Corporate Fitness and Active Aging

Walking everywhere is slowly becoming a bigger trend, specifically in states that it never used to be. As fitness trackers are being used more and more, step challenges are increasing both at work and at home. Research is discovering the benefits of walking and ensuring that people are getting their steps in every day. Walking is one of the best means to reach physical activity recommendations and by meeting those recommendations, individuals lower their risk for diseases such as cardiovascular disease, diabetes, obesity, and many more.

Disease prevention is the number one benefit of walking. Diseases such as dementia are being researched more thoroughly and it has been found that physical activity is being proposed to be a prevention factor. Walking is a primary factor to address the obesity epidemic, which can help reduce the risk of major non-communicable diseases mentioned previously. Compared to other activities, walking meets the recommendations of physical activity and creates a lower risk for injury. With little impact on the joints compared to higher intensity exercises, it prevents high risk of injury while being physically active. There are also some psychological benefits to walking, it can improve blood pressure, glucose control and many more, which overall can lead to a much more relaxed lifestyle.

Walking also produces indirect benefits as well. If more people choose to walk as a means of transportation, it will reduce air pollution, which can lead to lower rates of cancer and asthma. Walking or hiking also allows for more interaction with nature, which has also been shown to improve mental health. Walking  is typically associated with social interaction, therefore improving social health and greatly impacting overall mental health and decreasing an early mortality rate. Lastly, by showing more initiation of walking regularly, it can greatly influence the lives of our children. They will see that walking is a regular daily activity and will be more likely to follow in those footsteps. There are many programs that encourage biking and walking to school to increase physical activity in children. Incentive programs are a new norm specifically for increasing activity, by utilizing a program it could also indirectly influence their parents as far as walking as a means of transportation goes.

The benefits of walking are never ending whether it be a direct or indirect association. If individuals learn and understand these benefits, walking can be the new norm for every day transportation. It will not just occur when it is the first warm day of the season or the last warm day of the season as many do now. The benefits of walking and the fact that it can lead to an overall healthier lifestyle physically, mentally, and socially, should be more than enough reason for individuals to ditch their cars or a seated lunch break and walk more regularly.

I wrote a post a while ago about changing the name vs changing the notion of "activities" in senior living. At the time, the industry was working through a naming brainstorm (“name-storming”) to determine if continuing care retirement communities (CCRC) should be renamed. For the record, the industry has moved toward life plan community as an alternative to CCRC. The whole “name-storming” thing got me thinking about the value of words. Don’t get me wrong, I am a firm believer that words matter. Words are indeed powerful, and we must choose them carefully to thoughtfully convey what we mean. Otherwise, we have this situation, or this one. And yet, getting the words right doesn’t mean we can slack on our actions behind the words. Which brings me to a debate going on in corporate wellness…or is it corporate well-being? This article says well-being is the future of wellness. The Global Wellness Institute’s Chairman also thinks well-being is where the industry needs to move because wellness isn’t as holistic. (Interestingly, she also notes that wellness apparently isn’t associated with happiness.)

If you point your web browser to a search of well-being versus wellness, you’ll get a host of articles that are part of the current conversation. And it seems that there is a movement in favor of the more holistic “well-being” as the appropriate, inclusive, aspirational name for the corporate programming we have traditionally called employee wellness.

So let’s make that switch. Let’s all link arms and agree to change our vocabulary and put wellness where it belongs…in 2017. Wellness vendors become well-being vendors, and wellness programs become well-being programs. Employees earn well-being points instead of wellness points and wellness directors sign new job descriptions that dub them well-being directors.

Except here’s the thing. We will still have corporate wellness programs that focus primarily on physical health without taking a hard look at how the workplace environment nurtures or neglects employees. Businesses will still have program directors who come from fully clinical backgrounds and who myopically build sterile programs that lack a more human element. Practitioners will still be talking about how important stress resilience is to helping human beings thrive with very little concrete employer-provided action to truly help the workforce get a handle on the pressures of work and life.

[Read More: Why wearable fitness trackers aren’t your wellness program]

Of course, the above descriptions don’t fit every situation. There are some fabulously compassionate, effective, and well-loved wellness programs out there in corporate settings. But for those programs, it doesn’t really matter if we call it wellness or well-being. Because the focus is on helping employees be their best selves in work and life.

I do realize this is pretty rich commentary coming from an organization whose primary focus in on fitness. To be fair, we have a lot to gain by the industry holding still on the current model where “wellness” equals physical health. But I’ve been around long enough to see that having your physical self in good shape isn’t the only way to be well; we’re only part of the picture. And, the more our staff are tasked with work beyond managing the corporate fitness center, the more value I see in using our relationships with employees to help them discover how they want to live well (which may or may not include a regular workout).

That’s the change we’re making, one connection at a time. What do you want to change: the scope of your program or what you call it?