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Monthly Archives: February 2012


To check the details of my nutritional plan please see the following link:

F2

What follows are some of the prerequisites for following my nutritional recommendations:

  1. Go grocery shopping at least once per week
    • Buy foods that are portable and contain  3 to 6 grams of fiber per serving. The food should be packaged in such a way that freshness is maintained, you can take or store it anywhere including in your car.
    • Make sure you buy enough to last you the entire week.
  2. Never be more than an arm’s length away from your food.
    • Keep it in your desk drawer, purse, backpack, briefcase, coat pocket and glove compartment.
  3. Find your new hunger equivalent
    • If we eat only when we are hungry we will always be in one of two states, famished or full; and, neither one is compatible with optimal functioning.
    • Eat for optimal function. The next time you have to read an e-mail twice or notice you are having a little difficulty keeping focused, eat something. Our function deteriorates before we feel hunger and we should respond to these functional signals by eating, well before we feel hunger. Start paying attention to your performance level and when you sense a slight drop, time to re-fuel. Find your new hunger equivalent, respond to it and you will start eating small amounts frequently, especially if you add fiber each time that you eat.

In summary, eat upon awakening; eat four to six times per day and consume four to six grams of fiber every time that you eat. You will function optimally and the scale will do the right thing.

End

Mitchell R. Weisberg, MD, MP


to an

Organizations Balanced Scorecard

by

Mitchell R. Weisberg, MD, MP

  • Employers’ indirect costs (absenteeism, presenteeism, employee turnover, diminished talent attraction-retention and successorship) resulting from Employee Mental Illness is 4 fold greater than their direct costs for Employee healthcare. (1)
  • Arguably, at least some part (in this physicians informed opinion, the majority) of this burden is due to the ever-increasing cognitive demands on the American Workforce that was the result of a continuous servicization of the American Economy that began with the dawn of the information age just under 6 decades ago. It was within this time period that our national economy transformed (I say, evolved) from one highly dependent on its workforces’ brawn to one almost entirely dependent on its brains. *
  • In spite of the fact that people with mental illness use the healthcare system much more often than does the general population, most (2/3) of Mental Illness is never recognized (diagnosed) or treated. (2)
  • Once diagnosed, Mental Illness is highly treatable with between 70 and 90 percent of people having significant reduction of symptoms and improved quality of life with a combination of medication, talk therapy and other supports. (2)
  • A major obstacle to recognizing mental health disorders is their lack of symptoms in the traditional sense of the word thus making mental illness the invisible epidemic. (3)
  • Identifying mental illness is dependent upon an awareness of a person’s functional status such as their social-interpersonal functioning and workplace (vocational) performance.
  • People with any form of chronic medical (physical) condition such as Diabetes or COPD, experience minor mental health or cognitive impairments as well as full-blown mental illnesses much more often than their healthy counterparts.
  • Not uncommonly chronic medical conditions may initially manifest with mental health impairments including full-blown mental illnesses.
  • The recognition and effective treatment of mental illness in people with other chronic medical conditions results in better overall outcomes than those in whom their mental illness remains unrecognized and untreated.
  • The early recognition and effective treatment of mental illness has a profoundly positive impact on human health in general.
  • Since there is evidence that even workers with mild or “sub-threshold” problems begin to show productivity problems early on – perhaps long before they experience other health consequences – employers are in a unique position to effect significant change in the way services are delivered. (1)
  • Over the past two decades The Balanced Scorecard has been widely employed as the Business Management tool of choice by most major employers worldwide. (4)
  • The Balanced Score Card aligns the goals of an Organization with the personal goals of its Employees for the purpose of achieving optimal performance at the Organizational level.  (5)
  • Periodic measurements of Employee Performance in terms of achieving their personal goals (employee performance metrics) are an essential part of an effective Balanced Scorecard. (5)
  • Contained within the core of Employee Performance Data is vital information about Employee Health in general as well as the most essential and most overlooked information required for the early recognition of Employee Mental Health in particular. (1)
  • Since there is evidence that even workers with mild or “sub-threshold” problems begin to show productivity problems early on – perhaps long before they experience other health consequences – employers are in a unique position to effect significant change in the way services are delivered. With more than 2 decades of clinical experience as both a Primary Care Physician and a Mental Health Care Provider and a career commitment to optimizing the health and performance of his patients, this physician is in a unique position to aid employers in getting healthy returns on their health and human capital investments. (1)
  • This physician can show the stakeholders of any Organization that there indeed is a tremendous value in adding a clinical perspective to their Balanced Scorecard.
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