From ExecuThrive CEO, Sara Martin
Recently, I saw a segment on CNBC with Dr. Jordan Shlain, Founder and Chairman of Private Medical. Private Medical aims to provide high net worth individuals and their families with hyper-personalized and data-drivenconcierge medicine, likening their model to family investment offices, only here, the investment is in longevity and health. While historically focused on supporting families (Private Medical boasts serving multiple generations over their last 25 years of service), Dr. Shlain mentioned the growing interest in executive health and Private Medical’s plans to expand into that offering.
Executives from early-stage startups to Fortune 500 companies face immense demands on their time, often sacrificing their personal lives and health for their companies. However, many executive medicine approaches offer high-priced concierge access to the current medical system without addressing broader needs. ExecuThrive specializes in executive health and performance, so we wanted to talk about where the industry is going and how it has evolved.
What do executives need to know when looking for better care and better health?
Meeting the needs of busy executives is more nuanced than the caliber of doctors they have access to. Even Dr. Shlain noted that health and longevity were first and foremost impacted by our lifestyle—things like physical activity, diet, and stress management. However, when pressed, he admitted that well-being services such as personal training were not included in Private Medical’s $40,000 annual membership.
Every executive has unique challenges and circumstances that impact their well-being. Based on research by ExecuThrive, many C-suite executives are already investing (or actively looking to invest) upwards of $5,000 per month in services such as executive coaching, personal training, mental health therapy, and executive physicals and screenings. For a program to comprehensively address executive health, it needs to provide support for demands outside of traditional healthcare. We intentionally constructed our platform to address factors required for overall well-being, such as social support, relationships, meaning and purpose, and professional well-being, among others. These factors are also validated predictors of better work outcomes, including lower distraction at work and increased productivity, engagement, and job satisfaction.
What to look for when shopping for executive health
Look for a comprehensive approach that includes leadership development coaching, functional health, and lifestyle medicine to treat the whole person. Executive health services should jointly consider these factors to get a true picture of what behaviors and skills are most impactful to an executive’s well-being. Also, ensure the model is data driven. For example, ExecuThrive’s service model starts with robust metrics and collaborative goal setting, then uses a proprietary algorithm to curate and evolve each executive’s plan to meet their specific well-being needs and leadership goals. Finally, make sure that the approach is not one-size-fits-all. Explore vendors that personalize and curate a team of experts and resources for each member they serve.
ExecuThrive is committed to supporting executive health and well-being across every dimension. To learn more about our differentiated approach and offering, please visit our website or reach out to me at sara.martin@joinexecuthive.com
Headlines We’re Talking About
Here are some recent workplace well-being headlines we’re talking about right now:
Parental burnout at work and at home
Last month, US Surgeon General Vivek Murthy issued an advisory on parents’ mental health, calling attention to the stress and burnout affecting many caregivers. Parents today spend more time working and parenting than previous generations, leaving less time to recharge and do things that contribute to their health and well-being. While the Surgeon General’s recommended strategies for addressing this crisis lean on important policy interventions, businesses must also consider their role in supporting parents and caregivers on their teams. Ignoring the compounding stressors facing employees at work and home hinders our ability to offer meaningful interventions that prevent employee burnout and ultimately support company business objectives.
Negative impacts of reduced workplace flexibility
A recent Fortune article highlighted findings from a report published last month by the Human Capital Development Lab at Johns Hopkins Carey Business School in partnership with Great Place to Work. The survey of over 1.5 million people at more than 2,500 firms revealed that workplace well-being peaked in 2020 and has decreased in the past three years. The report found that flexible work environments increase employee well-being: firms where 75% or more employees could work remotely part-time had the highest well-being scores, while those with less than 25% of employees able to do so had the lowest score. The report also highlighted that inequities continue to impact many employees’ well-being, reinforcing the need for thoughtful strategies and multifaceted approaches to meaningfully improve employee well-being. It is certainly interesting to compare this headline to this week’s news about Amazon’s return to a 5-day in person work week.
Menopause-friendly workplaces
The Menopause Society has introduced guidelinesfor employers to support employees going through menopause. Menopause costs an estimated $1.8 billion in lost worktime annually, in addition to making work difficult for those contending with the side effects without workplace support. Researchers have found that programs like cognitive behavioral therapy, yoga, and work-life coaching can significantly impact employee’s symptoms. This guidance marks the latest example of recommendations for how employers can support their workforces while also positively impacting their business objectives and bottom lines.
