research-backed digital health tools in health coaching. From personalized nutrition insights and engagement-driven weight management apps to validated questionnaires and wearable fitness trackers, these tools enable coaches to provide structured, impactful support that drives real results for clients. By leveraging these evidence-based solutions, health coaches can establish themselves as trusted wellness experts, offering clients a meaningful and data-driven approach to health.

At Avidon Health, we specialize in providing health and wellness professionals with the tools and insights needed to excel in client outcomes. Our commitment to evidence-based solutions means you’ll have access to the latest research and best practices, empowering you to elevate your coaching practice. Whether you’re looking to integrate digital health tools, enhance client engagement, or adopt proven wellness strategies, we’re here to help you make a lasting impact. Reach out to learn how we can support your journey toward becoming a leader in health and wellness.

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News

NJDOL Webinar: Budget-Friendly Wellness Solutions

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.

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Employers & HR Leaders

The Hidden Costs of Ignoring Workplace Mental Health

Workplace Mental Health

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:

  1. 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.
  2. 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.
  3. 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.
  4. 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.

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Employers & HR Leaders

10 Key Features of Successful Employee Wellness Programs

Features of Successful Employee Wellness Programs

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

Employee wellness programsIncentives 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.

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