Corporate Fitness and Active Aging

Our staff are routinely focused on how they can grow participation in the corporate fitness centers they manage. Granted, they don’t have to work that hard at it in January, and maybe into February, but beyond those first two months of the year, the remaining ten months can prove challenging for meeting their participation goals.

One of the ways they work on achieving specific participation numbers is through successful programming. It’s not rocket science, but you do have to know your members and understand what works with them in order to build effective programs. That’s why our crew is so focused on evaluating their offerings; the results help them better understand how to provide incentive and educational programs tailored to the interests and needs of the audience they’re serving.

Tapping into existing successes

One of our managers at a corporate fitness center in New York created a simple St. Patrick’s Day–themed program to help New Year’s resolution makers carry through with their newfound exercise habits into March. For this program, she set specific goals to increase fitness center visits (targeting eight or more monthly visits per member) and to increase participation in group fitness classes.

Each member who signed up for the program was given a small pot (“pot-o-gold”) into which they could place the gold coins they received for coming in to work out on their own or to take a class. She weighted the group class participation by giving two coins for each class. The participant goal was to collect as many gold coins (get as many visits) as possible for the duration of the program. Supplies for the program cost about $30.

[Related Content: 3 Ways to Improve Corporate Fitness Programming on a Small Budget]

Simplicity wins

Members provided feedback that one of the things they enjoyed about the program was its simplicity. It was both easy to understand and easy to participate. When work and personal lives are so complicated and hectic, it’s refreshing to have the corporate fitness center offer no-brainer incentives as a diversion and stress reliever. Not only was the program easy for the members, but our manager reported that she appreciated the simplicity as well; there were no detailed spreadsheets to manage, no massive uptick in 1:1 appointments to juggle, and no convoluted formulas to compute to determine program winners. In fact, even marketing the program was easy—who doesn’t want to win a pot of gold?

The NIFS manager reported that she saw several new faces engaging in group fitness who have continued taking classes long after the program concluded, and some associates who hadn’t completed their memberships hustled through their remaining steps so that they could participate in the program. Overall, she saw 72 percent of program participants workout out at least eight times during the month-long initiative, substantially higher than her typical frequent visitor percentage. Additionally, group fitness class participation increased by 15 percent.

Want to get your hands on other great program ideas that have been tested and proven in corporate fitness?  See what we've outlined as NIFS Best Practice programming.

There’s a lot of misinformation out there on what is and is not good for you. The science changes all the time; unfortunately, changes in health information can sometimes depend on who’s funding the provider. So it can be hard to trust the latest press release “proving” the next best strategy for preventing disease and living longer. Despite the confusing messaging, there are a few constants on health you can count on:

• Tobacco use is bad for you.
• Moving your body is good for you.

I don’t want to get into a discussion of which is more important to employee health; there are too many complicating and personal factors to establish such a case. Instead, I’ll focus on physical activity because I think it represents a substantial area of opportunity for employers when considering options that fit into the “doing wellness for (or even with) employees” mantra.

Plenty of employers offer some kind of option for exercise at work, whether that be with group exercise classes onsite, workouts in a full-blown corporate fitness center, or walking trails on the property. In most cases those amenities/offerings are a use-at-your-own-risk proposition. There’s very little leadership support or communication about how to get involved, so only those employees who feel most strongly about pursuing regular exercise actually have the motivation to engage. And then employers wonder why participation is so low.

So here we are at this weird crossroads where employers try a few fitness-based options at the worksite for employees, very few employees enjoy the benefits of those programs, and employers are frustrated. What’s a company to do?

To be fair, we can’t expect everyone to want to exercise. Employers should have realistic expectations about how many people they can draw into these offerings. If you’re looking for ways to tip the scales that make a work-sponsored group fitness class look a little more attractive to your workforce, consider the idea of compensated workout time. Here’s why this is worth your attention:

• It’s no secret that time, or lack of it, is a primary barrier for your employees participating in regular physical activity. Couple the lack of time with the idea that your employees spend about nine hours per day at the office, and you have yourself a significant potential audience.
• However, if the workplace culture or departmental mantra is about working harder, producing more, and keeping butts in the seats, then the convenience of a workplace fitness option is a moot point.
• Alternatively, if we can pay them for 45 minutes of working out three days per week, now we might be onto something that sends a true message about how important the employer feels it is for employees to make healthy choices. And before you read this and exclaim, “We already do that…it’s called a lunch break,” what I’m advocating is 45 minutes beyond the lunch break. For an employee making $25/hour who works out, walks, or takes a group exercise class three days per week during this compensated time, it costs the company about $2,800 a year ($25/hr x 75% of an hour x 3d/wk x 50wk/yr).

Maybe you can’t afford compensated exercise time for your employees. But before you discount it outright, do what my mom always encourages me to do with a big decision. Make a pro/con list. Consider all the health benefits of engaging in regular physical activity compared to the lost work time on your bottom line. Weigh the positive of increased employee loyalty and creativity against the straight dollar cost. Understand the value of really supporting your employees’ quest for better health versus only paying it lip service. If the tick marks in your pro column outweigh those in the con column, you just might have your answer.

Need tips to get your employees moving more?  Download our whitepaper to help you get started with adding exercise to your worksite wellness program.

As communities have continued to adapt their concepts of and practices around what it means to provide wellness for residents, we have seen program offerings, cultural shifts, and amenity updates that really run the gamut. Some organizations have molded their own definitions of the dimensions of wellness along with branding symbols and adjustment of community taglines. In other cases, senior living communities are just putting a toe in the water by beginning the wellness dimension conversation with residents and employees.

There’s plenty of room for creativity; communities absolutely can (and should) put their own stamp on how they intend to execute on resident wellness. But there’s one trend I’ve seen in resident wellness that gives me pause: situating wellness in a clinical setting with a clinician at the helm. The most common articulation of this is tasking a registered nurse (RN) as the community wellness director and positioning all things wellness from the home base of the clinic, which is called the “wellness center.”

Differentiating Factors for CCRC Prospects

I’ve written before about the two primary areas in which communities can position themselves to senior consumers as being a better living option than aging at home. The first differentiator is in the area of care/safety for seniors as they age. The other primary area where communities can stand out from competition lies in residents’ opportunities to experience new places and people, to learn new things, to engage in stimulating discussions, and to participate in strategic reminiscing—all in ways that are unique to a community culture.

That second differentiator is your wellness program; it includes programs/events, dining, the physical environment, social opportunities, spiritual connection, emotional care, and intellectual opportunities. It may touch, or run into, a clinical environment. But situating your wellness program in a space that provides primarily reactive care to illness misses the boat entirely and sends a mixed message to your residents.

Creating an environment that maximizes well-being requires us to get our heads out of only physical health (and I mean fitness too). It requires adapting the dimensions of wellness into a person-focused framework like the one offered by The Eden Alternative’s domains of well-being.

Blending the Factors Dilutes the Senior Wellness Message

Whether or not an RN with the right background can build your programming strategy and support a built environment that truly facilitates resident well-being depends on the knowledge, skills, abilities, and passions of the RN. I would suggest, however, that physically housing your wellness program in a medical environment, such as your health clinic, will limit your ability to deliver on a message of distinction about what it means to live well in the community because you’re blending the care/safety distinction with the wellness differentiator. By marrying them both that tightly, you’re diluting the message. For seniors who know they need the clinical support but aren’t quite ready to address that for themselves (and how many prospects are psychologically in this place?), they won’t hear a message about wellness that stems from the clinical care.

I’m not advocating that the clinic and the wellness offerings operate in distinct silos. I am, however, suggesting that wellness doesn’t start with medication management, blood pressure regulation, or access to a podiatrist. Helping individuals be individually well begins with understanding what creates purpose for them. The clinical care is a byproduct of age. Choices on how to live well are core to who the individual is. Attention to that fundamental element of each resident deserves staff and spaces that are dedicated to the lifestyle you’re promising each resident.

Interested in knowing how you could do wellness better for your residents?  Click below to find out how NIFS can assist you with wellness consulting.

Sometimes employers go all in on their investment in a corporate fitness center. Thousands of square feet are dedicated to treadmill upon treadmill, thoughtful changing facilities, ample group exercise space, creative equipment solutions, and around-the-clock dedicated fitness staff.

But that’s not the reality for most employers. It’s important to remember that corporate fitness doesn’t have to be an all-or-nothing proposition. You can provide programs, services, and (probably most importantly) an environment that’s conducive to movement. So if you’re trying to improve the exercise options you provide onsite for your employees, but you’re on a tight budget, consider these ideas.

1. If you have dedicated staff for an exercise program, invite them to be a Jack (or Jill) of all trades.

Most exercise professionals with a college degree have a background in more than just exercise. It’s common for an exercise science curriculum to fold in public health, nutrition basics, stress resilience, and other health-related disciplines. We work with one client who has a small fitness center and no additional budget for fitness programming, and rather than lock our staff down to the four walls of the fitness center, they are out and about providing healthy lectures, offering stretch breaks at key shift-change intervals, and coordinating extra workplace wellness services like onsite chair massage.

2. Consider group fitness classes.

Sure, dancing to music isn’t for everyone, but group fitness has come a long way. You don’t have to be coordinated or be able to keep the beat to enjoy a great class. And if your office includes meeting space with tables and chairs that can be pushed to the walls, you probably have everything you need to run a class. Instructor costs can be paid for by employees, subsidized by the employer, or paid in full by the employer. Check out our quick read: Three Keys to Adding Group Exercise at Work.

3. Think long and hard about your environment.

How are your employees encouraged to work, and how are your leaders and managers incentivized to run their teams? Are employees expected to sit glued to their screens all day to make a quota? Do your managers have substantial pressure to meet the same quota? These kinds of unwritten cultural norms make it almost impossible for an employee to take a 10-minute walking break. Can that mindset be shifted over time? This article suggests that employers have to start taking a look at creative ways to address employee stress.

What about your physical space? Maybe you can’t have a dedicated space for employee exercise, and even group exercise classes in an unused meeting room seems out of bounds. Perhaps simple signage encouraging the use of stairs instead of elevators would be a starting point to encouraging employees to move more.

Think about incentives for exercise differently. Good, old-fashioned behavioral economics around loss aversion could help you build an inexpensive incentive model for encouraging more frequent exercise in a sedentary workforce.

Don’t let a lack of physical space or dedicated staff derail your brainstorming about ways to inject more opportunities for activity at the office. The options are only limited by your creativity (not your budget).

All too often, older adults don’t realize their balance is not what it used to be until after they experience a fall. Unfortunately, falls are dangerous; many of them result in significant injury in the short run. Lasting fear of falling can also negatively impact an individual’s quality of life in the long run. Because falls can be prevented with a proactive approach to balance training, we have embarked on a comprehensive fall-prevention model.

While rehabilitation might be a good starting point for residents with severe balance impairments, our fitness center managers take several steps to play an active role in providing balance training long before residents experience a decline in quality of life. 

Transitions with Therapy

A referral service can work two ways. For example, when a resident graduates from therapy services, NIFS fitness staff ensure they are continuing with their balance exercises in the fitness center. This helps residents remain independent while enjoying the lasting effects of their achievements from working with physical therapy. Similarly, when our staff members identify a resident who could benefit from working with therapy, they refer that resident to therapy services on campus to create a seamless transition of care. Read this blog to find out more about how our staff supports a positive fitness center–therapy relationship.

Individual Services in the Fitness Center

Residents with less-significant balance issues benefit from working with our staff to receive an individual exercise program that addresses their unique balance needs. In addition, our staff provides assessments of the residents’ balance abilities, which can be used to more appropriately prescribe exercises and to demonstrate noted improvements over time.

Group Fitness Classes

Most communities offer a group exercise program, but many schedules still lack classes that are dedicated to balance training. While many class formats incorporate balance training, we believe it is essential to offer dedicated balance classes to meet residents’ needs.

Unique Programming

Sometimes individual services in the fitness center get buried among all the activity opportunities at a community, and the group fitness classes as a recurrent series of events don’t always command a fresh look from your residents. That’s why we believe that specialty programming is a significant element in a comprehensive fall-prevention strategy for your senior living community. NIFS Balance Challenge is a great example of such programming.

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The need for effective balance training opportunities for older adults will continue to rise as the large baby boomer population enters retirement. Current residents and prospective residents will appreciate this comprehensive approach in addressing balance issues through therapy services as well as through robust programming options in the fitness center.

Want to find out more about how we provide our clients with well-rounded fall prevention/balance-training programming?

Click below to download our whitepaper.

Let’s face it, personal trainers are pretty ubiquitous these days, and it’s easy to understand why. The industry doesn’t have licensure (yet), and there are a lot of inexpensive and easy-to-obtain “personal trainer” certifications available that allow fitness enthusiasts with little knowledge about how the body works to earn a distinction as a personal trainer.

The scary truth about hiring a personal trainer for your senior living community is that the typical consumer doesn’t necessarily know what to look for in a qualified fitness professional. Unfortunately, the I-paid-them-and-they-certified-me individual looks equally competent alongside the individual who has a bachelor’s degree in exercise science and who has earned and painstakingly maintains an industry gold-standard certification.

While hiring an exercise professional for your senior living community fitness program is a very buyer-beware proposition, the rewards for making the right staffing choice can be great.

The right fitness professional is a major benefit to the residents.

This is really what it’s all about, right? You want a passionate, capable, competent, self-starter running the exercise program in the community. You need someone who will

• Coordinate the group exercise program (the fitness specialist should be teaching at least some of the classes).
• Initiate and execute on health-related programming both in the fitness area as well as in partnership with other departments in the community.
• Promote and provide important services like exercise prescriptions (writing individual exercise programs for residents) and senior fitness testing, as well as follow up with residents to offer updated exercise programs and repeat testing as appropriate.
• Track participation by individuals and reach out to nonactive residents to invite them into programs.
• Manage the fitness space, including ensuring amenities are well stocked and equipment is in good working order.
• If your personal trainer isn’t doing these things for you, it’s worth spending some time to re-envision what’s possible in your exercise program. Your residents deserve regular access to diverse classes that respect and challenge them physically. They will participate more if a fitness professional is available to customize exercise plans for them and to help them evaluate their progress along the way. And having a point person who is tracking the participation data and is constantly innovating will draw in more residents who wouldn’t engage without a personal invitation.

The right fitness professional is a major benefit to your business.

This is a tough one. Community leadership seems to have a difficult time making the leap from status-quo group fitness classes and the occasional trainer to establishing a manager for a robust fitness program. Maybe that’s consumer driven, and today’s residents, for the most part, aren’t balking at the outdated model. Maybe the lack of change is rooted in where fitness falls on the priority list.

Yet, with the right fitness center manager on board, you can free up your activities director to actually create person- and purpose-centered activities instead of tracking down a substitute for the group fitness instructor who just bailed on a class. You also send a distinct message to prospects and current residents that healthy living is central to who you are. And because so many communities are still operating on the outdated “group fitness + occasional trainer” model, you clearly distinguish your senior living community from the competition.

If you’re ready to start tapping into these benefits, you can either hire your own fitness center manager for the community, or partner with an organization like ours (NIFS fitness center management) to start improving the fitness program for your residents.

The debate in corporate wellness:

Last year I spent a lot of time reading about current debates in corporate wellness. There are two vocal camps (albeit vocal in very different ways):

• The camp that publicly proclaims we must soldier on with the health risk assessments, the biometric screenings, the weight-loss challenges, and the “cost sharing” of health insurance with employees. That camp is mostly plugging their ears at (and not responding to) the questions from the other camp.
• The camp that keeps asking that pesky “why” question. But they’re not asking “why” like a toddler who presses on, and on, an on without purpose. Those in that second camp are asking why we must persist with corporate wellness practices that don’t work.

Some in the industry rise above the fighting to offer their long-held positions that are alternatives to more traditional corporate wellness. Check out the work being done by Rosie Ward and Jon Robinson at Salveo Partners, or Bob Merberg’s Health Shifting blog for some insights.

An alternative view:

I admire their work and their passion. I offer my own considerations here based on a blog I read focused on well-being for caregivers of the elderly. (Half of my work life is spent focused on health and fitness services in senior living communities.) The blog is about how The Eden Alternative assesses well-being, the dimensions they use, and how they apply them to their employees and those they serve.

Traditional wellness uses areas like physical, intellectual, and occupational wellness to map out how an individual is experiencing well-being in their lives. The Eden Alternative instead looks at identity, connectedness, autonomy, security, meaning, growth, and joy.

How does the worksite look if we build a corporate wellness strategy around optimizing those elements for employees? Here are three areas to consider.

What are the ways we cultivate and sustain connectedness for staff?

This is about more than your break room, or your subsidized healthy foods in the company cafeteria. This isn’t really related to your corporate IT policies for use of social media. But the answer(s) to this question could be about establishing policies that allow employees to provide family support in caregiving roles under reasonable circumstances. Or it could be about establishing a well-thought-out mentoring program at your company.

How are we communicating and following through on areas of autonomy for employees?

No one really likes to feel like they don’t have control over a particular area of their lives, and studies show that lacking autonomy at work can increase stress. If your micromanaging, timekeeping structure has employees taking bathroom breaks in shifts and feeling chained to their desks, it might be time to rethink how you can improve this area of your workplace culture. In a call-center environment, highly scheduled time on the phones is central to business success, and while you can’t change that paradigm, you can invite your team into building the schedule. They’re smart (or you wouldn’t have hired them, right?), so they might have productivity-increasing, autonomy-boosting ideas that you can actually put into practice.

Do we provide opportunities for our crew to engage in work that’s meaningful?

Not everyone has the good fortune to work day in, and day out, in a job they love. And there’s a decent chance that some of the people on your team are in that tough spot. Maybe you can restore a little meaning in their career by providing opportunities for them to engage in a passion through their work. The catch here is that you have to know your employees well enough to know what they’re passionate about. Start with that discussion and see where the ideas lead you. Establishing a day of service might spark enough enthusiasm for some (“I don’t LOVE my job, but the company I work for is solid”). Others might benefit from a mentoring experience to move into a new role with the organization.

You may have noticed that a lot of this alternative approach boils down to building relationships with colleagues. It’s a scary thing—getting to know your staff. But the rewards for individual well-being are far greater than we could get from any health assessment report or biometric screening. When we’re struggling (so much) with true employee engagement in corporate wellness, we need to step back and look at what we’re inviting them into. If it’s not meaningful, if it doesn’t add value (and I don’t mean money) to an employee’s life, why would they engage?

Change is hard—no one really likes change. But this might be a change your employees can get behind. So what do you think? Are you resolved to do better in 2016?

I shared a few months ago about our staff following the KISS principle (that’s “keep it super simple” in our world!) on an exercise-based program with one of our clients. (You can find out more about the NIFS150 corporate fitness program here.) I wanted to update you on that program’s outcomes and talk about our latest challenge.

One of the outcomes we saw from that program was that a lot of the participants did not exercise in the corporate fitness center during the initiative, and frankly, that was by design. We were mostly interested in supporting and inspiring employees to achieve 150 minutes of activity each week, so we eliminated the “must be accomplished in the corporate fitness center” barrier by allowing participants to log any activity accomplished anywhere. After all, the primary job of our fitness center managers and health fitness specialists is to get employees moving. If it’s activity in the corporate fitness center, even better. But with today’s frantic schedules, we’ll take any movement, anywhere, anytime.

The Active Summer Adventure Program (ASAP)

In another creative effort designed to help employees make healthy choices across the spectrum of health (not just fitness), our staff created the Active Summer Adventure Program (ASAP) challenge. In this unique corporate wellness program built on a theme of exploration, participants have the following weekly challenges to complete:

• Hydration Lagoon: Drink 64 ounces of water each day of the week.
• Adventure Park: Try a new outdoor activity.
• Meditation Meadow: Practice meditation, breathing exercises, or stretches on four days this week.
• Fitness Fountain: Try a new group exercise class, DVD, or at-home workout.
• Traveling Trail: Accumulate at least 7,000 to 10,000 steps one day this week.
• Feel-Good Farm: Pack a healthy lunch three days during the week.
• Progress Paradise: Complete two fitness center screenings (BMI, circumference, blood pressure, body composition, resting heart rate, or body weight) this week.
• Journaling Jungle: Keep a food log for three days this week.

As was the case with the NIFS150 program, our goal with the ASAP program was to make it accessible for everyone. It was promoted to all employees, including those who work at home. We ran it over summer months when it can be particularly challenging to attract employees into the corporate fitness center. The online registration and website access for weekly challenges made it simple for all participants to have the information they needed to be successful.

And, in keeping with many of our programs, we offered prize drawings for employees who successfully completed all eight quests. Consistent with the “adventure” theme of the program, most prizes were experience-oriented (such as tickets to theme parks, state park passes, and surfing lessons) rather than stuff-oriented (such as wearable tech, shirts, and gym bags).

ASAP Employee Wellness Results

In a post-program survey we learned that almost 84% of responders believed they adopted a new healthy behavior by participating in ASAP. And that’s consistent with their rating of “accountability to try something new” as their favorite program feature. Participants also reported learning something new about health during this program. Although weight loss was not a focus for this program, 43% of survey respondents reported losing weight or inches during the eight-week offering. Almost 60% reported having more energy, and about one-quarter of participants indicated that they were sleeping better. Through the post-program survey, we also gained valuable insights on how we can improve the program if we offer it again next year.

Looking for more creative corporate fitness programming? Check out our best practice series by clicking the button below.

I’ve never been that into group fitness. I’m simply more of a solo exerciser. But starting my career managing corporate fitness centers, it became clear to me very quickly that my personal philosophy about where group classes fit into my routine was counter to a sizable minority of members in the facilities I supported.

There is something about that group dynamic that works for participants. Whether it’s the energy of others, the instructor who tells you what to do, or the music that moves your feet, something draws participants in and keeps them coming back.

Mixed Adherence and Retention Results

Researchers have long been studying variables that can influence exercise adherence; and to date, outcomes from various studies have been in conflict. For example, the S.W.E.A.T. study on women ages 40 to 65 showed that group-based exercise in a “center” setting compared with home-based individual exercise netted better retention. But other research indicates that home-based interventions demonstrated better adherence over time.

We do know that positive social support from both staff and peers directly in the exercise setting is important, and group classes provide a built-in social network. Also, the International Health, Racquet & Sportsclub Association (IHRSA) polled gym members for their primary areas of participation and found that about 43% of gym members participate in group exercise.

NIFS Poll Shows Benefits of Group Fitness Classes

Anecdotally, I know of several individuals who have been able to dramatically improve their health primarily through group classes. So when we polled our NIFS corporate group fitness class participants about their experiences with our classes, I wasn’t terribly surprised at the results.

We polled all employees at our client locations in Indianapolis, Indiana, where we’re offering group fitness classes. In some cases, we’re providing only classes at a location, whereas in other locations we’re managing the corporate fitness center along with providing classes. Here’s what we learned:

• Just over one-third of responders indicated that NIFS group fitness classes were their primary source of exercise through the week.
  
• Almost 80% indicated that they exercise more often because of the group fitness classes available at their office.
• Roughly three quarters of responders noted personal health improvements since they started taking group classes with NIFS instructors.
• A full 96% indicated that the classes at their worksite were a definite employee perk.

The numbers tell us that group fitness is still a fantastic way for employers to create exercise opportunities for their employees. It’s a low-cost (or no-cost if employees pay) option that doesn’t require much equipment or space, and it can net positive health outcomes for employees. It just may earn you loyalty points as well.

If you’re sold on the idea of adding group exercise classes to your corporate wellness offerings but aren’t sure where to start, check out this blog and our quick read: 3 keys to adding group fitness at work.

If you follow our blog, you’ve no doubt figured out that we’re big fans of data. Our staff aren’t statisticians, but they do regularly measure the impact of their programming to better understand what’s working and why. They also do quite a bit of work gathering data with and for the individuals they serve; most commonly that information is gathered through a fitness evaluation.

Testing Senior Fitness

For our senior living clients, the Senior Fitness Test is the traditional tool we use. It includes assessments like a chair stand, a chair sit-and-reach, and a two-minute step test. (If you want a little bit deeper dive on assessments with older adults, read this article.)

It’s a quality series of tests that have been validated in the scientific literature, and the individual tests are safe to use on participants with a broad range of abilities. And it helps our staff set benchmarks with participants on their physical fitness. Sometimes it offers red flags that trigger a referral to therapy, but more often than not, it’s simply a starting point for the participant, and it offers an opportunity to establish fitness goals in connection with a personalized exercise program.

But many communities don’t have the benefit of a trained exercise specialist onsite, like NIFS staff, who can do that follow up with participants. Additionally, some equipment is required to perform the tests. Where budgets are a challenge, the equipment may not make it into the budget.

The Walking Speed Study

As it turns out, there may be another very simple way to look at assessments. Of course, the tests you give depend on what you want to measure, but if you’re looking for a way to measure longevity in your residents, a walking test may be all that’s needed. According to this study, walking speed may be a good predictor of life span across categories of age, race, and height, but it was found to be particularly useful at determining life expectancy for individuals who were functionally independent and who were older than age 75.

The study specifically looked at nine studies between 1986 and 2000 assessing community-dwelling adults age 65 or older. All participants had baseline gait speed data and were followed for 6 to 21 years. In clinical applications from this study, physicians working with older adults on treatment plans could use results of a simple walking-speed test to determine best course of treatment. But there are applications in your community setting as well.

Walking is a simple activity for most of us, but it requires the use of energy and the coordination of multiple systems within the body. Decreased mobility–gait speed–may be an indicator of a decline in those various systems and an overall decline in vitality for the individual. Thus, tracking changes in gait speed over time for your residents could allow your multidisciplinary team of community professionals to intervene as you start to track a decline for a particular resident.

You can download a simple toolkit for measuring gait speed here. With nothing more than a marked-off area, a stopwatch, and some math, you can be on your way to assessing your residents’ longevity.

If you’re looking for more than a simple gait assessment to help your residents improve their fitness level, download our quick read below to see why senior living communities across the U.S. are partnering with NIFS to manage their fitness centers.