After experiencing for herself the benefits of Magellan Health’s youth leaders inspiring future empowerment program, also known as MY LIFE®, Emily Ferris, national director of youth empowerment, has been an integral part of the team working to reimagine the program. Ferris’ main responsibility in her role includes supporting recovery and resiliency initiatives. Also, as a certified peer support specialist, Ferris uses her lived experience of mental health recovery to help increase opportunities for young people to develop their resiliency. In the recovery and resiliency department, Ferris is focused on providing community-based engagement opportunities for young adults from a peer support perspective. Continue reading to learn more about Ferris’ work with recovery and resiliency:

What new and innovative projects are you currently working on at Magellan?

I’m really excited about the MY LIFE® initiative which Magellan launched in 2008. We’re currently working on relaunching MY LIFE® in our public sector businesses. We’re doing some exciting work around figuring out what the next iteration of the program will look like and how to keep providing the great educational and community integration opportunities that we’ve always had. We’re looking at the program holistically so we can continue to evolve to meet the needs of those individuals that we serve while moving the program into the future.

Why is Magellan the best place to do this project?

Magellan is really the only place to do this type of project in terms of being a leader. For years, Magellan has supported youth development and collaborated with youth serving systems. Since MY LIFE® began in 2008, Magellan has really focused on this population and the underlying principle that the program should be youth guided. Magellan has been actively investing in youth and young adults, we’re really leaders in that. Young people are at a crucial stage in the development of their future social, civic, economic, and vocational success. We recognize that it’s important for young adults to get excellent clinical services, but they also need opportunities to develop community and leadership skills. A lot of what we do is just giving young adults space to take on leadership and trusting in their abilities and strengths.

As a young person in my early twenties, I was introduced to MY LIFE® and through the program, I got the opportunity to tell my own recovery story, learn leadership skills, and learn how to advocate for myself and others. I can’t imagine any other organization being able to replicate the kind of success and work that Magellan has had with MY LIFE®. We have a whole team across many different lines of business who are really committed to offering youth opportunities to grow.

Could you expand more on your personal experience with MY LIFE® and how that’s helping you to provide input as the program is reimagined?

I’m an individual in recovery from an eating disorder and other various mental health conditions. I was really struggling with my mental health in my adolescence and early twenties and was connected to clinical services, but not successfully. I didn’t have a lot of hope, and it wasn’t that I didn’t believe in recovery, I just didn’t believe in it for myself. I was then connected with a community organization in Bucks County, Pennsylvania, and that organization introduced me to peer support. Peer supporters are people who have lived experience of mental health or substance use recovery and they receive training and become certified to offer non-clinical support to other people on their recovery journey. I started to do some advocacy work through that organization which connected me to the MY LIFE® program. At the time, MY LIFE® offered monthly meetings that would offer motivational speakers and other educational opportunities. I got connected to some training programs through MY LIFE® and was eventually certified as a peer specialist.

I really credit the combination of those two programs with providing me with the skills I needed to develop a career. There isn’t anything more personally meaningful for me than having the opportunity to provide that same education and learning to other young people.

I worked for that community-run organization for a while before being hired with the Pennsylvania Health Choices Business, where I facilitated the Bucks County MY LIFE® program for almost five years. That was an opportunity to work directly with youth and to have them provide us with guidance as a serving system, to provide opportunities to them to learn and develop their own programming. They helped us launch a lot of great clinical programs in Bucks County and other educational events for the community.

I’m deeply committed to the program because I have not only benefited from it myself, but I’ve seen the benefits that it offers for other young people. I also never want to downplay MY LIFE’s® collaborations with community-based organizations that provide youth with the connections, knowledge, resources, and appropriate engagement that they need.

What are your thoughts on the culture at Magellan, and how has that culture impacted these projects?

In my experience at Magellan, there is a lot of willingness to collaborate with others doing great work in the communities that we serve. I think that just makes us stronger as an organization. There’s also a culture of growth at Magellan that has benefited me. The opportunities to be really engaged not only in what we’re doing well, but to also be incredibly supportive around making sure that we are continuously evolving to meet the needs of the people that we serve.

In what direction do you see healthcare going in the future?

I think peer support is increasingly being recognized as an essential offering for people, particularly youth and young adults. There’s still a lot of stigmas around mental health and substance use and work to be done about that, but we’re seeing the evidence that peer support is invaluable to people’s recovery. I can speak personally to the power of peer support. I think finding opportunities for people with lived experience to offer leadership is important. We’re starting to see more of that across the board in the healthcare setting.

Human connection is critical to improving performance and overall wellbeing in a sustainable way. This topic is the focus of the upcoming Magellan Federal webinar on Wednesday, July 19^th. Leaders are encouraged to join Magellan Federal’s cognitive performance coaches for the webinar, Human Connection: Creating Conditions for Thriving Individuals & Organizations, to understand the indicators of thriving conditions, how connection drives those conditions, and learn strategies to help you implement them in your daily life.

Event panelists for this informative webinar included Dr. Jon Metzler, Senior Director of Human Performance; E. Kruise, Cognitive Performance Specialist; and Meg Helf, Cognitive Performance Specialist.

Read the Q&A below for a few insights from our experts on human connection and wellbeing.

Q: Why do we need human connection? What are the benefits?

E. Kruise: Our brains are literally wired to connect and need connection for survival. Our brains will alert us when our need for connection is threatened. When we experience social pain our brains fire in the same way as when we experience physical pain, alerting us of the threat of disconnection. Just as pain alerts us when we are physically injured. When we are experiencing disconnection, we move into self-preservation mode and become self-focused; we are more likely in this mode to perceive others and the world around as threatening. As a result, we reinforce our feelings of disconnection. Furthermore, when we feel lonely, our sleep is impacted, our health is impacted. Loneliness increases our odds of an early death more than obesity, excessive drinking, or smoking 15 cigarettes a day. When we feel connected or a sense of belonging, we not only improve our own personal well-being and performance, but we also increase group cohesion, creativity, innovation, and the well-being and performance of the entire team.

Q: What are a few ways to create conditions for thriving individuals?

Meg Helf:

• Self-awareness of our mindsets and how our bodies operate is a first step in understanding that other people, with different backgrounds and upbringings, hold different mindsets, and their bodies may have learned to operate differently. This deep inner self-work takes time.
• At a baseline, prioritizing a culture of connection. Creating a sense of belonging by truly seeing each other. We can do this by approaching others with patience, curiosity, generosity, and vulnerability.
• Model Humility and Curiosity – Demonstrate situational humility. Identify and share where you have gaps in knowledge, skills, or abilities. Share your areas of development and plan. Ask for help. Ask a lot of questions about others’ challenges, ideas, concerns, and feedback.
• Encourage and praise Input and Initiative – Acknowledge and appreciate questions, ideas, concerns, or challenges shared by people. Encourage everyone to share. Praise an individual’s willingness to assess and then act independently on tasks or projects.
• Provide vision and the “why” – Paint a clear picture of what success looks like. Emphasize purpose, what’s at stake, why it matters, and for whom. When people are able to connect their values and purpose to the task, goal, or project, we see an increase in motivation. Keep the purpose top of mind, discuss, and ask for clarity if uncertain.
• Seek and provide effective feedback – Provide caring, direct, and honest feedback in a timely and consistent manner. Ask for caring, direct, and honest feedback and model effectively accepting that feedback. This demonstrates that we care about each other’s success and believe in their abilities.

Q: What are the signs that there is a thriving organizational condition within the workplace?

Kruise:

• People value other’s unique interests, skill sets and abilities. In turn, people feel valued and a sense of belonging. They are empowered to bring their full authentic self.
• People take risks because they are not afraid to fail. Failure is only an opportunity to grow, get better, produce a stronger solution, etc.
• People speak up, share, and challenge each other.
• People listen to and tune into others, not just what they are saying, but also how others are feeling.
• People are taking initiative, proactive, present in the moment, and emotionally interested in their tasks.

Q: In May, the U.S. Surgeon General issued an advisory calling loneliness, isolation, and lack of connection a public health crisis calling it a “Epidemic of Loneliness and Isolation.” Do you agree or disagree that this is a public health crisis? Why?

Helf: Absolutely! Although the recent COVID pandemic has brought the awareness of isolation and loneliness into the spotlight, levels of social connection have been declining for decades. Our need as social beings is innate and ingrained in our fabric. Our ability to support each other and work together is what has made the advancement of our society possible. Mother Nature has made the bet that the best thing for our brains to do, at any given moment, is to see the world socially.

Unfortunately, various changes within our society have changed the way we develop and maintain relationships, how often we engage in meaningful connections, and with whom. Unlike the sensations of hunger, thirst, and pain, which alert us that our bodies need food, water, or care for injuries, many individuals are not as attuned to or aware of the sensations of social pain. Social pain is a real pain, alerting us that social connection is missing. Social pain literally appears on brain imaging the same as physical pain. Many of us, however, may not intuitively connect what we are feeling to the social disconnection that is driving us. Even if we are aware of our social disconnection, there is still a stigma around loneliness and may be difficult for individuals to discuss openly. Furthermore, when we experience social isolation and loneliness for long periods of time, we see a diminished ability to foster what we need most: deep meaningful connections. Social disconnection causes real changes to our brains and bodies. These changes manifest in our performance, health, cognitive functioning, longevity, and wellbeing. We, as a culture and community, need to prioritize connection at work, in our communities, and at home to reorient to what makes us function at our best: connection to other people.

Q: How does a lack of connectivity negatively impact wellbeing and productivity in the workplace?

Helf: When we don’t feel a true sense of belonging, we hide our authentic selves, we create a filter for our behavior. This impression management leads to hesitation. Instead of sharing ideas and asking questions, our focus is directed toward how we should act based on how we think we will be perceived. A culture of holding back leads to less efficiency, less innovation, and diminished performance.

Kruise: A lack of connection in the workplace increases the likelihood of individuals operating in self-preservation, or at least self-interest, mode. Thus, people are more focused on themselves and more likely to perceive what is going on around them as negative or a threat. This can lead to more conflict, less growth and development, less creativity and innovation, less collaboration, and ultimately performance suffers.

Q: Who would you benefit from attending this upcoming webinar and why?

Jon Metzler: Everyone! The concepts and strategies we discuss can be leveraged at any level of an organization in any environment or at home, with our families, hobbies, sports, activities, and social lives.

Click here to watch the replay of the July 19^th webinar.

Resources:

•  Human Connection_Creating Conditions for Thriving Individuals & Organizations.pdf
•  Human Connection_Thriving Organizational Conditions_Magellan Federal.pdf

This article was originally published on MFed and written by Tristen Wendland, MS, LPC.

When you hear the acronym PTSD (post traumatic stress disorder) most think of combat war veterans.  Post Traumatic Stress Disorder is a fairly new term.  In WWI and WWII it was referred to as shell shock or combat fatigue.  The term was developed in the 1970s after the Vietnam war when servicemembers returned with similar symptoms.  It wasn’t until 1980 that the American Psychiatric Association officially recognized it as a disorder.

According to the National Institute for Mental Health, it is estimated that around 6-7% of the US population will deal with some PTSD in their lifetime.  According to Department of Veterans Affairs, Woman are at higher risk at 8% compared to Men at 4%.   PTSD can be related to natural disaster, a serious accident, terrorist attacks, mass shootings, combat, sexual assault, or other types of violent assault.

While working for Department of Veterans affairs I had the opportunity to work with many combat veterans over my career.  One comes to mind.  He was a young Army veteran who worked in EOD (Explosive Ordnance Disposal).  During his time in the US Army, he was deployed 3 times.  During his last deployment he was injured during a mission when a bomb he was defusing exploded leaving him permanently disfigured and without the use his dominate arm.  After 8 years of skin grafts, multiple surgeries, and ongoing therapy he was ready to discuss returning to school and work.  He applied for Vocational Readiness and Employment through Department of Veterans Affairs CH31 program, and I was assigned his case.  We started off slowly with him only taking 1 class at a time.  Working up to part time school in person was a challenge.  The physical scars on his face and mangled arm were hard to miss.  Over the 5 years that I worked with him I saw him succeed and fail and celebrated his achievements and milestones and encouraged him when he stumbled.  Often having to take breaks when he stubbled back.  What I learned from him is that the will and want to work and succeed is 90% of the battle for people with emotional scars.  His goal was never to be who he was previously but to be who he is today.  A better version of himself who can feel satisfaction from employment even at a part time level.  Success was self-determined, and not dictated by a 40-hour work week or paycheck.

So, when it comes to employment what is the impact on your workforce?  According to the American Psychologic Society, the symptoms of PTSD sometimes cause significant distress for many individuals.  It impacts their social and occupational participation to a degree that is significant.  It can impact their ability to engage in selfcare and home care activities, education, and work roles as well as social and leisure activities.

What can you as an employer do to minimize or accommodate an employee suffering with PTSD? According to US Department of Labor Workers Compensation, Employees may benefit from returning to work on a part‑time basis.  Modified work schedules or shared employment can be beneficial. In terms of workplace accommodations, each person will have specific needs, and you really have to look at accommodations based on that individual. Here are some options:

• Providing instructions or job-related responsibilities in writing as well as verbal instructions.
• Offering additional training or refreshers to assist that individual with some of the memory difficulties.
• Allowing workers to maintain more flexible schedules and being able to take time off for any treatment or appointments that they have to attend.
• Permitting extra time to complete non-urgent tasks.
• Letting employees wear noise canceling headphones to reduce distractions while they’re working.
• Increasing the amount of light in the work environment to help maintain alertness and help them improve concentration.
• Removing any emotional triggers that remind the employee of the trauma that are upsetting (when possible).
• Making sure parking areas are well lit or that security personnel is available to accompany them when walking to a car or unsafe locations in the dark.

According to the Recovery Village, with treatment the prognosis is positive that PTSD symptoms can be managed.  While approximately one-third of people do not achieve full symptom elimination with treatment, most individuals experience a significant reduction in the intensity of their symptoms. It is important to understand when an employee is struggling, and performance is low there maybe underlying issues that can be accommodated or addressed by managers.

Sources:

National Institute of Mental Health. “Post-Traumatic Stress Disorder (PTSD)“ https://www.nimh.nih.gov/health/statistics/post-traumatic-stress-disorder-ptsd .” November 2017. Accessed May 9, 2023.

U.S. Department of Veterans Affairs. “How Common Is PTSD in Adults?”  https://www.ptsd.va.gov/understand/common/common_adults.asp  February 3, 2023. Accessed May 9, 2023.

U.S. Department of Labor Workers Compensation. “How PTSD is Affecting Return to Work” https://www.genexservices.com/insights/workers-comp/blog/how-ptsd-affecting-return-work  August 2019. Accessed May 9, 2023

The Recovery Village. “PTSD Statistics and Facts” https://www.therecoveryvillage.com/mental-health/ptsd/ptsd-statistics/#:~:text=70%25%20of%20adults%20experience%20at,some%20point%20in%20their%20life  May 2023. Accessed May 9, 2023.

What do counselors, psychologists, and social workers all have in common? Each are a part of the large community of helping professions. A helping profession is a job focused on providing timely care, support, advocacy, and outreach to others in need with the intent to improve a part or the overall well-being of an individual. But what happens when there is a disproportionate group of people receiving and/or seeking help with mental illness and substance use?

The Problem

In 2019, just prior to the pandemic, more than 40 million Americans, aged 12 or older, had a substance use disorder (SUD). As noted by the CDC, the use of alcohol and other substances can lead to anxiety, depression, family problems, violence, and other health and societal outcomes. Moreover, we know that today, about 1 in 5 American adults and 1 in 5 children will experience a mental illness at some point in their lives.

When we review the latest report from the National Survey on Drug Use and Health (NSDUH), we see that Black, Hispanic or Latino, or Asian adults were less likely to receive mental health services in the past year than White or Multiracial adults. Moreover, according to NSDUH’s report, 94% of people aged 12 or older with a substance use disorder did not receive any treatment.

Why Representation Matters

This data is critical and highlights the need for representation on many fronts within helping professions. For example, research shows that negative stereotypes and stigma surrounding mental illness and substance abuse has led to the presence of self-stigma among those experiencing mental illness and substance use disorders. Self-stigma in turn has interfered with a person’s willingness to seek help and treatment.

Increasing representation among our workforce of counselors, social workers, and psychologists can be a critical step to improving strategic outreach to underrepresented and marginalized groups that do not typically seek treatment. Moreover, improving representation among these professions can also inform our communication strategies that effectively support individuals across a range of age brackets, with cultural and linguistic differences, and other important attributes that should inform our ability to provide targeted and effective care.

Our Commitment to a Diverse Workforce

At Magellan Federal, we are committed to diversifying our team of employees and provider network because we desire to reach and serve all who are in need. As such, we are committed to removing real and perceived barriers to care and we do this in part by practicing cultural humility within our organization and with those whom we serve in our communities.

As we continue to grow and diversify, we make intentional efforts to understand each person’s wholistic identity, commit ourselves to an ongoing process of compassionate self-awareness and inquiry, remain open and teachable, and we remember that society and culture is ever evolving, and we must as well.

If you possess these values, we invite you to join our team! Click the links below to learn more.

• To learn more about becoming an employee at Magellan Federal, visit our Careers page.
• To join our Network of EAP Providers, click here.
• To learn more about the services and solutions we provide to our customers, click here.

The Exceptional Family Member Program (EFMP) provides care and services for military families with special needs – whether that is an adult or child. The program has served over 55,000 Army EFMP family members across a total of 32 locations within and outside of the continental U.S. In this Q&A with Magellan Federal senior program analyst Brandon Greenwood, we learn more about the important work with special needs families.

How does EFMP work?

Greenwood: There are three components to EFMP: Medical, Human Resource Command HRC(Assignments), and Family Support. Magellan System Navigators fall under the Family Support umbrella where we offer non-clinical case management to our clients. We provide support to soldiers and their dependents to make their transition to and from their duty stations as seamless as possible all the while providing support groups, educational workshops, Individualized Education Plans (IEP) assistance, and bringing exciting and inclusive special events to our population.

What are System Navigators?

Greenwood: System Navigators take the guesswork out of locating services in a brand-new environment for our clients, by forming relationships with community partners and service providers and connecting them to our service members and their families.

Clients are encouraged to collaborate with their Systems Navigator (SN) to create a service plan so that their individual goals are taken into account. A goal for our SNs is for them to empower our families to be the best advocate for their Exceptional Family Members as they can. We want to equip them with as many tools and as much knowledge about EFMP as possible so when they relocate, they are better prepared and informed for what may come.

How does this help families with children?

Greenwood: Our Systems Navigators also assist families with a dependent who has a special educational need with their Individualized Education Plans. SNs are trained in Wrightslaw Special Education and are able to educate parents and caregivers about their child’s IEP, point out inconsistencies, correct language that may not be beneficial to the child, and also attend the meeting with the family in a support role.

Wrightslaw is a training course that provides the knowledge build-up for Special Education Law and Advocacy.  It helps the System Navigator to better understand the challenges our EFMP families experience each day in the school system.

Our SNs play a large role in the planning and execution of special events. There are several events across all our military bases, however, most of those events aren’t inclusive for those with special needs. The EFMP family support program, along with the help of our SNs, create themed special events that are sensory-friendly and created with our EFMP families in mind. These events have become so popular that many sites have made them open to the entire base.

How can someone get connected to the EFMP?

Greenwood: To learn more about EFMP and the support available to your family, reach out to your local EFMP Family Support office. EFMP Family Support providers play a critical role in providing information, referral, family needs assessments, and family service plans to help you achieve the goals that are unique to your family.

Source: MilitaryOneSource

Within the fascinating experience that is life, change is a continual occurrence, and an example of ongoing change is that which is experienced through loss. Humans experience loss in many ways, commonly through the death of a loved one or the end of a relationship. A key component of loss is grief.

Grief is a personal process connecting the emotional, social, and physiological realms and is closely tied to overcoming the crisis that comes with loss. For some, grief may be a time involving self-acceptance and self-discovery, while for others, it may be a time of isolation and denial of reality. No matter how it is experienced, it is a journey of mental, emotional, and relational readjustment that may substantially alter a person’s daily life.

Professional counseling can help those experiencing loss and grief identify internal and external resources available to them promotes empowerment, a sense of community, and encourages grieving in healthful ways. Below are tips to support those struggling with loss while also incorporating self-care practices.

Grief Guidance

• Acknowledge grief is a personal experience and listen to the person without an agenda.
• Honor the grief someone is experiencing while being prepared to give the person space.
• Learn what spiritual practice or creative outlet allows the person to connect with their sense of meaning and purpose, then make recommendations accordingly. Not everyone will feel comfortable drawing or journaling.
• Observe how the person is moving through the grieving process and refer as needed. Some may seek a spiritual approach, while others may benefit from a grief counselor if they require more specialized care.
• Maintain self-awareness. Ask yourself, “How does dealing with someone grieving make me feel?” “Does it trigger any personal memories?” “To what extent can personal issues be distracting?”
• Be respectful of the person’s grieving and don’t turn encounters into interrogation sessions. Through self-awareness one may realize addressing someone’s grief can be anxiety provoking.
• It is okay to respond with, “I don’t know”.
• Grief counseling can trigger emotional reactions that may be new and uncomfortable. If this occurs, don’t hesitate to seek support from a trusted person.

Grief Resources for Military Families

One very important component when addressing the process of loss with someone is that, similar to a crisis, the grieving individual may not have the frame of mind, the peace, or the support to address even the most essential basic needs. It may feel as if with the loss comes a loss of connection and where to look for help. Having an advocate who is attuned with the resources available within the military community can be a game changer. The Military & Family Life Counseling (MFLC) program is available to all service members and families for on-installation support with a number of life’s challenges through free, short-term, confidential non-medical counseling. MFLC counselors can help bridge the gap between the grieving person or family and the different agencies that can provide resources to aid during times of despair. Start by contacting your installation’s Military and Family Support Center for more information on the MFLC program. Reaching out for help and resources is an essential element in the process of healing and recovery from loss.

Tonie Powell doesn’t think of herself as the average operations office manager, but rather thinks of her position as the heartbeat of the company. Powell is based at the headquarters of Magellan’s federal office in Arlington, Virginia, where she manages all office operations. From supporting the leadership team, assisting with facility renovations, sending cards for employees’ birthdays, and supporting employee morale. As the spouse of a disabled retired military veteran, Powell faces a unique set of challenges with balancing her job and being a military spouse. For Military Spouse Appreciation Month, Powell shares her experience and how Magellan’s culture supports working military spouses.

What sort of projects are you currently working on?

A major project right now is assisting with organizing a leadership summit that will take place later this year. I am responsible for leading the extremely detailed location logistics that go into planning and executing events of this scale. We are anticipating more than 100 of the top leaders of Magellan to be in attendance and there are a lot of moving parts to ensure its success. A large part of my job is making sure all the details of projects big and small are planned for so that leadership can stay focused on the task of delivering quality service and growing our business to help the service members, veterans, federal workers, and family members we serve.

How do you balance work and being a military spouse? How is Magellan supportive of your life as a military spouse?

My husband is retired military, so I do not have the same challenges I did as an active-duty spouse with childcare drama, long deployments, and frequent moves. One of the main challenges I faced as a working military spouse was that I could never take a day off for me. I needed to save my sick days for those times when my children would inevitably get sick. My husband’s schedule as an infantry officer was very unpredictable. He did not have the luxury of calling his boss to say he was staying home for a child with a sore throat. Now that my children are grown adults living on their own, the challenge is balancing my work schedule with caring for my husband. I help him manage medical appointments, get him to physical therapy and help him with other things he might require. My husband is alert and capable, but as a caregiver, it can be emotionally draining and physically demanding, and I’m lucky that my supervisors are extremely understanding by allowing me to be off when I need to be. Also, being able to work remotely at Magellan has been one of the positive things to come out of the COVID-19 pandemic. While I am frequently onsite now, I still manage to accomplish more than I did in the office full time and without the commuter headaches and expense that it takes to work near our nation’s capital.

What are your thoughts on the culture at Magellan?

Our mission is to empower federal employees and military personnel to live healthier, more productive lives includes those who work here as well. We have excellent resources for the people who support our customers. The flow of information is consistent and inclusive of all employees. I feel respected and that my contribution is valued. It is a great place to work!

On May 17^th, we celebrate National Employee Health and Fitness Day! By sharing tips on how to stay active even during busy workdays, National Employee Health and Fitness Day is a day to raise awareness of the health benefits of physical activity and remind employees about the necessity and advantages of regular physical activity. Physical activity provides a much-needed break from the stress of everyday tasks and duties and gives us energy, boosts mental ability, and prevents fatigue throughout the rest of the day. Magellan Health’s Evergrace Davis, associate information security compliance analysist, is also an AFAA Certified Group Fitness Instructor. In 2020, Davis launched “KeepItMovin with Grace,” a workout program that provides individuals of all ages and fitness levels with fitness classes and step challenges. Davis began her fitness journey over 12 years ago as a workout class instructor and lives by the motto, “keep it moving” with the goal of living life to the fullest. Continue reading to learn Davis’ tips on how employees can find ways to include physical fitness throughout even the busiest workdays.

How can employees who work from home find ways to prioritize health and fitness throughout their workday?

I know that working from home can be challenging but we must find ways to prioritize fitness by keeping our bodies moving. Fitness is so beneficial to your health and can improve your work mood and overall health.  I suggest trying the STOP method which means “Stop Typing on PC.” Practice this by blocking off time on your calendar for fitness breaks. Scheduling time is making fitness a priority because we sit for hours in one place and many only get up for coffee, lunch, and bathroom breaks. Here are some suggestions below:

• Put on your gym shoes and go for a walk around the block.
• Step away from your computer for five minutes of stretching.
• Getting some direct sunlight improves your health making you feel recharged and refreshed to continue with the workday.

How can employees who work in an office find ways to prioritize health and fitness throughout their workday?

There are ways for employees to prioritize their health and fitness while working in the office throughout the workday both indoors and outdoors. The STOP method still applies while in the office!  Block off time and schedule your fitness breaks. Always be prepared for working out by having a change of clothes, towel, water bottle, and gym shoes in the car. Here are some more suggestions employees can do while working in an office:

• Indoors: Walk up and down the hallways, up and down stairs, go the fitness center if your company provides one and get on the treadmill, stretch, or lift some weights.
• Outdoors: Go outside to stretch or take a walk around the building, or a quick jog.

By doing this, employees can improve their mood and health by making sure they keep moving even during the workday!

What are the benefits of regular physical activity? What are some easy ways for employees to add physical activity into a busy workday?

There are so many benefits to maintaining regular physical activity. By prioritizing physical activity consistently, your body learns to look forward to daily movement and exercise. Another benefit are the results that you will see from consistently staying active. You may find yourself feeling better, less stressed, and possibly experiencing more energy, and better sleep.