Health and Wellness Coaching Implemented by Trainees: Impact in Worksite Wellness

Abstract

Background: Lifestyle change programs have demonstrated encouraging improvements in the overall well-being of participants in clinical, worksite, and university settings. However, the majority of published research utilizes accredited, professional health coaches. This study seeks to establish the efficacy of health and wellness coaching implemented by coaching trainees in a workplace/university framework. Methods: University faculty, staff, and students were recruited (n ¼ 74) to participate in an 8-week health and wellness coaching program comprised of 3 coaching sessions. The wellness coaches were undergraduate students enrolled in a university Health and Wellness Coaching practicum course. Participants reported satisfaction in 12 wellness dimensions. Their satisfaction scores were used as proxy to encourage them to focus their behavior change within 1 or more of 12 wellness dimensions. The self-reported wellness dimension scores were recorded at baseline, and subsequent changes in the selected dimension scores were evaluated. The control group received telephonic and video conference-based coaching, while the intervention group participants were also offered face-to-face coaching and social-embedded support. Results: Participants most frequently selected to work on 2 of the 12-wellness dimensions. No differences between groups were found in the initial wellness scores. A statistical analysis was performed on dimensions with 20 or more responses to determine whether the intervention (social support), coaching session, and other variables had a significant impact. A mixed model adjusted on group, coaching session, coaching trainee, and participant was performed. The eating/nutrition and thinking wellness dimensions exhibited a significant positive change in wellness scores in both groups (P <.001 and P <.0143, respectively). Discussion: An increase in eating/nutrition and thinking wellness scores in both groups suggests that the coaching trainees were effective in motivating change to boost participants' well-being. The results justify further research to evaluate the costeffectiveness, approaches, and efficacy of coaching trainees in worksite wellness programs.

Pilot Feasibility Study of Incorporating Whole Person Care Health Coaching Into an Employee Wellness Program

“…According to the Centers for Disease Control and Prevention, chronic and mental health conditions accounted for 90% of healthcare costs in the United States in 2016 (1). This represents a continuous steady increase from 75% reported in 2009, and 86% in 2010 (2,3). In addition to the rising trend of chronic diseases (3), nearly 90% of U.S. physicians report that their patients have social conditions affecting their health (4).…”

The UP150: A Multifactorial Environmental Intervention to Promote Employee Physical and Mental Well-Being

“…Wellness coaches have been shown to have great efficacy health risk prevention and in the promotion of active lifestyles even in workplace [51]. Moreover, the education to move and be active, given by the wellness coaches, is essential to create new abilities due to new routines and automatism, which could facilitate the approach to physical activity during working hours [52].…”

“…Moreover, the education to move and be active, given by the wellness coaches, is essential to create new abilities due to new routines and automatism, which could facilitate the approach to physical activity during working hours [52]. The inclusion of this new type of professional inside the working environment could contribute in enhancing the motivation to pursue physical activity and active lifestyles [51].…”

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“…It was also affirmed that if employees feel valued, are appreciated and not taken for granted, they will put in more http://www.sajhrm.co.za Open Access psychological and emotional effort into their work. Therefore, psychological safety is harnessed as employees are able to commit themselves fully and freely to their role without fearing negative consequences when they experience their organisations to be supportive and trusting (Blackwell et al, 2019;Hartley & Young, 2019;O'Connor & Crowley-Henry, 2019;Whitaker, 2019). Clear communication of goals is very important as this ensures that the goals are accommodated by the employees and the employees feel valued and part of the goals (Mulki, Jaramillo, & Locander, 2006;Painter-Morland, Kirk, Deslandes, & Tansley, 2019).…”

“…A common problem encountered in the wellness programmes is the overwhelming amount of information available to employees and issues that have to do with confidentiality. As a result, some health promotion programmes lack accountability and sense of community, and feedback mechanisms are more likely to fail (Blackwell et al, 2019). As a result, organisations need creative, flexible and responsive employees to create new ideas and meet customers' needs (Azma et al, 2019;Morgan, 2019;Suleman & Ogbette, 2019;Van Zyl et al, 2017;Xing & Cheng, 2019).…”