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Mindfulness: The Link Between Wellness and Mental Health

Lisa Schmidt, CEBSMindfulness Consultant

Mindful BenefitsScottsdale, Arizona

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Mindfulness and Mental Health

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Drivers of health outcomes and benefit costs.

Evidence base for mindfulness interventions.

Case study best practice implementation.

Mindfulness and employee benefit plan design.

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What is Mindfulness?Experiential learning

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“THE PRACTICE OF PAYING ATTENTION TO THE PRESENT

MOMENT ON PURPOSE WITHOUT

JUDGMENT.”

“THE PRACTICE OF PAYING ATTENTION TO THE PRESENT

MOMENT ON PURPOSE WITHOUT

JUDGMENT.” LISA SCHMIDTCEBS, MS, CN, CYT, E-RYT

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MINDFULNESS AND MENTAL HEALTH

STRESS: the driver of health outcomes.

STRESS: the number 1 problem.

The relationship between STRESS and Wellness.

Employer’s responsibility for wellness outcomes.

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Dr. Hans Selye(1974)

“Stress is the single, non-specific reaction

of the body to a demand made on it.”

“Stress is the single, non-specific reaction

of the body to a demand made on it.”

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• APA ANNUAL SURVEY

• Money

• Parents, millennials, lower income

• Consequences: Health care on hold, relationship problems

• Solution: Emotional support, connection to others

• Tools to manage stress: MINDFULNESS

STRESS IN AMERICA

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• Mental Health Commission of Canada

• 1 in 5 people in Canada experience a mental health problem

• More than 1 in 4 workers report “highly stressful” lives (General Social Survey, Statistics Canada)

• Half a million Canadians miss work weekly

• Tools to manage stress: MINDFULNESS

STRESS IN CANADA

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• Serious mental illness

• Direct and indirect costs exceed $317 billion (US)

• Direct and indirect costs exceed $20 billion (Canada)

• SMI life expectancy up to 32 years

• Depression: #1 cause of disability

• Negative affect

• Anger, fear, guilt, nervousness

THE COSTS: US and CANADA

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60-90% of health care spending is for stress related conditions.

Source: Benson Henry Institute.

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US Employers spend $600 per employee annually on wellness. Employee engagement is at an all time low.

Do we offer what matters?

Source: Rand Corporation & Gallup

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Fewer than 1% of Canadian Employers evaluate ROI on wellness efforts, focusing instead on participation rates, employee

satisfaction and engagement.Do we measure (or offer) what matters?

Source: The Conference Board, Canada

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• Do you measure what matters?

• Wellness plans and incentives; “one-offs”

• Gadgets, trackers, tools

• Consequences: Behavior focuses on earning $$

• Solution: Increase employee Quality of Life (QoL)

• Measure * Monitor * Assess and Report Results

STRESS, WELLNESS, EE BENEFITS

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Mindful Breath

Sit back and relax! A guided version is available for you.

http://bit.ly/1HU96aa

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MINDFULNESS AND MENTAL HEALTH

STRESS: The driver of health outcomes.

STRESS: The number 1 problem.

The relationship between STRESS and Wellness.

Employer’s responsibility for wellness outcomes.

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Next Generation Employee Benefit Programs Address

the #1 Cost Driver—stress—through

mindfulness interventions

Next Generation Employee Benefit Programs Address

the #1 Cost Driver—stress—through

mindfulness interventions

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The Stress Response.Vancouver, CA| AUGUST 26, 2015

More information:http://bit.ly/1KYAJQe

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The Stress ResponseWhat happens when the body moves into flight, flight, or freeze mode?

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Cortisol and Stress Hormones

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Mindfulness and Mental Health

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Drivers of health outcomes and benefit costs.

Evidence base for mindfulness interventions.

Case study best practice implementation.

Mindfulness and employee benefit plan design.

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Can we be “well” if we are stressed?

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The Evidence

Academic researchers have analyzed the positive impact which mindfulness based interventions have had on students’ academic success and performance, at both the undergraduate and graduate levels.

Academic Research Base

Arizona State University!

Integrative Health Initiatives Program Undergraduate mindfulness training

– improves academic performance – reduces adjustment distress – helps concentration, focus – expands coping tools

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The Evidence

Medical Intervention Research Base

NEUROPLASTICITY

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The Evidence

Medical Intervention Research Base

INTEROCEPTION

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The Evidence

Forward thinking organizations have recognized that mindfulness based interventions address STRESS in a rigorous, evidence-based, widely accepted way. With a body-mind-spirit focus combined with employee benefits precision, Mindfulness interventions are smart, scalable, and affordable. THEY WORK!!

Successful Worksite Interventions

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Employer Case Study

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Pre and Post Survey

• 32 evidence based questions• Measures across domains, QoL• Goal: Moving along a continuum of mindful

awareness– Equates to stress reduction– Distress tolerance– Skill building

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Employee Education

• Train the trainer• Involves work team thought leaders

– “Mindful mentors”• Scalable• Affordable• Sustainable

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Results from theIntervention

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Mindfulness and Mental Health

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Drivers of health outcomes and benefit costs.

Evidence base for mindfulness interventions.

Case study best practice implementation.

Mindfulness and employee benefit plan design.

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MINDFULNESS AND MENTAL HEALTH

STRESS: the driver of health outcomes.

STRESS: the number 1 problem.

The relationship between STRESS and Wellness.

Employer’s responsibility for wellness outcomes.

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Thank you!!!

Time for Questions

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