7 Dimensions of Wellness
7 Dimensions of Wellness
Survival of the SPECIES requires more than fitness
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Tutorial: Redefining Wellness

Redefining Wellness

Redefining Wellness

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Wellness History: Reflection of three professional areas growing simultaneously 1980-2010

In 2005, Dr. David Anderson of Stay Well Health Management presented the Fairview Alive wellness program at a meeting of the Health Enhancement Organization. Fairview Health Services is a community-based not-for-profit health services delivery service in the Minneapolis metropolitan area.

In 2007, an article entitled "Promising Practices in Employer Health and Productivity Management Efforts: Findings from a Benchmarking Study," by Dr. Ron Goetzel, Director, Institute for Health & Productivity Studies, Cornell University, suggested that managing the healthcare continuum issues was a core benchmark practice in successful worksite wellness programs.

The Goetzel article suggested that five health and productivity management integration practices can help better manage the healthcare continuum. At that time, 4 best practices were addressed: individual wellness, environmental, policy, and cultural factors.

Provide fitness center or supplementing fitness center memberships
Provide healthy food offerings in cafeteria and vending machines
Offer employees a variety of different behavior-change program offerings
Target programs along the continuum of care
Offer health risk assessments to designed targeted programs
Use focus groups and employee surveys to address employee needs and interest
Use claims analysis
Look at other data (pharmaceutical, absenteeism, productivity, turnover, etc.)
Use data to ensure well-targeted programming


By 1990, the Wellness Management Model has merged into the Corporate’s Health and Productivity Model
Enhanced Health Care Continuum 1990-2000: Health and Productivity Model

Wellness Management
  • ·Knowledge and Skill Training
  • ·Motivation and Commitment Building
  • ·Preventive Screening
  • ·Incentive-Driven
  • ·Environmental Supports

Risk Management
  • ·Targeted Intervention
  • ·Targeted Screening
  • ·Strategies to Reduce High-Risk Copay
  • ·High-Risk Case Management
  • ·Free Tobacco Cessation

Demand Management
  • ·Self-Care Culture Initiated
  • ·Self-Care Books Provided
  • ·Accessibility to Wellness Library
  • ·Virtual Wellness Program 24/7
  • ·Nurse Advice Line 24/7

Disease Management
  • ·Target Classes and Coaching
  • ·Compliance to Practices and Medications Tracked
  • ·Compliance Rewarded
  • ·Risk and Case Management
  • ·Web Tools

Disability Management
  • ·Risk and Case Management
  • ·Specialized Networks
  • ·Integrated Return-to-Work Program
  • ·Decision Support Provided
  • ·Survivorship Support Groups


Wellness History: Reflection of three professional areas growing simultaneously 1980-2010

In 2005, Dr. David Anderson of Stay Well Health Management presented the Fairview Alive wellness program at a meeting of the Health Enhancement Organization. Fairview Health Services is a community-based not-for-profit health services delivery service in the Minneapolis metropolitan area.

In 2007, an article entitled "Promising Practices in Employer Health and Productivity Management Efforts: Findings from a Benchmarking Study," by Dr. Ron Goetzel, Director, Institute for Health & Productivity Studies, Cornell University, suggested that managing the healthcare continuum issues was a core benchmark practice in successful worksite wellness programs.

The Goetzel article suggested that five health and productivity management integration practices can help better manage the healthcare continuum. At that time, 4 best practices were addressed: individual wellness, environmental, policy, and cultural factors.

Provide fitness center or supplementing fitness center memberships
Provide healthy food offerings in cafeteria and vending machines
Offer employees a variety of different behavior-change program offerings
Target programs along the continuum of care
Offer health risk assessments to designed targeted programs
Use focus groups and employee surveys to address employee needs and interest
Use claims analysis
Look at other data (pharmaceutical, absenteeism, productivity, turnover, etc.)
Use data to ensure well-targeted programming


By 1990, the Wellness Management Model has merged into the Corporate’s Health and Productivity Model
Enhanced Health Care Continuum 1990-2000: Health and Productivity Model

Wellness Management

  • ·Knowledge and Skill Training
  • ·Motivation and Commitment Building
  • ·Preventive Screening
  • ·Incentive-Driven
  • ·Environmental Supports

Risk Management
  • ·Targeted Intervention
  • ·Targeted Screening
  • ·Strategies to Reduce High-Risk Copay
  • ·High-Risk Case Management
  • ·Free Tobacco Cessation

Demand Management
  • ·Self-Care Culture Initiated
  • ·Self-Care Books Provided
  • ·Accessibility to Wellness Library
  • ·Virtual Wellness Program 24/7
  • ·Nurse Advice Line 24/7

Disease Management
  • ·Target Classes and Coaching
  • ·Compliance to Practices and Medications Tracked
  • ·Compliance Rewarded
  • ·Risk and Case Management
  • ·Web Tools

Disability Management
  • ·Risk and Case Management
  • ·Specialized Networks
  • ·Integrated Return-to-Work Program
  • ·Decision Support Provided
  • ·Survivorship Support Groups


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Where Are We Today?

Health Promotion Defined:
The World Health Organization (WHO) defines health promotion as the process of enabling people to increase control over, and to improve, their health. It moves beyond a focus on individual behavior toward a wide range of social and environmental interventions.

“Health Promotion is the art and sciences of helping people discover the synergies between their core passions and optimal health, enhancing their motivation to strive for optimal health, and supporting them in changing their lifestyle to move toward a state of optimal health. Optimal health is a dynamic balance of physical, emotional, social, spiritual, and intellectual health. Lifestyle change can be facilitated through a combination of learning experiences that enhance awareness, increase motivation, and build skills and, most important, through the creation of opportunities that open access to environments that make positive health practices the easiest choice." (See, Michael P. O'Donnell (2009) Definition of health promotion 2.0. American Journal of Health Promotion. September/October 2009, Vol. 24, No. 1, pp. iv-iv)

In providing wellness programming, health promotion defines the basic marketing and promotional aspects of wellness programs. Health promotion is grounded in the disciplines of social marketing, health communication, business marketing and incentives that address consumer health "needs" and customer "wants”. Wellness programming provides the actual employee wellness programs that provide a holistic 7 dimensional approach in changing life-style behaviors, environmental policies and organizational culture. Abbott, 1990.

What Is Workplace Wellness?
Workplace wellness is defined as: “An organized employer-sponsored program that is designed to support employees (and sometimes, their families) as they adopt and sustain behaviors that reduce health risks, improve quality of life, enhance personal effectiveness, and benefit the organization’s bottom line”. (See, Leonard L. Berry, Ann M. Mirabito, and William B. Baum; What’s the hard return on employee wellness programs? Harvard Business Review. Dec. 2010, pp. 1-9).

Where Are We Today?

Health Promotion Defined:
The World Health Organization (WHO) defines health promotion as the process of enabling people to increase control over, and to improve, their health. It moves beyond a focus on individual behavior toward a wide range of social and environmental interventions.

“Health Promotion is the art and sciences of helping people discover the synergies between their core passions and optimal health, enhancing their motivation to strive for optimal health, and supporting them in changing their lifestyle to move toward a state of optimal health. Optimal health is a dynamic balance of physical, emotional, social, spiritual, and intellectual health. Lifestyle change can be facilitated through a combination of learning experiences that enhance awareness, increase motivation, and build skills and, most important, through the creation of opportunities that open access to environments that make positive health practices the easiest choice." (See, Michael P. O'Donnell (2009) Definition of health promotion 2.0. American Journal of Health Promotion. September/October 2009, Vol. 24, No. 1, pp. iv-iv)

In providing wellness programming, health promotion defines the basic marketing and promotional aspects of wellness programs. Health promotion is grounded in the disciplines of social marketing, health communication, business marketing and incentives that address consumer health "needs" and customer "wants”. Wellness programming provides the actual employee wellness programs that provide a holistic 7 dimensional approach in changing life-style behaviors, environmental policies and organizational culture. Abbott, 1990.

What Is Workplace Wellness?
Workplace wellness is defined as: “An organized employer-sponsored program that is designed to support employees (and sometimes, their families) as they adopt and sustain behaviors that reduce health risks, improve quality of life, enhance personal effectiveness, and benefit the organization’s bottom line”. (See, Leonard L. Berry, Ann M. Mirabito, and William B. Baum; What’s the hard return on employee wellness programs? Harvard Business Review. Dec. 2010, pp. 1-9).

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Employer Wellness

Employer Wellness

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Workplace Wellness Evolution

Workplace Wellness Evolution

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Re-Define Wellness

Re-Define Wellness

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I met Jack and Elaine at a workshop in Ohio. Elaine Sullivan re-enforced in me that each of us has a story, and it is our story.

 
It was the late 70’s early 80’s. Many baby-boomers returned to the land and became a seeker. [of self-actualization]. Along the way they found many self-help books that jumped from their shelves to me; Like - Chop Wood Carry Water, Illusions, Travis & Regina Ryan’s Wellness Workbook, and later Travis Wellness Workbook for Professionals [1991].
 

I met Jack and Elaine at a workshop in Ohio. Elaine Sullivan re-enforced in me that each of us has a story, and it is our story.

 
It was the late 70’s early 80’s. Many baby-boomers returned to the land and became a seeker. [of self-actualization]. Along the way they found many self-help books that jumped from their shelves to me; Like - Chop Wood Carry Water, Illusions, Travis & Regina Ryan’s Wellness Workbook, and later Travis Wellness Workbook for Professionals [1991].
 

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Personal Wellness

Personal Wellness

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Power of Perception

Power of Perception

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The 7 Dimensional Model of Wellness

The 7 Dimensional Model of Wellness

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Putting the emphasis back on self responsibility is where wellness has always been.

Dependent upon internal motivation vs. external rewards.

Who has more power that self to make change and be well.

Putting the emphasis back on self responsibility is where wellness has always been.

Dependent upon internal motivation vs. external rewards.

Who has more power that self to make change and be well.

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Feel free to evaluate yourself and determine where you are in your own wellness

Feel free to evaluate yourself and determine where you are in your own wellness

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Wellness is that language, the new green. To bring communities together, there must be a common value or connection.

Wellness is that language, the new green. To bring communities together, there must be a common value or connection.

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I call this welcome to the new Google World - New generation meets new reality of economy/recession: Movie The Interns

Edington’s Summary: “Instead of aiming for a return to the status quo, a focus on positive health would move us beyond the status quo toward outcomes that exceed expectations. While risk reduction and health maintenance are noble, it is time to move the focus and efforts toward positive health potential through improved physical, mental, and social capabilities


Edington: Zero Trends publicity/Rand Report introduced here – What is the problem with this approach? People are do not fit into financial models, i.e. zero trends, behavior economics

Introduction: Current Perspectives
Since the introduction of the Patient Protection and Affordable Care Act (PPACA), there seems to be a “spin” and urgency that goes something like this: Despite the very best efforts of the nation’s most talented worksite wellness practitioners, many health and wellness initiatives have failed to live up to their potential. With redesign of company benefit plan design, remarkable results are finally being achieved. This attitude was not helped with the release of the RAND Report.

After studying and working in the health and wellness side for the last few years, this comment may make one feel less cooperative with management and/or corporate benefit professionals.

A big part of where this “spin” started is with one of the longtime leaders in academic research (University of Michigan Health Management Research Center), Dee Edington, who has appeared in the news as: “Dee Edington is going to irritate a lot of people... Edington had a lot to say about what doesn’t work--interventions focused on behavioral change for one.”

This is not news to those who have been working in the trenches of public health and wellness since the seventies. Public health attributes only 30% of determinants of health to be health behaviors [tobacco use, diet and exercise, alcohol use and sexual activity].

Public Health Contribution to Determinants of Individuals [Health Public Health County Health Rankings Project: http://www.countyhealthrankings.org/roadmaps/what-works-for-health]

Edington’s Summary: “Instead of aiming for a return to the status quo, a focus on positive health would move us beyond the status quo toward outcomes that exceed expectations. While risk reduction and health maintenance are noble, it is time to move the focus and efforts toward positive health potential through improved physical, mental, and social capabilities.”

With the discovery of neuroplasticity we now have the technology and research to support that you can “change the brain” via use of mindfulness and meditation.




I call this welcome to the new Google World - New generation meets new reality of economy/recession: Movie The Interns

Edington’s Summary: “Instead of aiming for a return to the status quo, a focus on positive health would move us beyond the status quo toward outcomes that exceed expectations. While risk reduction and health maintenance are noble, it is time to move the focus and efforts toward positive health potential through improved physical, mental, and social capabilities


Edington: Zero Trends publicity/Rand Report introduced here – What is the problem with this approach? People are do not fit into financial models, i.e. zero trends, behavior economics

Introduction: Current Perspectives
Since the introduction of the Patient Protection and Affordable Care Act (PPACA), there seems to be a “spin” and urgency that goes something like this: Despite the very best efforts of the nation’s most talented worksite wellness practitioners, many health and wellness initiatives have failed to live up to their potential. With redesign of company benefit plan design, remarkable results are finally being achieved. This attitude was not helped with the release of the RAND Report.

After studying and working in the health and wellness side for the last few years, this comment may make one feel less cooperative with management and/or corporate benefit professionals.

A big part of where this “spin” started is with one of the longtime leaders in academic research (University of Michigan Health Management Research Center), Dee Edington, who has appeared in the news as: “Dee Edington is going to irritate a lot of people... Edington had a lot to say about what doesn’t work--interventions focused on behavioral change for one.”

This is not news to those who have been working in the trenches of public health and wellness since the seventies. Public health attributes only 30% of determinants of health to be health behaviors [tobacco use, diet and exercise, alcohol use and sexual activity].

Public Health Contribution to Determinants of Individuals [Health Public Health County Health Rankings Project: http://www.countyhealthrankings.org/roadmaps/what-works-for-health]

Edington’s Summary: “Instead of aiming for a return to the status quo, a focus on positive health would move us beyond the status quo toward outcomes that exceed expectations. While risk reduction and health maintenance are noble, it is time to move the focus and efforts toward positive health potential through improved physical, mental, and social capabilities.”

With the discovery of neuroplasticity we now have the technology and research to support that you can “change the brain” via use of mindfulness and meditation.




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When I retired, I saw this generation go through many struggles with who they are , and now When I see my own kids [Gen Z], I wonder where did they get that behavior from? Needless to say I have had to eat “ a’lot of crow!” do you know what that phrase means? – “eat crow” it is not common language anymore!

How do your kids reflect who you are?

My kids are next

Generation Z
Born: 1995-2012
Coming of Age [20]: 2015
Population: 23 million 

When I retired, I saw this generation go through many struggles with who they are , and now When I see my own kids [Gen Z], I wonder where did they get that behavior from? Needless to say I have had to eat “ a’lot of crow!” do you know what that phrase means? – “eat crow” it is not common language anymore!

How do your kids reflect who you are?

My kids are next

Generation Z
Born: 1995-2012
Coming of Age [20]: 2015
Population: 23 million 

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What will be the new influence of the New Millennium Generation (Y , Echo-Boomer, Millennials)? They are the largest generation in American history. Born between 1978 and 2000, "WE" are 95 million strong, compared with the 78 million post war and baby boomers


Generation Y, Echo Boomers or Millenniums Born: 1977-1994
Coming of Age [21]: 1997-2015
Age in 2015: 38 to 21
Population: 71 million

Generation Z Born: 1995-2012
Coming of Age[21]: 2016-2033
Age in 2015 =20
Population: 23 million 


What will be the new influence of the New Millennium Generation (Y , Echo-Boomer, Millennials)? They are the largest generation in American history. Born between 1978 and 2000, "WE" are 95 million strong, compared with the 78 million post war and baby boomers


Generation Y, Echo Boomers or Millenniums Born: 1977-1994
Coming of Age [21]: 1997-2015
Age in 2015: 38 to 21
Population: 71 million

Generation Z Born: 1995-2012
Coming of Age[21]: 2016-2033
Age in 2015 =20
Population: 23 million 


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Guess what X-Gen your middle age now>>>>>>>>>

Generation X
Born: 1966-1976
Coming of Age [21]: 1987-1994
Age in 2015: 61 to 39
Population: 41 million


Boomers I or The Baby Boomers
Born: 1946-1954
Coming of Age [21]: 1967-1975
Age in 2015: 69-61
Current Population: 33 million


Guess what X-Gen your middle age now>>>>>>>>>

Generation X
Born: 1966-1976
Coming of Age [21]: 1987-1994
Age in 2015: 61 to 39
Population: 41 million


Boomers I or The Baby Boomers
Born: 1946-1954
Coming of Age [21]: 1967-1975
Age in 2015: 69-61
Current Population: 33 million


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State of American Workplace

State of American Workplace

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Todays work force is pretty diverse by age

Todays work force is pretty diverse by age

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Engagement is similar in all age groups

Engagement is similar in all age groups

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We are creatures of habit.

We are creatures of habit.

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This is who wellness has served as it developed to meet consumer demands.

This is who wellness has served as it developed to meet consumer demands.

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Drivers for health are different

What are basic health promotion and wellness programs: Include wellness programs specifically targeted to the population demographic base and based upon the population health, disease management and risk reduction programs.

They include “comprehensive wellness” strategies including the Public Health Contribution via Determinates of Individual’s health. Indicators that attribute to being healthy include: 30% are attributed to health behaviors; 40% to social and economic factors; 40% to Physical Environments; and 10% attributed to clinical care.

The strongest determines of health are socio-economic and health literacy.

Example of programs include but are not limited to: risk reduction, nutrition and exercise, stress management, health coaching, health promotion, marketing, communications and incentives delivered through focusing on the 7 dimensions of wellness: Spiritual, Physical, Intellectual, Emotional, Career; Environmental, Social.



Individual health and well-being drivers
Financial security and literacy top the list – From PH perspective
These two influence access to and quality of health care and environmental community lived in and personal choice
Well-being is related to an income > $75,000/household Linked article: At What Price Happiness? $75,000

The Five Essential Elements indicates only 7% of the population studied are thriving in all segments: physical, career, social, finance, community wellness. http://www.wbfinder.com/home.aspx Tom Rath and Jim Harter book Well-Being: The Five Essential Elements (2010) Gallup Press, NY, NY. A summary of the well being elements taken from the book are listed below.

Gallup didn’t include religion vs. spiritual
 
3 “Drivers” (Factors) for
Individual health and well-being:

Socio-economic (40%) Access to health care
Environmental community lived in (10%)
Personal choice – behavior change (30%)-left to our own divisiveness when given too many choices we do nothing- Gallup



Drivers for health are different

What are basic health promotion and wellness programs: Include wellness programs specifically targeted to the population demographic base and based upon the population health, disease management and risk reduction programs.

They include “comprehensive wellness” strategies including the Public Health Contribution via Determinates of Individual’s health. Indicators that attribute to being healthy include: 30% are attributed to health behaviors; 40% to social and economic factors; 40% to Physical Environments; and 10% attributed to clinical care.

The strongest determines of health are socio-economic and health literacy.

Example of programs include but are not limited to: risk reduction, nutrition and exercise, stress management, health coaching, health promotion, marketing, communications and incentives delivered through focusing on the 7 dimensions of wellness: Spiritual, Physical, Intellectual, Emotional, Career; Environmental, Social.



Individual health and well-being drivers
Financial security and literacy top the list – From PH perspective
These two influence access to and quality of health care and environmental community lived in and personal choice
Well-being is related to an income > $75,000/household Linked article: At What Price Happiness? $75,000

The Five Essential Elements indicates only 7% of the population studied are thriving in all segments: physical, career, social, finance, community wellness. http://www.wbfinder.com/home.aspx Tom Rath and Jim Harter book Well-Being: The Five Essential Elements (2010) Gallup Press, NY, NY. A summary of the well being elements taken from the book are listed below.

Gallup didn’t include religion vs. spiritual
 
3 “Drivers” (Factors) for
Individual health and well-being:

Socio-economic (40%) Access to health care
Environmental community lived in (10%)
Personal choice – behavior change (30%)-left to our own divisiveness when given too many choices we do nothing- Gallup



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What are core values?
 
 The core values of an organization are those values we hold which form the foundation on which we perform work and conduct ourselves.  We have an entire universe of values, but some of them are so primary, so important to us that throughout the changes in society, government, politics, and technology they are STILL the core values we will abide by.  In an ever-changing world, core values are constant.  Core values are not descriptions of the work we do or the strategies we employ to accomplish our mission.  The values underlie our work, how interact with each other, and which strategies we employ to fulfill our mission.  The core values are the basic elements of how we go about our work.  They are the practices we use (or should be using) every day in everything we do.
 

What are core values?
 
 The core values of an organization are those values we hold which form the foundation on which we perform work and conduct ourselves.  We have an entire universe of values, but some of them are so primary, so important to us that throughout the changes in society, government, politics, and technology they are STILL the core values we will abide by.  In an ever-changing world, core values are constant.  Core values are not descriptions of the work we do or the strategies we employ to accomplish our mission.  The values underlie our work, how interact with each other, and which strategies we employ to fulfill our mission.  The core values are the basic elements of how we go about our work.  They are the practices we use (or should be using) every day in everything we do.
 

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Core Values Continued.

Core Values Continued.

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Over the past year, the war, credit recession, bailout, and a national election have given most of us a “no exit” short of death.

Events like these make us examine our values – what have you learned over the past year?

What are the things you value the most? The basics – worth dying for

Find 3 values you agree on with your partner
(2) Find 2 new partners and find 3 values you agree on
(4) Find 2 more new partners and 3 values you agree on
(8) Find 1 other group and 3 values you agree on
(16) Find 1 other group and 3 values you agree on = common core values for the group posted;
What about outliers? Reason for outliers.

Exercise/ list top 3 values then regression to death-mark them off the list, leaving only one value! What is it?

Is this a common value in your small group?
 


Over the past year, the war, credit recession, bailout, and a national election have given most of us a “no exit” short of death.

Events like these make us examine our values – what have you learned over the past year?

What are the things you value the most? The basics – worth dying for

Find 3 values you agree on with your partner
(2) Find 2 new partners and find 3 values you agree on
(4) Find 2 more new partners and 3 values you agree on
(8) Find 1 other group and 3 values you agree on
(16) Find 1 other group and 3 values you agree on = common core values for the group posted;
What about outliers? Reason for outliers.

Exercise/ list top 3 values then regression to death-mark them off the list, leaving only one value! What is it?

Is this a common value in your small group?
 


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Authennticity

Authennticity

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There are kinds of people, those well connected/not so well connected

The American dream is pretty limited – the connection is bigger than “dream” it has the responsibility to provide vision – connection beyond “1” “self” to connection to all

There is great wisdom in both the “dream” and the “vision”

There are kinds of people, those well connected/not so well connected

The American dream is pretty limited – the connection is bigger than “dream” it has the responsibility to provide vision – connection beyond “1” “self” to connection to all

There is great wisdom in both the “dream” and the “vision”

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Compare your values to the most common given in US

Compare your values to the most common given in US

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What is your dream?

What is your dream?

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This is what drives me..,

This is what drives me..,

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What is the value of having outliers? Keeps group in balance.

What is the value of having outliers? Keeps group in balance.

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World view spiritual values: consciousness, disciplined practice, compassion, empathy, forgiveness

World view spiritual values: consciousness, disciplined practice, compassion, empathy, forgiveness

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Human Values

Human Values

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All material © Copyright 2017 and trademarked ® by Abbott Solutions, Inc. All rights reserved.

7 Dimensions Defined

The 7-Dimensional Wellness model includes the dimensions of Social, Physical, Emotional, Career, Intellectual, Environmental and Spiritual Wellness.

Social

Social wellness is the process of creating and maintaining healthy relationships. The Social dimension of wellness encourages contributing to your human and physical environment for the common welfare of your community. It emphasizes interdependence and cooperation with others. Social wellness acknowledges that I am part of a family, community, group or circle, not the center of it. Social wellness includes the pursuit of harmony within your relationships and family that cultivated positive communication that is direct, honest and resolves conflicts.

Physical

Physical wellness is not only the process of having a flexible, aerobically fit body. The physical dimension encourages regular physical activity that produces cardiovascular endurance, flexibility and strength to pursue everyday life and leisure activities. The physical dimension encourages knowledge and behavior consistent with good nutrition and discourages the use of tobacco, drugs and excessive alcohol consumption. It includes activities that contribute health and wellness including seat belt use, getting 7-8 hours of sleep per night, managing disease, implementing medical self-care and appropriate use of the medical system.

Emotional

Emotional wellness is the process of creating and maintaining a positive realistic self concept and enthusiasm about life. The emotional dimension wellness emphasizes an awareness of feelings and acceptance of the fact that you create your own feelings. Emotional wellness includes the degree to which you feel positive and enthusiastic about yourself and life. It includes the capacity to talk about feelings of fear, hurt, anger, sadness and joy, and to manage related behaviors. This includes being able to realistically asses your limitations, develop autonomy and to cope effectively with stress and ego.

Career

Career wellness is the process of making and maintaining choices that are meaningful and that contribute to your own personal growth, as well as to the growth of your employer and your community. The career dimension, occupation or personal work, includes preparing and continuing to prepare for work you enjoy. It includes helping to create a healthy organization that contributes to your own and other's well-being. Occupational wellness is related being responsible to your work and the ability to balance work with the rest of your life.

Intellectual

Intellectual wellness is the process of using your mind to create a greater understanding of yourself and the universe. The intellectual dimension encourages creative, stimulating mental activities. An intellectually well person uses the resources available to expand knowledge, improve skills and increase the potential for sharing with and contributing to others. Intellectually well people use intellectual and cultural activities to question themselves, to re-examine judgments and questions authority.

Environmental

Environmental wellness is the process of making choices to create sustainable human and ecological communities, improving qualities in air, water, land and space. The environmental dimension recognizes that we are accountable for the quality of air we breathe, nourishment we seek, water to quench our thirst and the space to grow. The environmentally well person takes personal and social responsibility for creating sustainable communities that include all of earth's creatures, encourages minimizing use of disposable products, evaluates purchases and conveniences base upon environmental impact.

Spiritual

Spiritual wellness is the process of 'experiencing life' while seeking meaning and purpose in human existence. Spirituality allows one to have consistency between values and behaviors. It includes the development of a deep appreciation for the depth and expanse of life, death and understanding of universal consciousness, (i.e. the 'master stories' or 'archetypes' that represent a commonality or biological imprints derived from the experience of the different races and are present in the unconscious of all individuals). Spiritual people are strongly aware of a wellspring of inner power and development of soul and that there are many paths to take in 'experiencing life' and that every spiritual tradition recognizes and teaches the basic precepts or laws of wise and conscious human conduct, (J. Campbell, The Power of Myth). Spirituality allows one to have consistency between values and behaviors because of the depth of understanding and precepts that re integrated into our 'spiritual Practice' within everyday life of work, family and relationships, (J. Kornfield, A Path with Heart). Generic principles of spiritual wellness include the acceptance of the concept of 'wholeness', i.e. connection with everything in creation. Spiritual wellness includes three working principles: acceptance of: (1) individual uniqueness, (2) diversity and (3) the need for community or bonding (Miriam Therese MacGillis, O.P. Genesis Farm).


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All material © Copyright 2017 and trademarked ® by Abbott Solutions, Inc. All rights reserved.

Be Your own Wellness Coach

What does this mean?

Becoming your own wellness coach is a concept developed for those who want to review the basics in personal wellness and take the next step toward transformation.

How can I achieve this?

You can become your own wellness coach by having a desire to be a responsible, self-directed and proactive individual.

This is a personal tranformation that occurs over time and involves the following:

  • Self-examination
  • Individual learning
  • Paying attention
  • Responding to and being aware of your responses
  • Accepting accountability for your choices
  • Seeking inner strength and external resources
  • Sharing responsibility for community and compliance to "human values"

Relevance for Wellness Professionals

Employers, Teachers, Wellness Professionals, Trainers and Health Coaches will find that 7dimensionsofwellness.com offers complementary options to assist clients in taking the next steps for well being and that of transformation and insights into connection, consciousness and universal human values, a place in which one finds consistency in "head, heart and hands".

Professional Assessment Plans Menu

All material © Copyright 2017 and trademarked ® by Abbott Solutions, Inc. All rights reserved.

Wellness Quiz FAQs



Before you take the assessment, you may want to review the following FAQs

What does this assessment do?

The 7 Dimensions of Wellness Assessment/Quiz is the first step in making Wellness changes.

This requires being aware.

The assessment provides a holistic measure of perception of the seven dimensions of wellness. The assessment requires being honest and authentic. You must "walk the talk" by being an active participant currently.

The assessment is based upon what the brain believes/perceives and drives the "action" one takes by producing different physiological responses resulting in feelings from optimism to fear.

The individual Quiz Results Section outlines basic wellness concepts. Examples are given to demonstrate how wellness is a dynamic process and how each dimension is interrelated with the others.

What does the assessment cover?

The assessment covers the 7 dimensions of wellness: Social, Physical, Emotional, Career, Intellectual, Environmental and Spritual.

How long does the assessment take?

The free 7 Dimensions of Wellness Assessment takes from 20 to 30 minutes. The professional assessments can take up to 45 minutes, depending on which optional compnents have been selected.

What kind of results do I receive?

Everyone receives an individual report to view or print immediately after taking the quiz.

Professional subscribers receive additional reports: Percentile and Well-being, Individual with Group Average, Individual Scores with Group Percentiles, Individual Scores with Global Percentiles, Time Tracking.

How do I use my assessment results?

We have done the research for you and provide you with the following simple steps toward taking action.

  1. Awareness and Knowledge.
  2. Questioning self worth and/or self efficacy.
  3. Shifting Perceptions in a positive direction and Improving Competencies.
  4. Taking Actions.

How many have taken the assessment?

We have had 5117 participants complete our on-line quiz and receive a results summary.

What other assessment options are available?

Advanced Individual and Professional Assessment Plans


Back Take the Quiz!

All material © Copyright 2017 and trademarked ® by Abbott Solutions, Inc. All rights reserved.

All material © Copyright 2017 and trademarked ® by Abbott Solutions, Inc. All rights reserved.

Corporate Wellness



What is Workplace or Corporate Wellness?

Workplace Wellness is defined as:

An organized employer-sponsored program that is designed to support employees (and sometime, their families) as they adopt and sustain behaviors that reduce health risks, improve quality of life, enhance personal effectiveness, and benefit the organization's bottom line.” as defined by Leonard L. Berry, Ann M. Mirabito, and William B. Baum in What's the Hard Return on Employee Wellness Programs? Harvard Business Review. Dec. 2010 pp 1-9.

What is Health Promotion?

  • The World Health Organization (WHO) defines health promotion as the process of enabling people to increase control over, and to improve, their health. It moves beyond a focus on individual behavior towards a wide range of social and environmental interventions.

  • When providing wellness programming, health promotion defines the basic marketing and promotion of risk reduction health programs. These health programs are grounded in the disciplines of social marketing, health communication, business marketing and use of incentives that address consumer health "needs" and customer "wants."

Health promotion/wellness programs Defined

  • Comprehensive wellness strategies are based on population health research. Determinates of individual health are attributed to four main factors.
    • 30% of individual's health is based on health behaviors
    • 40% of individual's health is based on social and economic conditions
    • 40% of individual's health is based on physical environments
    • 10% of individual's health is based on good clinical care

  • Example of health promotion programs include but are not limited to:
    • Disease management programs
    • Increased productivity
    • Risk reduction
    • Nutrition and exercise
    • Stress management
    • Health coaching
    • Marketing
    • Communications
    • Incentives

  • Wellness however is based upon a holistic approach that requires individual transformation delivered through focusing on the 7 dimensions of wellness: Spiritual, Physical, Intellectual, Emotional, Career, Environmental, and Social.

What is the Health Care Continuum Concept?

  • Introduction to the Health Care Continuum Concept was started In 1970,.by John W. Travis, M.D., MPH. He envisioned the idea for the Illness-Wellness Continuum that placed "wellness" in a revolutionary new context and bridged health and human potential. This early health continuum model bridged the relationship between wellness, medically driven treatment models and high-level wellness

Health Care Continuum
  1. Individuals moving from the center or neutral point to the left or treatment model moved to deteriorating states of health and finally premature death.
  2. Individuals moving to the right of center increased their levels of health and well-being through awareness, education and wellness growth.
  3. One of the core concepts of the continuum was that the Treatment Paradigm could only take individuals back to the neutral point, where the symptoms of disease have been alleviated. The Wellness Paradigm, which could be utilized at any point on the continuum, moved individuals toward higher levels of wellness.

  • In 2012, Eddington introduced a new Health Care Continuum Concept in which he emphasized "Instead of aiming for a return to the status quo, a focus on positive health would move us beyond the status quo toward outcomes that exceed expectations. While risk reduction and health maintenance are noble, it is time to move the focus and efforts toward positive health potential through improved physical, mental, and social capabilities."

Beyond Zero


Who is the Benefit professional?

In larger organizations, the benefit professional works more closely with decision makers to keep the business afloat. They may be or work closely with the Corporate Financial Officer (CFO). They make benefits design based upon real time data analysis, e.g. data mining, in terms of benefit design to save money. In smaller businesses, the benefit design me be done by human resources or outsourced to a broker. See https://www.ifebp.org/

Benefit vs. Human Resource Professionals.

Benefits are different in that they use an actuary approach in using numbers to evaluate the likelihood of future events, and designing creative ways to reduce or manage undesirable events. Benefits role is to “keep the business afloat”. Human resources usually implements benefit plans, hires and motivates employees to perform at their best by exchanging rewards for performance. See http://www.shrm.org/

What is Productivity ROI?

Productivity measurement may provide a better link than disease management to corporate America's bottom line. Example: The Integrated Benefits Institute (IBI) is a pioneer, leader and nonprofit supplier of health and productivity research, measurement and benchmarking. See http://www.ibiweb.org/

What is Value-based Health Care?

VBHC strives to remove barriers and align both financial and non-financial incentives and rewards for living healthy and productive lives by using prevention, (population health) health enhancement strategies (internal policy, rewards & management support) and health care services (prevention and managed care).

Value-based Insurance Design

V-BID is an innovative approach that can improve clinical outcomes and contain costs. The basic premise of V-BID is to align consumer incentives with value by reducing barriers to high-value health services and providers ("carrots" or intrinsic motivation) and discouraging the use of low-value health services and providers ("sticks" or extrinsic motivation). When "carrots" are coupled with "sticks" in a clinically nuanced manner, V-BID improves health care quality and controls spending growth.

The concept of clinical nuance recognizes that:

  1. Medical services differ in the benefit provided; and
  2. The clinical benefit derived from a specific service depends on the patient using it, as well as when and where the service is provided. See
http://vbidcenter.org/

What is a Wellness Benefit Manager?

This new role combines skill sets of the benefit specialist and the wellness professional with the purpose integration of wellness into benefit design and of enhancing communication. See Abbott Solutions

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7 Dimensions of Wellness Research Opportunities

In 1990, the University of Wisconsin-Stevens Point academic program in Wellness and Health Promotion created the 7 dimensions of wellness assessment under the direction of R. Anne Abbott, PhD. (Professor Emeritus of Health Promotion). The 7-dimension model was the first to include the environmental dimensions of wellness. Although the 7 dimensional model has been adapted and replicated around the globe, no research to determine validity or reliability has ever been published.

We are seeking transparency and support in proposing a Well-Being Study, Thanks you for your consideration!

If you would be interested in working with us please contact us.

Thank you,

R. A. Abbott
1351 Maple Ridge
Amherst Junction, WI 54407
Phone: 715-340-6493
Email: abbottsolutions@wi-net.com
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We will try to respond to you withing the next few days.

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All material © Copyright 2017 and trademarked ® by Abbott Solutions, Inc. All rights reserved.

Research Opportunities

7 Dimensions of Wellness Research Opportunities

In 1990, the University of Wisconsin-Stevens Point academic program in Wellness and Health Promotion created the 7 dimensions of wellness assessment under the direction of R. Anne Abbott, PhD. (Professor Emeritus of Health Promotion). The 7-dimension model was the first to include the environmental dimension of wellness. Although the 7 dimensional model has been adapted and replicated around the globe, no research to determine validity or reliability has ever been published.

We are seeking transparency and support in proposing a Well-Being Study. Thank you for your consideration!

If you would be interested in working with us please contact us.

Thank you,

R. A. Abbott
1351 Maple Ridge
Amherst Junction, WI 54407
Phone: 715-340-6493
Email: abbottsolutions@wi-net.com
Research Application Cancel

All material © Copyright 2017 and trademarked ® by Abbott Solutions, Inc. All rights reserved.

Where do I go from here?


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Certificate of Completion

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The Certificate can be viewed, downloaded or emailed

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Now that you have completed the wellness quiz and gained some familiarity with the concept of wellness, you may want to consider the next logical step:
Become Your Own Wellness Coach
What does this mean?

Becoming your own wellness coach is a concept developed for those who want to review the basics in personal wellness and take the next step toward transformation.

How can I achieve this?

You can become your own wellness coach by having a desire to be a responsible, self-directed and proactive individual.

This is a personal tranformation that occurs over time and involves the following:

  • Self-examination
  • Individual learning
  • Paying attention
  • Responding to and being aware of your responses
  • Accepting accountability for your choices
  • Seeking inner strength and external resources
  • Sharing responsibility for community and compliance to "human values"
Track Your Progress
These assessment plans can help you track your wellness progress

 Assessments for the individual
Individual report showing percentile scores for the 7 dimensions, global health and well-being

Individual report showing percentile scores for the 7 dimensions, global health and well-being

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Individual report showing calculated scores for the 7 dimensions, global health and well-being

Individual report showing calculated scores for the 7 dimensions, global health and well-being

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Individual Results Report: This is part of the Individual Report which shows results in each of the 7 dimensions. This report is available in the free, standard and advanced individual accounts.

Individual Results Report: This is part of the Individual Report which shows results in each of the 7 dimensions. This report is available in the free, standard and advanced individual accounts.

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Individual vs. Group Percentile Report: This report shows your individual results in percentile in comparison with the average percentile results in each of the 7 dimensions for all users who have taken the assessment. This report is available in the standard and advanced individual accounts.

Individual vs. Group Percentile Report: This report shows your individual results in percentile in comparison with the average percentile results in each of the 7 dimensions for all users who have taken the assessment. This report is available in the standard and advanced individual accounts.

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Individual vs. Group Results Report: This report shows your individual results in comparison with the average results in each of the 7 dimensions for all users who have taken the assessment. This report is available in the standard and advanced individual accounts.

Individual vs. Group Results Report: This report shows your individual results in comparison with the average results in each of the 7 dimensions for all users who have taken the assessment. This report is available in the standard and advanced individual accounts.

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Time Tracking Report - Bar Graph Format: This report shows your individual results in each of the 7 dimensions over time. The bars are color-coded by date and are clustered in each dimension. This report is only available in the s advanced individual account. Users with the Advanced Individual Account can take the assessment up to 5 different times.

Time Tracking Report - Bar Graph Format: This report shows your individual results in each of the 7 dimensions over time. The bars are color-coded by date and are clustered in each dimension. This report is only available in the s advanced individual account. Users with the Advanced Individual Account can take the assessment up to 5 different times.

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Time Tracking Report - Line Graph Format: This report shows your individual results in each of the 7 dimensions over time. Each color-coded line represents a date the assessment was taken. the 7 dimensions are represented on the vertical axis with the scores on the horizontal axis. This report is only available in the s advanced individual account. Users with the Advanced Individual Account can take the assessment up to 5 different times.

Time Tracking Report - Line Graph Format: This report shows your individual results in each of the 7 dimensions over time. Each color-coded line represents a date the assessment was taken. the 7 dimensions are represented on the vertical axis with the scores on the horizontal axis. This report is only available in the s advanced individual account. Users with the Advanced Individual Account can take the assessment up to 5 different times.

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Standard Individual Account

Includes:

  1. Individual Report
  2. General Guidelines for Making Healthy Changes
  3. Individual vs Group Comparison Report
  4. Individual Percentile Report
  5. Selected Consumer Resources
  6. Level I BYOWC Certificate
Pricing and Ordering

Advanced Individual Account

Includes:

  1. Individual can take up to 5 assessments over time
  2. Individual Report
  3. General Guidelines for Making Healthy Changes
  4. Individual/Group Comparison Report
  5. Individual Percentile Report
  6. Time Tracking Report comparing up to 5 results taken over time
  7. Selected Consumer Resources
  8. Level II BYOWC Certificate
Pricing and Ordering


Group Accounts for Employers, Teachers, Wellness Professionals, Trainers, Health Coaches. Wellness professionals, trainers and health coaches will find that 7dimensionsofwellness.com offers complementary options to assist clients in taking the next steps for well being and that of transformation and insights into connection, consciousness and universal human values, a place in which one finds consistency in "head, heart and hands".
Professional Group Free Trial Account

Includes:

  1. Ability to create and administer assessments to your own groups
  2. Group Aggregate Reports
  3. Group Comparison Reports
  4. Demographic Breakdown Reports
  5. 35 Free assessment
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Standard Professional Group Account

Includes:

  1. Ability to create assessment groups and administer assessments to your own groups
  2. Group Aggregate Reports
  3. Group Comparison Reports
  4. Demographic Breakdown Reports
  5. Advanced Ad Hoc Reporting
Pricing and Ordering

Advanced Professional Group Account

Includes:

  1. Ability to create and administer assessments to your own groups
  2. Ability to create time tracking groups
  3. Group Aggregate Reports
  4. Group Comparison Reports
  5. Demographic Breakdown Reports
  6. Time Tracking Reports available for individuals
  7. Advanced Ad Hoc Reporting
Pricing and Ordering


Resources to grow by
Career Wellness
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