Explore the 2026 Sessions!
Morning Keynote
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Nico Pronk - President of the HealthPartners Institute and Chief Science Officer at HealthPartners
Integrating movement into the workplace is a strategic imperative that enhances cardiovascular, metabolic, and brain health of workers and may significantly boost organizational performance. Research indicates that physically active employees demonstrate higher work performance and lower absenteeism. Furthermore, movement serves as a productivity catalyst by reducing presenteeism and improving work ability through increased physiological resilience.
Ultimately, by applying best-practice design principles and making movement simple, social, and rewarding, companies can deliberately transform physical activity from a secondary program into a core cultural value.
As a result of these presentation, attendees will be able to:
Recognize what is meant by the physical activity health paradox.
Realize that movement can be leveraged as a catalyst for both worker and organizational performance.
Identify critical design features for effective programs that implement movement as an integral part of work.
Breakout Session Group 1 - Built for Real Life
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Jim Barclay, Sr. Vice President of Operations - Navigate Wellbeing Solutions
Lindsay Waechter, Wellness Coordinator - Waukee Community School District
Lindsay Waechter, the Staff Wellness Coordinator for Iowa's fast growing Waukee School District, and Jim Barclay, Senior Vice President at Navigate Wellbeing Solutions, share the innovative work being done for the district's nearly 2,500 employees. This presentation helps explain the challenges and successes of prioritizing staff wellbeing.Together, Jim and Lindsay discuss how investing in school staff is not just beneficial, but essential. They’ll explain how Waukee recognized this necessity, leading to the creation of Lindsay’s dedicated role to address the specific wellbeing challenges facing educators and support staff today.
They’ll detail the district’s shift from a standard one size fits all wellness program to a more personalized, adaptable approach. Highlighting how this employee experience strategy focuses on meeting employees where they are, addressing issues from teacher burnout and custodian back pain to mental health needs and connecting staff with local resources, all while supporting staff retention.
Learning Objective #1
Understanding the unique wellbeing challenges faced in education. Address the unique wellbeing challenges faced by educators, including rising healthcare costs, mental health issues like stress and burnout, and the importance of work-life balance. Highlight why investing in employee wellbeing is crucial for educational institutions.Learning Objective #2
The power of personalization in wellbeing programs. Explain the need for personalization in wellbeing programs, emphasizing the importance of diverse offerings that cater to the varied needs of educators, administrators, and other staff members. Illustrate how personalized programs can better support mental, physical, and overall health.
Learning Objective #3
Proven strategies for driving engagement. Present strategies to increase engagement in wellbeing initiatives. Discuss the role of incentives, structural changes for year-round programs, and the importance of leadership support in maximizing the benefits of wellbeing programs. -
Ali Payne, Co-Founder, Sr. Partner - The People Co.
Five generations. One workplace. Endless finger-pointing. This session dismantles the “no one wants to work anymore” narrative and exposes why blaming younger generations is the fastest way to lose talent, trust, and momentum. We’ll call out the stereotypes leaders cling to, what’s actually happening beneath the frustration, and the leadership behaviors that either fuel disengagement—or fix it. If you’re tired of managing “attitude” and ready to lead people who don’t think, work, or communicate like you, this talk is your wake-up call.
Learning Objective #1Identify the most common generational myths and stereotypes—and understand how they actively undermine leadership credibility, trust, and performance.
Learning Objective #2
Recognize why “no one wants to work anymore” is a leadership signal, not a generational flaw, and what’s really driving disengagement across all five generations.
Learning Objective #3
Apply practical leadership shifts that replace blame with accountability, connection, and clarity—so leaders can effectively lead people who think, work, and communicate differently than they do.
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Kate Thompson, Neurodiversity Consultant - Great Minds Consulting
Neurodivergent employees bring unique and specific skills to the workplace, yet too often are faced with accessibility challenges and underutilized by their employers. This session focuses on how to successfully attract, retain, and collaborate with neurodivergent coworkers. It also covers the benefits of a neurodivergent workforce and provides specific recommendations that managers can use to improve relationships and build trust. At the same time, self-advocates will gain strategies to help when asking for accommodations, guidance on collaborating with coworkers, and insights for improving the work environment for all.
Learning Objective #1
Attendees will identify several obstacles neurodivergent employees face in the workplace.
Learning Objective #2
Attendees will learn tips for utilizing the unique strengths of neurodivergent employees.
Learning Objective #3
Attendees will learn simple ideas for making their workplace more accessible.
Breakout Session Group 2 - Culture That Drives Change
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Mary Charlton, Director and Principal Investigator, Iowa Cancer Registry
Kelly Wells Sittig, Executive Director, Iowa Cancer Consortium
Iowa has the second highest and fastest rising age-adjusted cancer incidence rate in the county and is one of the only states with a rising rate of cancer. This presentation provides an overview of cancer, relevant risk and protective factors in Iowa, and strategies from the Iowa Cancer Plan and other resources that can be implemented in community and workplace settings.
Learning Objective #1
Describe cancer incidence and mortality trends in Iowa and identify related risk and protective factors.
Learning Objective #2
Identify key cancer control partners and initiatives in Iowa.
Learning Objective #3
Describe the Iowa Cancer Plan as a tool for cancer control across settings.
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Diana Kremzar, Director, UI Work-Life - University of Iowa
Financial stress is one of the leading causes of anxiety in America, with studies showing that nearly 70% of adults report money-related stress (Northwest Mutual 2025). At the University of Iowa, over 30% of employees report financial stress, and this number jumps to almost 50% for some employee groups. We know that this stress doesn’t just impact wallets—it has a direct link to mental health, contributing to depression, burnout, and decreased productivity. By addressing financial well-being, we can help employees feel more secure, supported, and focused at work. Financial well-being is not one-size-fits-all. By offering a range of programs tailored to different needs, we ensure every employee has the tools to thrive—personally and professionally. This presentation will demonstrate how these resources empower employees to manage their finances confidently and reduce stress.
Learning Objective #1
Recognize the impact of financial stress by understanding the connection between financial stress and mental health, and its implications for workplace productivity and well-being.
Learning Objective #2
Identify available financial well-being resources.
Learning Objective #3
Apply strategies to promote financial well-being.
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Melanie Cuchna, Manager, UI Wellness - The University of Iowa
Erica Blaha, Health Coach, UI Wellnessm liveWELL, University Human Resources - University of Iowa
Dawn Whitehill, PharmD, Director, Medical Center Downtown Pharmacy - University of Iowa Health Care
PANEL DISCUSSION
Creating a culture of well-being requires intentional communication and trusted champions. At the University of Iowa, liveWELL combines a robust wellness ambassador network with strategic communication strategies to drive engagement in well-being services. Over 185 Wellness Ambassadors at the University of Iowa serve as visible advocates across the institution to promote services such as the annual Personal Health Assessment (PHA), health coaching and EAP counseling, and lead activities to normalize wellness in
the workday.From 2023 to 2024, orgs with 1-2 Wellness Ambassadors had greater participation in the PHA compared to orgs that did not have at least one wellness ambassador. Orgs with higher participation in the PHA also had higher participation in well-being programs and services.
liveWELL maintains a 50% open rate in the Monthly Wellness Updates newsletter that goes out to all faculty and staff who take the PHA. This listserv communicates timely programs and resources to employees each month. Across all programs and services, participation and engagement increased by 13% from 2023 to 2024.
This session will share practical steps for building and sustaining an ambassador network and implementing communication strategies that increase participation. A case study from the Pharmacy Department at UI Health Care’s Downtwon Campus will illustrate how one ambassador leveraged walking paths, wellness grants, and team challenges to embed well-being into daily routines and start a culture
where wellness is prioritized and celebrated. Attendees will leave this session with actionable ideas to integrate ambassadors and strategic communication into their well-being initiativesLearning Objective #1
Describe how wellness ambassadors and strategic communication work together to increase participation in well-being programs.
Learning Objective #2
Identify best practices for recruiting and sustaining an engaged ambassador network that fosters a culture of well-being.
Learning Objective #3
Explore communication strategies such as campaigns, targeted messaging, email segmentation, and listservs to amplify program
reach.
Afternoon Keynote
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Riz Vazir, Founder and CEO - Scroll By Choice
You wake up and check your phone. 6 out of 10 people do. A TikTok clip. An Instagram scroll. A news headline. Between each, a Slack ping or email pulls you back. By the time you start your first task, your focus is already fractured. For many, the only uninterrupted attention comes while doomscrolling. Office workers lose 2+ hours a day to digital distraction. Poor digital habits come in the way of networking, learning, side projects and more. The total estimated cost of excessive, unmanaged screentime may be as high as $10K–$20K annually. Drawing on digital wellness research, this session explores how tech habits affect focus and professional judgment and equips leaders to address digital overwhelm as both a wellness and performance lever.
Learning Objective #1 - 1. Identify when poor digital habits may be eroding focus, engagement, and team effectiveness.
Learning Objective #2 - Evaluate how organizational norms and communication practices contribute to digital overload.
Learning Objective #3 - Lead by example modeling digital balance as a core element of leadership effectiveness and employee well-being.
Breakout Session Group 3 - Mind, Body & Belonging
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Alison St.Germain, Registered Dietitian/Certified Eating Disorder Specialist - Redefining Health: Nutrition for ALL Bodies, LLC
This presentation shifts the focus from weight loss to evidence-based, health-promoting behaviors that support physical and mental well-being across body sizes. Participants will examine why weight loss is not a sustainable long-term strategy for most people and how weight-centric health messaging contributes to weight stigma, disordered eating, and poor health outcomes. The session reframes health through flexible, sustainable, and realistic health practices—such as nourishment, movement, sleep, stress management, hydration, and harm reduction—that can improve key health markers including blood pressure, glucose, lipids, and mental health, regardless of weight change. Attendees will leave this session with practical strategies grounded in compassion, sustainability, and whole-person health rather than the number on the scale.
Learning Objective #1
Explore the limitations and potential harms of weight-centric health models and explain how a weight-inclusive approach supports long-term physical and psychological well-being.
Learning Objective #2
Identify core principles of realistic, sustainable well-being practices that prioritize nourishment, body respect, and health-supportive behaviors rather than weight outcomes.
Learning Objective #3
Apply weight-inclusive strategies to support diverse bodies and lived experiences in clinical, educational, or wellness-focused settings.
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Emma Harding, Director of Learning - Meraki Institute of Learning by Tanager
In emotionally demanding workplaces, staff wellbeing is shaped as much by leadership and supervision as it is by personal coping skills. Reflective supervision is a relationship-based supervision approach that supports staff regulation, reduces burnout, strengthens decision-making, and improves retention over time. While it is commonly used in clinical settings, the principles apply to any team navigating stress, high expectations, and emotional labor. This session introduces reflective supervision as a practical wellness strategy that can be built into existing check-ins, 1:1 meetings, and leadership rhythms without adding more work to already-full schedules. Participants will learn an easy structure for reflective conversations, practice supportive language that balances compassion and accountability, and leave with tools they can implement immediately to strengthen culture and capacity.
Learning Objective #1Describe how reflective supervision supports staff wellbeing, retention, and workplace culture.
Learning Objective #2
Use a simple reflective structure for supervision conversations that supports both accountability and emotional safety.
Learning Objective #3
Practice leadership language and strategies that reduce staff stress and increase clarity, trust, and sustainability.
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Caitlin Larson, RD, LD, CDCES, Gastroenterology Leader - Iowa Specialty Hospitals and Clinics
Elsey Strube RD, LD, Des Moines Clinic Leader - Iowa Specialty Hospitals and Clinics
This presentation explores whole-person health through the lens of the gut–mind connection, highlighting how gastrointestinal function influences physical, mental, and emotional well-being via neurochemical signaling, immune regulation, and inflammatory pathways. Participants will examine common root causes underlying chronic health conditions and how these factors are interconnected across body systems. Using a functional and whole-person health framework, the session emphasizes moving beyond symptom-based care to incorporate lifestyle, behavioral, and psychosocial influences into patient and population-level assessment and care planning.
Learning Objective #1
Identify root cause of chronic health conditions and how they are interconnected
Learning Objective #2
Apply whole-person and functional health principles to assess patients or populations beyond symptom-based care, incorporating lifestyle, behavioral, and psychosocial factors into evaluation and care planning.