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Case Study: Powering Behavior Change Through the TTM

Post author By Avidon Health Team
Post date February 21, 2025

How Health Coaches Can Drive Digital Engagement Using the Transtheoretical Model

Health coaching has evolved from face-to-face interactions to digital platforms, where engaging clients consistently is a challenge. While digital tools offer unprecedented convenience, maintaining long-term client involvement requires an understanding of behavior change psychology. The Transtheoretical Model (TTM), also known as the Stages of Change Model, offers health coaches a framework for tailoring their coaching strategies based on where clients are in their behavior change journey.

In this article, we’ll break down how health coaches can apply the TTM to boost engagement, encourage behavior change, and ultimately help clients achieve lasting health outcomes through digital platforms.

Understanding the Transtheoretical Model (TTM)

The TTM outlines five stages that individuals pass through when changing a behavior:

Precontemplation – The client is not yet considering change and may be unaware of its necessity.
Contemplation – The client acknowledges the need for change and starts considering it.
Preparation – The client prepares to take action and begins small steps toward change.
Action – The client actively implements change.
Maintenance – The client works to sustain the new behavior and prevent relapse.

For health coaches, understanding which stage your client is in is key to customizing your approach. By aligning your coaching strategies with their stage of change, you can boost engagement and help clients navigate their health journey more effectively.

Applying the TTM to Digital Health Coaching

Stage 1: Precontemplation – Sparking Awareness

In this stage, your clients may not even realize they need to change, or they may be resistant. It’s crucial to raise awareness and educate them without overwhelming them.

Digital Coaching Tips:

Provide educational content through blogs, short videos, or webinars to highlight the benefits of behavior change.
Use gentle nudges like app notifications or emails that don’t overwhelm but introduce key health concepts.
Use case studies or client testimonials to demonstrate the transformative power of health coaching.

Stage 2: Contemplation – Nurturing Intentions

Your client recognizes the need for change and is considering taking action. This is the moment to inspire motivation and help them make a plan.

Digital Coaching Tips:

Introduce personalized content based on their health goals. Tailor notifications or emails to highlight their specific needs.
Schedule 1:1 virtual coaching sessions to talk through their concerns and outline potential next steps.
Offer progress tracking tools to show how incremental changes can lead to larger outcomes, helping them visualize success.

Stage 3: Preparation – Taking the First Step

At this stage, clients are ready to take action, and your role is to support their commitment. They may need guidance on choosing the right tools or resources to succeed.

Digital Coaching Tips:

Use goal-setting features on your platform that let clients break down large goals into manageable steps.
Provide reminders and prompts to keep them accountable for their health actions.
Encourage trial programs or starter challenges that ease clients into new behaviors, allowing them to gain small wins early on.

Stage 4: Action – Sustaining Engagement

Your client is now actively making changes, and your focus should be on maintaining engagement, especially through the hurdles of daily life.

Digital Coaching Tips:

Utilize gamification to make the process more engaging, such as rewards for streaks or challenges.
Provide personalized progress reports through apps, emails, or dashboards that give clients real-time feedback on their improvements.
Offer virtual group sessions or support forums where clients can connect with peers, fostering community engagement.

Stage 5: Maintenance – Preventing Relapse

Clients who reach the maintenance stage have made significant progress, but the challenge now is to prevent relapse. Coaches should focus on reinforcing habits and offering continuous support.

Digital Coaching Tips:

Schedule regular check-ins (monthly or quarterly) through calls or video sessions to review their progress and adjust strategies.
Offer advanced goal-setting or new challenges to keep the momentum going.
Provide peer support or invite them to act as a mentor to new clients, fostering a sense of responsibility and achievement.

Leveraging Digital Tools for TTM-Based Coaching

As a health coach, your digital toolkit is key to applying the TTM effectively. Consider using these strategies:

Behavioral Triggers: Use push notifications or email prompts to align with the client’s stage of change.
Cognitive Training Tools: Incorporate mental training exercises that help reinforce healthy habits, such as mindfulness practices or stress management modules.
Data Integration: Connect your coaching platform with wearables to provide clients with real-time data that empowers them to make better health decisions.

Why This Matters for Health Coaches

Understanding the Transtheoretical Model allows you to tailor your coaching strategies to each client’s unique journey. Digital engagement isn’t just about sending reminders or tracking progress—it’s about creating a personalized experience that meets the client where they are. By implementing TTM-based strategies in your coaching practice, you can significantly enhance client engagement, drive better health outcomes, and build stronger, longer-lasting relationships.

Final Thoughts

For health coaches, the shift to digital platforms presents both a challenge and an opportunity. By understanding your clients’ readiness to change and using the Transtheoretical Model, you can create a more personalized, engaging experience that meets them exactly where they are on their journey to better health. Whether they’re at the very start or maintaining progress, you’ll have the tools and insights needed to guide them effectively.

Interested in taking your health coaching practice to the next level?
Download our comprehensive literature review on how to drive digital engagement and behavior change using the Transtheoretical Model. This in-depth guide offers research-backed strategies for improving client retention, using cognitive training tools, and ensuring long-term success

About Avidon Health

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.

Download here.

Related Resources

Case Study: Powering Behavior Change Through the TTM

Mental Health Secrets: Clark Lagemann’s Guide For Entrepreneurs On Inc.

Avidon Health CEO on Building Better Hybrid Workplaces

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Avidon Health CEO on Building Better Hybrid Workplaces

Post author By Avidon Health Team
Post date February 14, 2025

Balancing Flexibility And Mental Health: Strategies For Thriving In Hybrid Workplaces

Avidon Health CEO, Clark Lagemann, explores the critical balance between flexibility and mental well-being in hybrid work environments in a recent article published on HR.com. This piece delves into how organizations can empower employees through autonomy while mitigating the potential challenges of blurred boundaries and decreased social connection.

Key topics covered in the article include:

The Mental Health Landscape in Flexible Work Models: Examining the potential for burnout, decreased social connection, and decision fatigue in hybrid and remote work.
The Role of Autonomy in Employee Satisfaction: Highlighting the importance of balancing autonomy with clear guidelines to avoid overwork and ensure productivity.
Proactive Strategies to Enhance Well-Being: Offering practical strategies for HR professionals, including encouraging clear boundaries, facilitating social connection, investing in mental health resources, and promoting leadership as role models.
Measuring and Adjusting: Emphasizing the importance of using data and feedback to refine workplace flexibility policies and ensure employee well-being.
The Future of Flexible Work: Looking ahead at how organizations can successfully support both productivity and mental health in the evolving landscape of hybrid work.

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HR & People Operations

5 Ways Weight Loss Can Secure Remarkable Healthcare Cost Savings

Post author By Avidon Health Team
Post date February 12, 2025

5 Eye-Opening Facts About Weight Loss and Healthcare Cost Savings

Introduction

As healthcare costs continue to soar, addressing the underlying causes of these expenses has never been more urgent. The impact of excess weight on healthcare cost savings is particularly striking. One of the most significant contributors is the prevalence of overweight and obesity, affecting nearly 70% of adults in the U.S. Beyond the health risks, excess weight is a heavy burden on our healthcare system, driving up costs for both employer-sponsored insurance plans and Medicare.

Fortunately, evidence shows that weight-loss interventions can significantly reduce healthcare spending. Here are five compelling facts that illustrate how shedding pounds can positively impact the bottom line for individuals, employers, and the healthcare system as a whole.

1. Employer-Sponsored Insurance: Modest Weight Loss Equals Big Savings

Did you know that even a slight weight loss can lead to substantial healthcare cost savings for employees with employer-sponsored insurance? Research shows that a 5% reduction in weight correlates with an average annual medical spend reduction of $670. This represents an 8% decrease in healthcare costs.

Employers can play a pivotal role by investing in workplace wellness programs that promote weight loss through behavioral coaching, subsidized gym memberships, or access to innovative treatments like GLP-1 medications. These initiatives not only cut costs but also enhance employee morale and productivity.

2. Medicare Beneficiaries See Even Greater Savings

The financial benefits of weight loss extend even further for Medicare patients. A 5% weight loss results in an impressive $1,262 reduction in annual healthcare spending. Given that many Medicare beneficiaries also contend with comorbid conditions, such as diabetes or cardiovascular disease, these savings can be transformative.

This underscores the importance of making weight-loss interventions, including evidence-based medications, more accessible for older adults. Such measures could ease financial strain on the Medicare program while improving patients’ quality of life.

3. Major Savings Multiply with Greater Weight Loss

For weight loss, bigger changes translate to even more dramatic cost reductions. For adults with employer-sponsored insurance, a 25% weight loss reduces annual medical spending by $2,849, or 34%. Medicare beneficiaries fare even better, saving an astounding $5,442 annually, a 31% reduction in costs.

Achieving this level of weight loss may require a combination of lifestyle changes and advanced medical treatments. GLP-1 medications, for instance, have shown remarkable success, with some patients losing 20% or more of their body weight.

4. Weight Loss Reduces Risks for Chronic Conditions

Obesity and overweight significantly increase the risk of developing chronic conditions like type 2 diabetes, hypertension, and heart disease—all of which are costly to manage. Reducing body weight can mitigate these risks, leading to lower healthcare utilization and spending.

For example, individuals with a BMI reduction of 5% often see improved blood pressure, cholesterol levels, and blood sugar control. These changes not only cut medical costs but also improve overall well-being, translating into fewer sick days and higher workplace productivity.

5. GLP-1 Medications: A Game-Changer for Weight Loss

GLP-1 medications, originally designed to treat diabetes, have emerged as a groundbreaking option for weight loss. These treatments help patients lose significant amounts of weight, with clinical trials showing an average reduction of 12-15%.

Despite their effectiveness, access to GLP-1 medications remains a challenge. Many employer-sponsored plans and Medicare do not currently cover these medications, despite the potential for long-term healthcare savings. Expanding coverage for these treatments could unlock tremendous benefits for patients and the healthcare system.

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HR & People Operations

How to Use Behavior Psychology for Better Employee Engagement

Post author By Brittany Kowalski
Post date February 10, 2025

Using Behavior Psychology to Boost Employee Engagement

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

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

Key Behavioral Psychology Principles

Classical Conditioning: This principle involves associating a neutral stimulus with a naturally occurring stimulus to elicit a desired response. In the workplace, managers can use classical conditioning to create positive associations with specific tasks or behaviors. For example, providing positive feedback or rewards when employees complete tasks can create a positive association with those tasks, making employees more likely to engage in them willingly.[1].
Operant Conditioning: This principle focuses on the use of reinforcement and punishment to shape behavior. Positive reinforcement, such as praise, bonuses, or promotions, can encourage employees to repeat desired behaviors. Conversely, negative reinforcement or punishment can be used to discourage undesirable behaviors. For instance, recognizing and rewarding employees for meeting targets can motivate them to maintain high performance levels [1].
The Law of Effect: Proposed by Edward Thorndike, this principle states that behaviors followed by positive outcomes are more likely to be repeated, while those followed by negative outcomes are less likely to be repeated. By consistently rewarding positive behaviors and addressing negative ones, organizations can shape a culture of engagement and productivity [2].

Applying Behavioral Psychology to Boost Employee Engagement

Setting Clear Expectations and Goals: Clearly defined goals and expectations provide employees with a sense of direction and purpose. Using behavioral psychology, managers can set specific, measurable, achievable, relevant, and time-bound (SMART) goals and provide regular feedback to reinforce progress and achievements [3].
Providing Regular Feedback and Recognition: Regular feedback and recognition are powerful tools for reinforcing positive behaviors. Behavioral psychology suggests that immediate and specific feedback is most effective in shaping behavior. Recognizing employees’ efforts and achievements can boost their morale and engagement [3].

Creating a Positive Work Environment: A positive work environment that supports employee well-being can enhance engagement. Behavioral psychology emphasizes the importance of environmental factors in shaping behavior. Providing a supportive and inclusive workplace, offering wellness programs that key into employee engagement programs, and promoting work-life balance can create a conducive environment for engagement [4].
Encouraging Autonomy and Empowerment: Empowering employees by giving them autonomy and control over their work can increase their intrinsic motivation and engagement. Behavioral psychology highlights the importance of autonomy in fostering a sense of ownership and responsibility. Allowing employees to make decisions and take initiative can lead to higher levels of engagement [3].
Implementing Reward Systems: Effective reward systems based on behavioral psychology principles can motivate employees to perform at their best. Rewards can be tangible, such as bonuses and promotions, or intangible, such as recognition and praise. The key is to ensure that rewards are meaningful and aligned with employees’ values and goals [5].

Case Studies and Real-World Examples

Google’s Focus on Employee Well-Being: Google has implemented various programs to support employee well-being, including free healthy meals, on-site fitness centers, and mental health resources. These initiatives have led to high employee satisfaction and engagement, demonstrating the effectiveness of prioritizing employee well-being [4].
Microsoft’s Flexible Work Environment: Microsoft offers flexible work arrangements, allowing employees to work remotely and adjust their schedules. This flexibility has resulted in higher levels of engagement and job satisfaction, as employees can balance their personal and professional lives more effectively [4].
Starbucks’ Recognition and Rewards Program: Starbucks emphasizes recognizing and rewarding employees for their contributions. Programs like stock options, tuition assistance, and regular recognition events have fostered a sense of community and appreciation among employees, leading to increased engagement [4].

Conclusion

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

References

[1] Behavioral Principles: Concepts and Applications in Psychology

[2] Behavioral Psychology: Essential Principles and Theories

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

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

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

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HR & People Operations

Better Wellness Benefits Engagement: Energize Your Team

Post author By Clark Lagemann
Post date February 7, 2025

Maximizing the Impact of HR Wellness Benefits: Strategies to Drive Utilization and Employee Buy-In

With over ten years of experience guiding organizations in the creation, implementation, and optimization of workplace wellness programs, one principle stands out unequivocally: there is no universal solution for maximizing the impact of employee wellness benefits. Throughout my career, I’ve witnessed companies flourish through internally developed initiatives, collaborations with esteemed national programs, and the crafting of highly personalized wellness strategies. The consistent factor across these successes is not the pursuit of the “perfect” program, but rather the dedication to discovering what best aligns with each organization’s unique culture and needs. Leveraging this deep expertise, here are some actionable strategies designed to help HR leaders enhance the effectiveness of their wellness benefits, ensuring greater utilization and stronger employee commitment.

The Critical Role of Wellness Programs

Employee wellness programs have transformed from optional perks to essential elements of a thriving workplace. These programs are pivotal in boosting employee health, reducing absenteeism, and enhancing overall productivity. By addressing various aspects of well-being—physical, mental, and emotional—wellness initiatives create an environment where employees can excel both personally and professionally. Furthermore, companies that prioritize comprehensive wellness programs often see increased job satisfaction and higher retention rates, making these programs integral to effective talent management.

The Challenge of Utilization

Despite the undeniable advantages, many organizations grapple with low participation rates in their wellness programs. Even the most thoughtfully designed initiatives can remain underutilized if employees are unaware of them, find them difficult to access, or don’t see them as relevant to their personal needs. Overcoming these barriers is crucial for HR leaders who aim to maximize the return on investment in wellness benefits and ensure these programs genuinely support their workforce.

1. Understanding the Barriers to Utilization

Common Obstacles

Several factors can hinder employee engagement with wellness programs:

Insufficient Awareness: The company might not have fully informed employees about the available wellness benefits or how to access them.
Time Constraints: Heavy workloads and busy schedules can lead employees to feel they lack the time to participate in wellness activities.
Cultural Barriers: If the organizational culture does not prioritize wellness, employees may be reluctant to engage or feel supported in their wellness efforts.
Privacy Concerns: Worries about the confidentiality of personal health information can deter employees from using certain wellness services.

Gathering Employee Feedback

To effectively tackle these barriers, it is essential to obtain direct input from employees. Utilizing surveys, focus groups, and individual interviews can uncover specific challenges and preferences within the organization. By understanding the unique needs and concerns of employees, HR leaders can tailor wellness benefits that resonate more deeply and remove obstacles to participation.

2. Strategies to Increase Awareness and Accessibility

Effective Communication Techniques

Enhancing awareness and encouraging participation in wellness programs hinges on clear and consistent communication:

Personalized Messaging: Customize communications to address the diverse interests and needs of different employee segments.
Regular Reminders: Implement periodic reminders to keep wellness benefits at the forefront of employees’ minds, preventing them from being overlooked.
Diverse Channels: Use various communication platforms, such as email newsletters, intranet portals, digital signage, and posters in common areas, to reach employees wherever they are.

Making Programs Easily Accessible

Simplifying access to wellness programs can significantly improve participation rates:

Integration with Existing Systems: Incorporate wellness resources into platforms employees already use, like HR portals or mobile applications.
Mobile Compatibility: Offer mobile-friendly wellness solutions to accommodate employees who prefer accessing resources via smartphones or tablets.
Streamlined Processes: Reduce administrative hurdles by simplifying the enrollment process and minimizing paperwork, making it easier for employees to sign up and engage with wellness activities.

3. Tailoring Wellness Programs to Employee Needs

Personalization and Customization

A one-size-fits-all approach may not effectively address the diverse needs of today’s workforce. Personalizing wellness initiatives can enhance their relevance and boost engagement:

Variety of Options: Offer a wide range of wellness activities and resources, including fitness classes, mental health support, nutritional guidance, and stress management workshops.
Flexible Participation: Allow employees to choose how and when they engage with wellness programs, accommodating different schedules and preferences.

Segmented Engagement

Segmenting employees based on demographics, job roles, or health risks enables the delivery of more targeted and effective wellness programs:

Demographic Segmentation: Customize programs for different age groups, genders, or life stages, recognizing that each group may have distinct wellness needs.
Role-Based Segmentation: Develop specific initiatives for various job roles, acknowledging that employees in different positions may face unique stressors and health challenges.
Health Risk Segmentation: Identify employees with specific health risks and provide tailored support to address their particular concerns.

4. Enhancing Employee Buy-In through Leadership and Culture

Leadership’s Role

Leadership is instrumental in cultivating a culture of wellness within the organization:

Leading by Example: When leaders actively participate in wellness programs, it sends a strong message that wellness is valued and encouraged.
Promoting Wellness: Leaders should consistently communicate the importance of wellness and acknowledge employees’ efforts to engage in wellness activities.

Fostering a Wellness-Oriented Culture

Integrating wellness into the company culture ensures it becomes a fundamental aspect of the organizational ethos:

Incorporating Wellness Goals: Embed wellness objectives into performance reviews and team goals, highlighting their importance alongside traditional performance metrics.
Organizing Team Activities: Facilitate team-based wellness challenges or group activities to build camaraderie and collective participation in wellness initiatives.

5. Leveraging Data and Technology

Data-Driven Decision Making

Effectively utilizing data can significantly enhance the impact of wellness programs:

Monitoring Effectiveness: Track participation rates, health outcomes, and employee feedback to evaluate the success of wellness initiatives.
Identifying Trends: Analyze data to uncover patterns and trends, enabling HR leaders to make informed decisions about program adjustments and improvements.
Implementing Data-Backed Adjustments: Use insights from data analysis to refine wellness programs, ensuring they remain relevant and effective in meeting employee needs.

Embracing Innovative Technology Solutions

Technology can greatly facilitate engagement with wellness programs:

Digital Platforms: Deploy comprehensive digital wellness platforms that serve as centralized hubs for accessing wellness resources, tracking progress, and interacting with peers.
Mobile Applications: Offer mobile apps that enable employees to participate in wellness activities, set personal goals, and monitor their health on the go.
Wearable Devices: Promote the use of wearables to track physical activity, sleep patterns, and other health metrics, providing real-time feedback and motivation for employees.

Conclusion

The time to act is now. HR leaders must seize the opportunity to transform their wellness programs from underutilized benefits into essential drivers of organizational success. By prioritizing wellness, you are investing in the most valuable asset of your organization—your people. Lead the charge in creating a healthier, more motivated, and resilient workforce that will drive your company’s success now and in the future.

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HR & People Operations

10 Helpful Corporate Wellness Trends To Watch For In 2025

Post author By Bryan Noar
Post date February 5, 2025

10 Key Corporate Wellness Trends for 2025

According to McKinsey & Co.’s 2024 Future of Wellness survey, 82% of US consumers now consider wellness a top or important priority in their everyday lives. As their health needs evolve, staying ahead of emerging wellness trends is crucial if you want your organization’s corporate wellness program to remain relevant and hit the mark. Several key trends will shape corporate wellness programs in 2025.This article weaves together insights from various respected sources to highlight these trends, along with underlying reasons and actions employers can take to capitalize on them.

1. Mental Health Support

The COVID-19 pandemic heightened awareness of mental health, leading employers to prioritize mental well-being initiatives. Mental health remains a top area for corporate wellness program investment, and for good reason: a 2024 survey conducted by SHRM (Society of Human Resources Management) found that almost half (44%) of US employees were struggling with burnout and over a quarter (26%) felt overwhelmed.

Ideas:

If you don’t have an Employee Assistance Program (EAP) that offers counseling and support, implement one. If you already have one, make sure it’s a prominent and accessible part of your employee wellness program.
Provide training for managers to recognize and address mental health issues, along with appropriate wellness program resources to point employees to.
Facilitate regular mental health check-ins through surveys and feedback loops.

2. Focus on Preventive Care

As healthcare costs continue to climb, employers continue to focus on preventive care within their wellness programs. This is not surprising seeing as preventive measures such as health screenings and lifestyle management programs can potentially reduce medical claims and improve long-term health outcomes. A review of 56 qualifying financial impact studies conducted over 2 decades found that participants in worksite health and wellness programs had 25% to 30% reductions in medical and absenteeism costs compared with nonparticipants over an average study period of 3.6 years (Amer. Jnl. Health Promotion, 2012).

Ideas:

Provide onsite health screenings and appropriate immunizations.
Offer workshops, challenges, and online courses about lifestyle management.
Offer incentives for participating in preventive health initiatives.

3. GLP-1 Weight Loss Medications

As GLP-1 style medications like Ozempic®, Wegovy®, and Zepbound® revolutionize weight management, consumer demand for these red-hot drugs continues to soar. According to an analysis by investment bank J.P. Morgan, as many as 30 million Americans could be on GLP-1 medications by 2030. This fast-growing demand poses many challenges for employers—not only because GLP-1 medications are extremely pricey and have potential side effects, but also because changes in deeply ingrained dietary and exercise habits are usually required for safe use.

Ideas:

Offer your employees educational resources explaining the positives and negatives of GLP-1 medications
Make suitable lifestyle management resources available for employees using GLP-1’s.
If you plan to offer your employees GLP-1 coverage, build in pre-qualification and participation protocols that ensure appropriate commitment levels and compliance.

4. Financial Wellness Initiatives

In recent years, there has been a growing demand for financial wellness programs for employees. Financial wellness programs should not be confused with the wealth management programs offered by investment firms. Drivers include things like inflation, work disruptions and general economic uncertainty, because financial stress can significantly impact mental and physical health. For example, 77% of employers responding to a 2024 Employee Benefit Research Institute (EBRI) survey reported either offering or planning to offer employees an emergency savings account within the next year or two.

Ideas:

Provide a course that covers financial wellness basics (including practical savings tips).
Offer options like emergency savings programs and flexible spending accounts; ensure all employees understand how these work and how to benefit from them.
Partner with a vendor to provide financial counseling and retirement planning for those interested.

5. Digital Wellness Solutions

Driven by the rise of remote work during the pandemic, digital tools for fitness tracking, mindfulness, and virtual health coaching—as well as convenient self-guided wellness courses and exercise classes—continue to gain traction as effective wellness solutions. PHTI’s 2024 State of Digital Health Purchasing survey found that 52% of employers plan to increase their spending on digital health solutions over the next 12 months, with 99% looking for solutions that improve health outcomes.

Ideas:

Invest in a wellness portal that includes a variety of digital resources for employees.
Conduct virtual wellness challenges to engage employees and encourage participation.
Survey your employees to learn what types of digital wellness tools interest them.

6. Wearable Technology Integration

Interest in wearables has surged as devices grow more sophisticated, making them more popular than ever before for tracking health metrics and encouraging a healthy lifestyle. A report from Fortune Business Insights projects that the market for medical wearables—including fitness bands, smartwatches, and electronic scales—will grow by over 350% in the next 8 years. years.

Ideas:

Offer wellness activities that allow employees to track progress manually or with wearables if desired.
Use a wellness program portal that allows employees to sync their wearables for easy tracking of health metrics and activities.
If you offer incentives as part of your corporate wellness program, consider adding health devices as a rewards option.

7. Flexible Work Arrangements

Although not always feasible, depending on your business, flexibility in work hours and locations is increasingly linked to increased job satisfaction and a healthier work-life balance. According to FlexJobs’ Workforce Wellness Report, 70% of employees feel that employers should consider changing the traditional fixed 40-hour workweek. Additionally, 56% said a remote-only environment was best for their mental health while 43% said a hybrid workplace was better.

Ideas:

If feasible, develop a hybrid work policy that accommodates employees’ preferences.
Consider offering compressed work weeks or flexible scheduling.
Encourage team bonding through virtual and onsite social events.

8. Diversity, Equity, and Inclusion (DEI)

According to McKinsey’s Diversity Wins report, the most diverse companies are more likely to significantly outperform their less diverse peers on profitability. Although the current political climate appears to be steering US businesses away from DEI initiatives, it is nonetheless prudent for a corporate wellness program to be inclusive and serve the diverse needs of those within the workforce.

Ideas:

Conduct health assessments to understand employees’ varied wellness needs.
Ensure your communications and resources are inclusive and culturally appropriate.
Create groups focused on wellness and support within different workforce segments.

9. Community Engagement and Social Responsibility

Employees are increasingly looking for employers who contribute positively to the community, enhancing workplace satisfaction and loyalty. According to Harvard Business School, 93% of employees believe companies must lead with purpose and a further 88% believe it’s no longer acceptable for companies to make money at the expense of society at large.

Ideas:

Create volunteer opportunities that align with employee interests and community needs.
Organize company events to support local charities.
Promote corporate sponsorships of community health initiatives.

10. Sustainability in Wellness Programs

Sustainable practices are increasingly important to employees who prefer employers committed to environmental responsibility. Deloitte’s 2023 Gen Z and Millennial Survey reported that well over half (60%) of Gen Zs and millennials said they have felt anxious about the environment in the past month.

Ideas:

Implement eco-friendly practices within wellness programs, such as virtual events to reduce carbon footprints.
Promote outdoor activities that align with environmental sustainability.
Encourage the use of green commuting options and provide resources for carpooling or biking where feasible.

Conclusion

As we head into 2025, it’s evident that corporate wellness is evolving to address the comprehensive needs of the modern workforce. By leveraging these trends, organizations can create motivated teams, reduce turnover, and foster a healthier workplace culture. Taking proactive steps in these areas will not only benefit employees but also enhance organizational success. Let us know if we can help!

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Health Coaches

Fearless Intermittent Fasting: How To Get Started

Post author By Avidon Health Team
Post date February 3, 2025

A Beginner’s Guide to 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

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.
Choose a Method:For beginners, we recommend using the 12/12 or 14/10 IF method.
Start Gradually: Don’t jump into a strict fasting schedule overnight. Gradually adjust your eating window to allow your body to adapt.
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.
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.
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.
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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HR & People Operations

Quitting Culture is the Surprise Disruptor of Organizational Success

Post author By Clark Lagemann
Post date January 31, 2025

How Quitting Culture Sabotages Organizational Success

Introduction

“Quiet quitting,” “The Great Resignation,” “acting your wage”—these phrases have entered our lexicon, reflecting a seismic shift in how employees view their roles and, by extension, how they view their managers. Quitting culture, once a rare phenomenon, has now become a significant disruptor in many workplaces.

Beyond high turnover rates, quitting culture signals deeper issues in leadership, communication, and organizational priorities. In this post, we’ll explore the roots of quitting culture, its effects on management, and strategies leaders can employ to reclaim engagement and rebuild trust.

The Rise of Quitting Culture

Quitting culture gained momentum during the COVID-19 pandemic. A report by McKinsey revealed that 40% of employees considered leaving their jobs in 2021, citing burnout, lack of flexibility, and inadequate support as key reasons. By 2022, the U.S. Bureau of Labor Statistics reported a record 4 million people quitting their jobs every month—a trend dubbed “The Great Resignation.”

Take the case of Shopify, where CEO Tobi Lütke publicly acknowledged the challenges of retaining talent in a distributed workforce. Amid resignations, Shopify revamped its perks and professional development opportunities, signaling an understanding of shifting employee priorities.

The Management Perspective

For managers, quitting culture isn’t just an HR headache—it’s a destabilizing force. High turnover drains institutional knowledge, fractures team cohesion, and spikes workloads for those who stay. A Deloitte survey found that 59% of leaders experience heightened stress levels due to increased resignations within their teams.

One striking example comes from Tesla. When Elon Musk mandated a return to office, reports surfaced of employees leaving in droves, many citing misaligned values and leadership styles. This highlighted how top-down management decisions without employee input can exacerbate quitting culture, especially in industries already grappling with talent shortages.

Underlying Causes

Quitting culture thrives on unaddressed systemic issues:

Value Misalignment: Employees increasingly prioritize purpose-driven work, but 70% feel their leaders don’t embody company values, according to Gallup.
Burnout: WHO declared burnout an occupational phenomenon, with employees reporting heightened stress post-pandemic. The healthcare sector, where burnout rates among nurses exceed 40%, offers a poignant example.
Lack of Growth Opportunities: A LinkedIn survey revealed that employees are 12 times more likely to leave if they feel unsupported in career development.

These insights show that quitting culture isn’t just about dissatisfaction—it’s about systemic missteps that breed disengagement.

What Can Leaders Do?

Proactive leadership can dismantle quitting culture. Here’s how:

1. Embrace Transparency and Communication

Open feedback loops can prevent grievances from festering. For example, Microsoft launched a “listening strategy,” using employee surveys and one-on-ones to shape its hybrid work policies. The results? Higher satisfaction scores and lower attrition rates.

2. Build a Safe-to-Fail Culture

Encouraging experimentation helps employees feel valued. Avidon Health’s leadership implemented a “fail-forward” framework where teams are rewarded for innovation even if projects fall short. This approach has driven engagement and increased innovation.

3. Invest in Mentorship and Growth

Employees need visible pathways for advancement. Google’s “20% time” policy, which lets employees dedicate one day a week to personal projects, has birthed initiatives like Gmail. The program reinforces Google’s commitment to fostering creativity and professional growth.

4. Recognize Contributions

Acknowledging effort—even in small ways—keeps morale high. A Harvard Business Review study showed that employees who feel appreciated are 50% less likely to look for new jobs. When Apple faced Steve Jobs’ temporary departure in the 1980s, the company experienced significant turbulence. However, during his return, Jobs emphasized the collective efforts of the team—bringing focus and innovation back to the forefront. By fostering a culture of collaboration, the company eventually delivered groundbreaking products like the iPod and iPhone, underscoring that success isn’t about one star but about the combined strength of a well-led team.

The Broader Implications

Quitting culture is a mirror reflecting evolving societal values. It urges us to rethink how we engage, motivate, and retain talent in a rapidly changing world. Workers increasingly demand flexibility, purpose, and wellbeing—not just a paycheck.

As you reflect on your own management style, ask: Are you empowering your team to thrive, or inadvertently driving them away? The answer may hold the key to transforming quitting culture into a culture of loyalty and shared success.

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HR & People Operations

From One CEO to Another: Why Health Coaching Is the Best Investment for Your Team

Post author By Clark Lagemann
Post date January 29, 2025

Boosting Team Health & Performance: The Benefits of Health Coaching

If you’re anything like me, you know that leading a small business means juggling a thousand priorities, each one critical to your success. Balancing growth, managing teams, and maintaining a healthy culture in a company with fewer than 100 employees can feel like walking a tightrope. I’ve been there—and still am. But one thing I’ve learned through my journey at Avidon Health is that investing in your people isn’t just a feel-good strategy; it’s the key to sustainable growth.

Over the years, I’ve seen how health coaching transforms organizations, big and small. It’s not just another benefit; it’s a way to drive engagement, reduce turnover, and create a culture where employees thrive. Let me share why I believe health coaching could be a game-changer for your business, just as it’s been for countless others we’ve worked with.

1. What Is Health Coaching, and Why Does It Matter?

Health coaching is more than just helping employees exercise or eat better. It’s about guiding people toward their personal goals, whether that’s managing stress, improving mental health, or adopting healthier habits. Coaches serve as motivators, accountability partners, and a source of encouragement.

At Avidon Health, we offer both:

Digital Coaching: Scalable and flexible, perfect for teams that need on-demand support and data-driven personalization.
Live Coaching: Interactive, tailored to individual or group needs, fostering stronger connections and deeper outcomes.

The beauty of health coaching is its versatility. Whether your employees need a quick check-in or in-depth guidance, coaching meets them where they are.

2. Why I Believe Health Coaching Is a Must-Have for Small Businesses

Let’s be honest—at this stage of your business, every dollar spent has to deliver ROI. I understand that scrutiny because I’ve been there. Health coaching delivers results that aren’t just theoretical; they’re measurable:

Employee Engagement: Engaged employees are the lifeblood of any small business. Health coaching fosters a sense of care and connection that directly impacts performance.
Reduced Turnover: I’ve seen firsthand how investing in employee well-being leads to better retention, even in highly competitive job markets.
Cost Savings: Preventive care lowers long-term healthcare expenses. One client saw a 20% reduction in claims within the first year of offering coaching.
Increased Productivity: Healthy employees show up more often—and when they do, they’re energized and focused.

Think about it: happier, healthier employees don’t just work harder; they stick around longer, and that saves you both time and money.

3. How Health Coaching Fits into Your Business

I know what you might be thinking—how do I fit this into everything else? Here’s the good news: implementing health coaching is simpler than you might imagine.

Here’s how many of our clients, including smaller businesses, roll it out:

Start Small: Focus on a pilot program or a single department.
Tailor the Approach: Use digital platforms for scalability and live coaching for a personal touch.
Measure What Matters: Set clear goals, like reduced absenteeism or higher engagement scores.
Promote It Well: Employees need to know what’s available and how easy it is to use.

4. Lessons from the Field: Real-Life Impact

I’ve been fortunate to witness the ripple effects health coaching can create. One of our small business clients, with just 50 employees, implemented digital coaching and saw an immediate shift in engagement and morale. Another, a larger organization, incorporated live coaching and improved their employee satisfaction scores by 30%.

In both cases, the outcomes were undeniable: less burnout, more collaboration, and an overall boost in culture.

5. Why This Matters Now More Than Ever

I know firsthand the competing priorities you’re juggling. You’re trying to scale, attract top talent, and deliver results to your customers. But here’s what I’ve learned: prioritizing employee well-being is the foundation for all of those goals.

Health coaching is not just a benefit—it’s a message to your team that you value them as people, not just workers. That message resonates in ways that spreadsheets and strategy meetings can’t.

6. My Challenge to You

If you’ve read this far, you’re probably thinking about what health coaching could look like for your business. Here’s my challenge: Start small. Pilot a program, test its impact, and see what happens. I’ve seen it work time and again, and I believe it can work for you too.

At Avidon Health, this is what we do every day—help businesses like yours create thriving cultures where employees feel valued and supported. If you’re ready to explore what health coaching could mean for your team, let’s talk. I’d be happy to share more about how it’s helped other organizations succeed.

Conclusion

You’ve built something incredible. Let health coaching help you take it to the next level by creating a culture where your team can thrive. After all, your people are your greatest asset—and their well-being is the best investment you’ll ever make.

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Health Coaches

How to Incorporate DEIB into Your Coaching Practice

Post author By Brandy Brock
Post date January 27, 2025

The Importance of Integrating Diversity Equity and Inclusion in Your Coaching Practice

It is hard to escape conversations around Diversity, Equity, Inclusion and Belonging (DEIB). News headlines about expanding or shrinking workplace programs, or commentary on how race, gender, and other social categorizations impact the current climate, constantly bring up the subject of DEIB. Online coaching transcends geographical limits. This allows us to work with diverse clients reflecting society’s complexity. Health and wellness professionals need to improve cultural competency. This is increasingly important to effectively serve clients and elevate the standards of our coaching practice.

What is DEIB?

Each of the terms Diversity, Equity, Inclusion and Belonging, isolated, has a distinct meaning, and used here, they build on the other.

In short, DEIB encourages us to cultivate diverse environments where everyone receives fair treatment and equal access to opportunities, acknowledging existing disparities. Building on that, we give individuals and their viewpoints a voice in the discussion. Because of this important interplay, these same individuals feel respected, valued and can show up and participate as their authentic self.

While this might seem like a big lift, at its heart, it is about creating safe and supportive environments. Fundamentally, this is what we seek to do as coaches. Before we can ask a client to trust, share and connect with us, we need to create a space that invites them to do so. Growing our cultural competence achieves this.

Empathy vs. Cultural Competence

One hallmark of an exceptional coach is the ability to meet our clients where they are with empathy. Dr. Teresa Wiseman notes the four key attributes of empathy include:

Perspective taking
Refraining from judgment
Recognizing the emotion
Communicating our understanding about that emotion.

Specifically, I can understand what you are feeling, reflect it back, and provide some sort of meaningful support. Elaborating on that framework, Brene Brown highlights in her book, Atlas of the Heart, “We need to dispel the myth that empathy is ‘walking in someone else’s shoes.’ Rather than walking in your shoes, I need to learn how to listen to the story you tell about what it’s like in your shoes and believe you, even when it doesn’t match my experiences“.

While humans are hard-wired to have some level of empathy, it is a skill that we can continually develop to help us better connect with others. On the other hand, cultural competence is about gaining knowledge and understanding of different worldviews, while also being aware of your own cultural worldviews. Whether or not we like it, we all approach our day and interactions with our own unconscious views (sometimes biases) based on our culture and lived experience. Increasing our competence requires us to be aware of our views, how they might impact how we show up in the world and then expand beyond that. It is a deeper level of awareness.

Understanding Cultural Competence

Superficially, it seems if we were all merely more empathetic, then DEIB wouldn’t be a concern. However, this would be a faulty premise. Empathy is a skill that should be honed, while cultural competence is a knowledge base that needs to be fostered. The more culturally competent you become, the less uncomfortable you will be when posed with diverse and varied clients. And in doing so, you reduce the risk you will alienate, miss connection points, or provide harmful or inappropriate support.

To place this in context, suppose a transgender man shows up for a coaching appointment. You can be empathetic, listening to his challenges and health and wellness goals, but lack cultural competence, which can ultimately hurt your client. This can show up in overt ways, such as continually misgendering your client during session – or it can be more subtle, such as blanketly referring the individual to a medical practitioner that doesn’t provide or understand gender-affirming care. Neither of these things impact your ability to empathize (i.e., I believe you when you say x and I understand that must be hard). However, both things do a great deal of damage in creating a space where a person feels truly seen, respected, valued, and able to show up as his true self.

Cultural competence permits you to create ideal environments for practicing empathy with ease and depth. In supportive spaces, richer connections are fostered. And ultimately, this means successful outcomes.

Tips on How to Incorporate DEIB Into Your Coaching Practice

How can you take steps towards practices that integrate DEIB into your coaching practice?

Continued Education: Most certifying boards require some continuous education, because we live in an ever-changing world. The same holds true for DEIB. Continue to explore resources on various cultures, identities and things like social determinants of health. The landscape changes rapidly, you want to stay connected and informed.

Stay Curious: Asking questions, particularly ones that can be sensitive, is terror inducing. But sometimes the best way to learn is to inquire.

Humility/Self-Awareness: Please do not fake it until you make it…. People are adept at picking up on insincerity, and that does more harm than good. Part of the first two bullets is this third one. Be aware of what you might not know or what makes you uncomfortable, give yourself some grace, and then learn or seek help from a mentor or peer.

Accessibility/Inclusivity: Review the resources you leverage – are they full of services that only cater to a specific demographic? Do you use outdated terms? Can people with disabilities connect with you? Review your documents, content, and other materials you use. Then ask someone else to review them also.

Conclusion

Finally, I also challenge you to think beyond the larger, often politicized social categorizations, such as race and gender. Sometimes overlooked, but equally important, are things such as age, access to healthcare, income inequalities (regardless of race), abilities (including neurodivergence and mental health), and religious beliefs. Understanding how these intersecting identities shape a unique human experience enables you to provide more supportive coaching sessions. This leads to successful outcomes for your clients and contributes to the continued growth of your coaching practice.

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