Corporate Fitness and Active Aging

I’ve tried everything. Why doesn’t my diet work?

When you open your newsfeed, you see advertisements and personal testimonies from friends and family with weight-loss and dieting successes. That alone can be the motivation needed to give something new a try, but not everything works for everyone. Various weight-loss systems have time-sensitive supplements, complex counting systems, and other essential guidelines that you must follow strictly to be successful.

“Diets” Raise Questions and Lead to Failure

The next fad diet may work, but what happens afterward? Do you continue that system forever? Should you follow a program designed for weight loss if you’re no longer trying to lose weight? Diets seem to always pose more questions than answers, and the “I’m going on a diet” phrase will inevitably lead to failure.

Most people will transition “off the diet” when they reach their target weight, eventually returning to the previous eating habits that initially caused the weight gain. This up and down continues the yo-yo weight-loss cycle. This is why “dieting” doesn’t work.

Some people can see results by making a few healthy choices or decreasing calories. Eventually everyone will hit a plateau, but the answer isn’t to further restrict nutrient intake. Long-term dieting can have a prolonged negative effect on metabolism, making it much more difficult for the body to use nutrients.

Most people prefer restrictive diets in which they decrease total calories or put a limitation on types of foods consumed. These include but are not limited to fat-free, sugar-free, no carbohydrates, gluten-free, or protein-free. Others try overindulgent diets in which they eat nothing but one type of food. These diets are like the cabbage soup diet, protein-only diets, or having nothing but juices or meal-replacement shakes. However, both restrictive and overindulgent diets contribute to inadequate essential nutrients.

Make a Healthy Lifestyle Change

Let’s be clear. A diet isn’t a restriction or an overconsumption of any foods. A diet consists of your daily intake of nutrients. To be successful this year, you need to ask yourself why you want to diet. Are you looking to temporarily lose weight, or are you looking for a long-term solution? If you’re looking for short-term weight loss, continue to check Facebook for inspiration. If you are ready to stop the yo-yo “dieting,” you are ready to make a healthy lifestyle change.

Rethink your daily diet to include foods that will satisfy your hunger and foods you’ll enjoy. Say goodbye to the old diet foods that you used to endure and say hello to flavorful, real, whole foods. Instead of depriving your body of the energy and fuel it desperately needs to function, feel free to eat a meal that consists of at least 300 calories. Just keep in mind that dieting alone never works for long. Take that as a sign to progress to the next step and gradually add activity and exercise into your daily routine.

Nutrition Help from NIFS

For more nutritional advice, a NIFS Registered Dietitian can help give you direction and focus your energy in a positive way. The My Nutrition Coach mobile app allows members to interact daily with a Registered Dietitian at NIFS. You will receive feedback, suggestions, and information on ways to improve your nutrition and help you achieve results.

To get started with My Nutrition Coach, contact NIFS Registered Dietitian Angie Scheetz at ascheetz@nifs.org or by phone at 317-274-3432 ext. 239. 

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?

As you kick off the New Year in your workplace, you will probably overhear many of your employees talking about being healthier this year, and their New Year’s resolutions. Eating better, participating in more physical activity, stressing less, establishing a better work-life balance… the list goes on. If your workforce is like the majority of people who have the best intentions of improving their health this year, many will be unsuccessful once work and life get back in the way.

The good news is that healthy habits can be created and maintained in the workplace with a little help from leadership (and who doesn’t want healthy employees?). Here are some ideas that you can incorporate at your workplace to help your employees stick to their health resolutions and show your support for employee health.

Allow employees to schedule time for physical activity throughout the day.

Studies show workers who are able to participate in activity throughout the workday are more productive, so this is a win-win for you and the employee! Making it known to your workforce that you support a break to exercise can go a long way toward changing the health culture in your workplace. If there is no access to a fitness center or group fitness classes in your facility, this year could be the time to explore some options that best fit your workplace needs.

Have healthy snacks available.

If you have the budget to purchase healthy snacks for your employees, great! Have a few common areas stocked with healthy options made available to employees. If you are relying on your vending machine, look to ensure that you have a good variety of healthy choices clearly labeled and available.

Provide opportunities to better manage stress.

Work comes with stressors that can trigger negative thoughts and health habits among your employees. This can be as simple as allowing employees to step away from their desk to go for a short walk or allowing them to take a few minutes to watch a cat video to get a good laugh. Other options that come with a price tag but would be very popular include having a massage therapist provide ten-minute chair massages every few months, or a yoga instructor one or two days a week to provide your employees with an opportunity to unwind.

Allow for a power nap.

Who would have thought that we had it right back in preschool? Many are sleep deprived and it is impacting the quality of work that is delivered and increasing chances for other health risks. Allowing your employees to take a 20-minute power nap can result in a more productive day with fewer mistakes than a day with no nap.

Identify your health champions and put them to work!

They will love that you thought of them, and they have been secretly or openly plotting how they could make this happen and probably have great ideas to share. Let your nutrition nut run with the task of having healthy snacks readily available around the office, and let your fitness guru seek out a few fitness opportunities that can be taken advantage of in the conference room (if you do not have an onsite fitness center). They will also be great about rallying the employees to get on board with the new efforts.

Looking to help your employees have the resources they need to be healthy?  Click below to download our whitepaper for tips to add exercise to your wellness program.

During the holiday season, making consistent visits to the Fitness Center can be a challenge. Most gyms see a drop in attendance as members take time off for vacation or travel to visit family. They are consumed with Christmas shopping, baking, and entertaining. 

As with most corporate fitness incentive programs, we naturally gravitate towards rewarding members with prizes for attendance and participation in particular programs. Gift cards, t-shirts, trinkets all come to mind. But this year, I opted for a different strategy to motivate our corporate Fitness Center members.  

For November, we implemented a program where each visit to the Fitness Center earned money towards a donation to charity. Each new member who signed up earned more money towards charity.  We used our budget money that would typically go towards prizes for members and applied it toward a charity chosen by those who visited the Fitness Center at least 15 times during the month. 

When giving to the community is challenging due to personal budgets and money spent for family Christmas presents, this program provided an opportunity for members give without opening their wallets. Bonus for them - they also improved their health!

This program spoke to my heart and love of giving, so I was hopeful that it would attract the attention of members who enjoy doing the same. I must say, it worked well beyond my expectation… but in a way I wasn’t anticipating.

Even though it was November, we maintained a slightly higher visit rate than October. October had 22 business days; November only had 19.  Not to mention, most people take off the whole week of Thanksgiving. One would anticipate a significant drop of 100 – 300 visits. Instead we had a small increase!  We were able to raise $320 that would be sent to the Angel Tree Program through the Salvation Army.  

But here’s the unexpected BONUS! The moment I sent out the email with the results, I received an email from a member requesting to meet with me. Sure thing! I went to meet her only to have a check handed to me?! What?! It was a check for the same amount - $320. The member wanted to match the amount we had raised. I stared at her dumbfounded. She explained that she had made the decision to match our donation when the program was advertised. On top of that, she has a special place in her heart for the Angel Tree Program. So when I notified every one of the chosen charity, she said it was more confirmation of her want of giving. 

WOW. Warm fuzzy feelings. Heart swelling. People do care!

These results with corporate fitness incentive programs encourage programs like this  tostick around for a while. Even if we have no matching donation, it has proved positive for the Angel Tree Program, holiday Fitness Center visits and my heart! 

Want to do wellness better for your employees in 2016?  Click below to download our whitepaper: 4 Reasons Fitness Initiatives Fail in Corporate Wellness Programs and plan for success next year.

Everyone is planning their holiday vacations and parties. As the manager of a fitness center, your job is about to get just a little tougher. This time of year it’s incredibly difficult to keep the attendance up in the fitness center. I think a lot of members think they can just “put it off” until January 1^st and that it’s not that big of a deal if they miss a few weeks of workouts. Unfortunately for those people, there can be major losses after just two weeks of skipping workouts. According to this article, it only takes two and a half to three weeks of inactivity to start seeing strength declines; and losses in cardiovascular fitness can happen even more rapidly.

So, in order to combat those declines in our Active Aging sites, we’ve created the Fitness Freeze program. The basic idea of the program is as follows:

Members earn a snowflake for each week where they exercise three or more times. This can include attending a group fitness class, working out in the fitness center, or exercising on their own somewhere else. At some sites, residents can earn a “bonus” snowflake by completing an assigned task such as a scavenger hunt, an express workout, or trying a new machine or exercise. As members earn their snowflakes, the manager will hang them up throughout the fitness center. The effect is thrilling. Each fitness center becomes a “snowy” wonderland as more and more residents earn their snowflakes.

It’s a fun, simple program that has proven extremely effective in our Active Aging sites. Last year was the first running of the Fitness Freeze program and it resulted in:

• 11% increase in the total visits from November to December 2014 compared to the same months in 2013.
• 8% increase in members gained from November to December 2014 compared to the same months in 2013.
• 26% increase in the number of appointments held from November to December 2014 compared to the same months in 2013.

Our team has set even higher goals for the 2015 Fitness Freeze and I can’t wait to see the results! How are you keeping your members motivated during the holidays?

It's not just about creative programming, how do you plan to take your program to the next level?

Download our eBook below for strategies to take your fitness center from vacant to vibrant!

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.

We have all been there, you spend hours and hours program planning putting together what you KNOW is a terrific program.  You included all the buzz words that get folks jazzed up and ready to participate like:  BALANCE-BOOSTING, ULTRA- EFFECTIVE, FAT-BURNING, MUSCLE-BUILDING, TONING AND STRENGTHING, EXCITING NEW CLASS.  You plaster signs all over the place, put notices in mailboxes and do just about everything short of hiring a skywriter to fly over and advertise for you.  The first day of your new class dawns, and you are filled with enthusiasm.  You are thinking that you really knocked this one out of the park, and that the room will be filled with eager new participants and people ready to “feel the burn” so to speak.

As you are setting up a sinking feeling sets in, a few people start to trickle in and you look up at the clock.  One minute till show time, so you figure, I might as well wait a minute, introduce myself to everyone and make sure they are set and ready to go.  A few extra minutes go by and you end up with a grand total of five participants.  Five.  For all that effort and work, you prepared for weeks prior to the new program, and this is the turn out you get.   Plaster a smile on your face and show just as much enthusiasm for the five brave souls who showed up as you would if 40 (who you hoped might show up) people were there and were just as excited as you are.

As the class wraps up, you ask yourself:  Self, where did I go wrong?  Were my advertisements boring?  Should I have hired a barbershop quartet to sing a jingle for me?  Would it have been a good idea to pull the fire alarm to see if people would just show up?  We have all been there, and are not immune to the crash and burn of a new program.  Sometimes no amount of advertising can give a program the boost it needs to succeed.  But I can tell you that one method has never failed me, ever.  And that method is… FOOD.   You provide any kind of food to the members and they will show up, in droves.

So what kind of options do you have?  Depending on your clientele you can range from mild to WILD…  Think of theme-ing the heck out of it.  Make it jive with your program, so what about Hula Lessons and Tropical Smoothies with Pineapple and Coconut Water?  Or how about Tai Chi with a Chinese tea tasting following (oolong, black tea, green tea, etc).  Get them up and moving in the morning with breakfast. Our favorite is our D.I.Y Oatmeal Bar.  It is cheap, relatively easy and really draws a crowd.  Set out a pot of oatmeal, and then a variety of fixin’s, from raisins and craisins to brown sugar, sliced almonds, and maple syrup, you can’t go wrong.

But really, any old food will do.  The next time you launch a new program, check the web for fun food ideas and see what you can come up with!

Planning ahead is central to what we do.  It’s how we create successful initiatives like our March Into Better Balance Challenge, the 30 Day Squat Challenge, Club PED, National Senior Health and Fitness Day, Active Aging Week, Maintain Not Gain, and several other offerings. One of the ways that planning ahead helps us better serve our clients is with program evaluation.  We’ve written before about the importance of measuring the impact of activities in your wellness program.  In order to effectively evaluate what you’re offering, you have (1) know the programs you’re running, and (2) do the work to set up the program well.

Beyond program evaluation, there are a lot of factors our staff consider to pull off successful programs, and the one element that holds all of that programming together is our planning process.  In fact, our team is already hard at work filling out their 2016 program planning templates. The planning tool allows managers to look at several elements at once:

 1. Balance

Viewing the year-at-a-glance program plan is really helpful for our staff who are looking to provide a balanced programming strategy.  For example, staff can spread out their larger wellness initiatives and sprinkle smaller programs into parts of the year that are typically busier for members. They can also create a balance between types of programming such as fitness incentives, wellness programs, and educational pieces.

 2. Deadlines

Probably the most practical reason to plan ahead is to make sure all the prep work gets done in time. Many of the events and initiatives run by our managers involve other staff and departments. Planning ahead allows you to make sure you can get everything done on time. For example, let’s say you have a field day event planned. You’ll need to work backwards from the date of the event to be sure you have time to order supplies, advertise the event to your members, make arrangements for food and drinks, and plan what you’ll need for set-up. All of those details can take six to eight weeks or more to come together depending on how involved your program is. You can’t get started a week before and expect it to run smoothly.

 3. Community Collaboration

When we plan out the structure of our year ahead of time, it gives us a chance to take that plan to the other departments within the client – be it at a corporate site or in senior living – to allow for optimal collaboration.  And the possibilities for truly engaging programming is great. Our partners offer fantastic creativity to boost initiatives for better participation and for a more well-rounded approach.  Planning in this way also helps us avoid overlap with other key initiatives at the client so that the audience (employees or residents) isn’t confused, frustrated, or otherwise dis-incentivized to participate. 

What’s next?

If it’s true that failing to plan is planning to fail, then how do you go about building this plan?  Below are some tips and tricks to get you started.

Build programs with purpose

We’re not spending time and energy on programs for them to go unattended. And none of us really have time to slap spaghetti against the wall to see what sticks.  Instead, consider developing programs that have a purpose behind them.  It might be that you’re trying to tie into participation goals for the fitness center, or group exercise classes.  Then design the offering geared toward that goal. 

Establish annual campaigns

Members love a good tradition, and you can easily play into that nostalgia with fun programming that occurs annually. Competitions with bragging rights have worked well for us.

Look at untapped areas within your environment

In our corporate settings, sometimes the cafeteria or outdoor settings provide new spaces for creative programming.  In senior living communities, the pool may be a huge opportunity for social, intellectual, and/or physical programming. Grab our quick read on how to grow aquatics participation or click below.

Our creative staff have come up with creative ways for drawing in participation for programs in a variety of settings.  Check their success with the Fitness Freeze, Meditation, and NIFS150 programs. Subscribe to our blog to receive future posts about our successful programs.

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.