Other Titles
HALO: Healthy Actions for Lifelong Outcomes [Title Slide]
Other Titles
Rapid Presentation Round
Abstract
Purpose: The Healthy Actions for Lifelong Outcomes (HALO) program is an interprofessional wellness initiative at a large academic medical center aimed at improving employee health and fostering a culture of wellness. HALO integrates preventive exams, biometric screening, motivational interviewing (MI), and MI-based coaching to support sustainable health behaviors. This evidence-based practice (EBP) project evaluated biometric and wellness outcomes from HALO’s second cohort over 18 months. The program is grounded in MI’s four processes engaging, focusing, evoking, and planning and aligns with the American Association of Critical-Care Nurses (AACN) Healthy Work Environment Standards.
Background: Unhealthy work environments contribute to burnout, turnover, and poor physical and mental health. Up to 44% of healthcare professionals report considering leaving due to chronic stress and workload. Supportive workplaces improve satisfaction, retention, and patient outcomes. HALO applies MI principles, and interprofessional collaboration to address modifiable risks such as obesity, hypertension, and dyslipidemia, enhancing staff well-being and workforce sustainability.
Methods: Data from HALO’s second cohort (N = 36) were analyzed at 18 months. Fifteen participants (42%) completed both baseline and follow-up assessments and were included in paired analyses. MI-based coaching was delivered by a Team Member Care Coordinator – RN. Dependent (paired) t-tests assessed pre/post changes, with significance set at p < 0.05. Pairwise deletion addressed missing data to maintain integrity.
Results: Participants showed significant biometric improvements. Mean BMI decreased from 33.6 ± 5.5 to 30.0 ± 4.9 kg/m2 (p = 0.006), diastolic blood pressure improved from 82.9 ± 10.7 to 75.6 ± 11.7 mmHg (p = 0.005), and HDL cholesterol increased from 53.7 ± 10.6 to 58.5 ± 12.5 mg/dL (p = 0.027). Favorable trends were also noted for systolic blood pressure and triglycerides.
Implications for Practice: Integrating MI and health coaching into interprofessional wellness programs supports measurable improvements in employee health and strengthens organizational culture. Future efforts should focus on increasing retention, diversifying cohorts, and incorporating qualitative feedback to refine delivery. These strategies align with workforce resilience priorities and highlight nurses’ leadership in advancing healthy work environments.
Notes
Presenter notes available in attached slide deck.
References:
Miller WR, Rollnick S. Motivational Interviewing: Helping People Change. 3rd ed. New York, NY: Guilford Press; 2013.
Lundahl B, Moleni T, Burke BL, et al. Motivational interviewing in medical practice: evidence and application. Med Clin North Am. 2021;105(5):857–872.
American Association of Critical-Care Nurses. AACN Standards for Establishing and Sustaining Healthy Work Environments: A Journey to Excellence. 2nd ed. Aliso Viejo, CA: AACN; 2016.
National Academy of Medicine. National Plan for Health Workforce Well-Being. Washington, DC: National Academies Press; 2022.
Wei J, Herrera G, Tseng P. Best practice recommendations for healthy work environments for nurses: an integrative review. J Nurs Manag. 2022;30(4):1011–1021.
Sigma Membership
Non-member
Type
Presentation
Format Type
Text-based Document
Study Design/Type
Other
Research Approach
Translational Research/Evidence-based Practice
Keywords:
Coaching, Workforce, Interprofessional/Interdisciplinary, Interprofessional Relations, Health Promotion, Health Coaches, HALO, Healthy Actions for Lifelong Outcomes
Recommended Citation
Vargas, Cecilia; Spector, Paul E.; and Cousin, Lakeshia, "HALO: Interprofessional Wellness Program to Promote Healthy Work Environments" (2026). Creating Healthy Work Environments (CHWE). 78.
https://www.sigmarepository.org/chwe/2026/presentations_2026/78
Conference Name
Creating Healthy Work Environments
Conference Host
Sigma Theta Tau International
Conference Location
Washington, DC, USA
Conference Year
2026
Rights Holder
All rights reserved by the author(s) and/or publisher(s) listed in this item record unless relinquished in whole or part by a rights notation or a Creative Commons License present in this item record. All permission requests should be directed accordingly and not to the Sigma Repository. All submitting authors or publishers have affirmed that when using material in their work where they do not own copyright, they have obtained permission of the copyright holder prior to submission and the rights holder has been acknowledged as necessary.
Review Type
Abstract Review Only: Reviewed by Event Host
Acquisition
Proxy-submission
Date of Issue
2026-05-05
HALO: Interprofessional Wellness Program to Promote Healthy Work Environments
Washington, DC, USA
Purpose: The Healthy Actions for Lifelong Outcomes (HALO) program is an interprofessional wellness initiative at a large academic medical center aimed at improving employee health and fostering a culture of wellness. HALO integrates preventive exams, biometric screening, motivational interviewing (MI), and MI-based coaching to support sustainable health behaviors. This evidence-based practice (EBP) project evaluated biometric and wellness outcomes from HALO’s second cohort over 18 months. The program is grounded in MI’s four processes engaging, focusing, evoking, and planning and aligns with the American Association of Critical-Care Nurses (AACN) Healthy Work Environment Standards.
Background: Unhealthy work environments contribute to burnout, turnover, and poor physical and mental health. Up to 44% of healthcare professionals report considering leaving due to chronic stress and workload. Supportive workplaces improve satisfaction, retention, and patient outcomes. HALO applies MI principles, and interprofessional collaboration to address modifiable risks such as obesity, hypertension, and dyslipidemia, enhancing staff well-being and workforce sustainability.
Methods: Data from HALO’s second cohort (N = 36) were analyzed at 18 months. Fifteen participants (42%) completed both baseline and follow-up assessments and were included in paired analyses. MI-based coaching was delivered by a Team Member Care Coordinator – RN. Dependent (paired) t-tests assessed pre/post changes, with significance set at p < 0.05. Pairwise deletion addressed missing data to maintain integrity.
Results: Participants showed significant biometric improvements. Mean BMI decreased from 33.6 ± 5.5 to 30.0 ± 4.9 kg/m2 (p = 0.006), diastolic blood pressure improved from 82.9 ± 10.7 to 75.6 ± 11.7 mmHg (p = 0.005), and HDL cholesterol increased from 53.7 ± 10.6 to 58.5 ± 12.5 mg/dL (p = 0.027). Favorable trends were also noted for systolic blood pressure and triglycerides.
Implications for Practice: Integrating MI and health coaching into interprofessional wellness programs supports measurable improvements in employee health and strengthens organizational culture. Future efforts should focus on increasing retention, diversifying cohorts, and incorporating qualitative feedback to refine delivery. These strategies align with workforce resilience priorities and highlight nurses’ leadership in advancing healthy work environments.
Description
The Healthy Actions for Lifelong Outcomes (HALO) program is an interprofessional wellness initiative using motivational interviewing and health coaching to promote sustainable health behaviors and workforce resilience. Findings from Cohort 2 demonstrated significant 18-month improvements in BMI, blood pressure, and HDL, supporting nurse-led, evidence-based strategies that advance employee well-being and healthy work environments.