In my last post, I talked about one of the most common New Year’s resolutions…The resolve to lose weight.  After re-reading that post, it got me thinking of an often overlooked part of the goal setting process: defining the goal.  I love the structure and process of using the SMART approach to setting goals.  I frequently turn to it when I am creating intentions for myself or coaching my clients in the goals they are setting for themselves.  I wrote about this concept a couple of years ago, in a bit more detail here.

But before you start creating (or possibly revising) those resolutions I’d like to ask you a couple of questions:

• When it comes to weight loss goals (yours or those that you are helping a family member/client/friend with), have you ever considered you might be focusing on the wrong Result?
• What is it you are looking to gain from losing weight?
• If you achieve that goal, does that mean you are healthier for it?

Through my years working with the Health At Every Size® paradigm, I have come to realize a shortfall within the SMART goal setting process and in the way that success is defined.  Particularly when it comes to weight-loss goals, we are focused so much so on the outcome that the actions we take or the behaviours that we may want to shift become secondary.

Searching for the definition of “outcome” I found the following from 3 online dictionaries:

• the way a thing turns out; a consequence.
• something that follows as a result or consequence
• something that follows from an action, dispute, situation, etc; result; consequence

That is all that weight loss is; a potential result from the steps we have taken, a drawn line in the sand that says our goal is complete and we have made it.  Is that all we are looking for in our measure of success? A criteria of pounds lost or body measurements decreased? I challenge the assumption that weight loss equals success, happiness, improved health or anything else that is promised when someone takes on the soul-sucking task of dieting.  And I caution folks on using pounds lost as a proxy for goal achievement.

What if instead you focused more on the Behaviour, rather than the result? Spending more time and energy on the ways you want to live a healthier lifestyle, while taking things slow and being kind to yourself.  That, to me, is more impactful than any weight loss goal (IMHO).  Ultimately, I think it is the behaviour we are looking to change and it is the outcome that is secondary.

How might you be able to reframe your intentions from an outcome-oriented endpoint to a behaviour-focused journey? Tell us in the comments below.

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“…provide an opportunity to identify those work-related hazards and risks that influence psychological health and safety in the workplace; ensuring a preventative approach to psychological harm or mental injury (i.e., from work-related stress or fatigue, or workplace harassment, including bullying and discrimination).”

Here is an issue that isn’t normally addressed in the workplace that can be an obstacle to an individual achieving good mental health – size acceptance and body image.

Remember in a recent post, I wrote about size bias being the last socially acceptable form of discrimination? It’s evident in education, healthcare and in the workplace too! I believe creating a psychologically safe work environment addresses weight bias.  If a workplace implements zero-tolerance policies for discrimination, harassment and bullying based on size, than it makes for a more comfortable place to work for people of all sizes.  And a more accepting work environment makes it easier for individuals to think more positive thoughts about their bodies, which only adds to good mental health.

Examples of policies that embrace a more size accepting approach:

1. Opting out of company-wide weight loss programs such as “Biggest Loser” challenges.  There are weight-neutral alternatives that can still have an impact on employee health and productivity without resorting to ineffective dieting strategies.
2. Ensure your organizations diversity practices and training include a component for size diversity too.
3. Provide office furniture that accommodates a variety of shapes and sizes (i.e.: sturdy, armless chairs with firm seat cushions).
4. Decorate the office walls, waiting areas and meeting rooms with pictures and artwork showing workers of all sizes that exemplify your organization’s mission statement and core values.
5. Create equal hiring and promotion opportunities for every BODY (instead of feeding into the cultural bias that larger people are lazy and unmotivated).

Final thought

Creating a safe workplace and helping employees be the best they can be in body and mind starts with establishing a culture of respect and acceptance for ALL.

Define Me is now offering a unique and comprehensive Workplace Wellness program for companies looking to make a difference in their organization’s overall health.  If you know of an organization that is looking for a workplace wellness solution, a program that engages employees and improves productivity, have them CONTACT US today.

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