Albert Schweitzer, the great philosopher, physician and humanitarian, said, “To lead by example is not the main thing in influencing others, it is the only thing.”
I doubt that Schweitzer, who won the Nobel Peace Prize in 1952, had health and fitness in mind when he made that statement, but in today’s world, leadership covers a lot of territory.
Leading by example is exactly what a group of local executives are doing with their own health and wellness. Zilber Ltd., a Milwaukee-based, diversified, commercial and residential real estate development and asset management company, implemented a wellness program this past year.
The first step was a Health Risk Assessment, including completion of a health questionnaire and biometric screening to determine health status. Employees were required to participate to be eligible for coverage in the employee health insurance plan.
That meant all employees, including senior management. In the true meaning of leadership, top management came through with flying colors on their health risk scores, averaging 91 out of 100 possible points. This is an unusual accomplishment, given the fact that the average age of the group of executives is 55 years.
“It comes from the top,” says Mike Mervis, assistant to Zilber Ltd. founder and chairman of the board Joseph Zilber.
The company launched their wellness program, Wellness Works, in August 2007 with a letter from Zilber to all employees in which he referenced his own good health and fitness. At 90 years, he still goes for a daily walk, stretches and watches his diet.
What led Zilber to address wellness in the workplace?
“Like most companies, the decision is driven by rising health care costs and concern for employee health,” Mervis says. “In the building and construction industry, there is a formula to determine business insurance costs. You look at four to five years of cost history and rates are pretty predictable. Because health is more personal and unpredictable, health insurance rates are harder to control. We wanted to give employees some tools to work with.”
Ann Kramer-Haag,, director of human resources for Zilber, whose team implemented Wellness Works, describes the programs over all strategy as one of prevention and cost containment. “In addition to the health risk assessment, the program includes education, physical activities, and programs targeted at behavior change. Our goals are to promote healthy lifestyles through assessment and education. By providing access, opportunity and support we hope employees will become actively involved in improving their health,” says Kramer-Haag.
That strategy seems to be working. Susan Laabs, corporate controller and one of the high-scoring Zilber executives, says, “Initially, people were wary and had concerns about privacy and confidentiality, but once they were through the entire process including screening and sitting down with a nurse to review their results, they thought it was a good idea. A lot of people within our department are talking about their scores, their health, and ways to improve their scores and do better next year. We have a practice of bringing in treats for birthdays and other celebrations and now people have started bringing in healthier treats. The program has promoted a spirit of better health in the office, and people are talking about it.”
Laabs has seen improvements in her own health over the past year. “I’ve always been pretty healthy but during an annual physical I learned that my cholesterol was over 200, so I started putting more emphasis on my health. I stared biking this past summer and then trained for and participated in the annual multiple sclerosis biking event, a two-day, 150-mile ride. In the process I lost over twenty pounds and my cholesterol came down to 172. The biggest challenge is finding the time to fit exercise in. I’ve considered joining a health club, but with work and two kids, evenings are busy. I find that exercising in the morning at home on our Nordic Track and tread mill works best,” Laabs says.
John Kersey, vice president of Zilber’s Towne Investments Division, agrees that making time for exercise is his greatest challenge, as well. He finds early morning the most convenient and works out five days a week at the downtown YMCA. At age 40, he started running and since has participated in seven marathons.
“The day-to-day stress of the business is another challenge,” Kersey says. “You need an outlet, and exercise is a healthy outlet. That and maintaining a balance of family and work are important here at Zilber.”
“The company is very supportive of family life for all employees,” Kramer-Haag says. “Our employee practices include an understanding that children’s athletic activities and school events are important, so we are flexible with employees in being able to attend these events.”
“This is another message that comes from the top,” Mervis says. “Our corporate culture is based on a family relationship. Joe (Zilber) considers employees a second family. So, in terms of employees we tend to attract family-oriented people.”
