As a manager who isn't any where near as fit and healthy as I should be! I think the comparators would be crucial otherwise it becomes the same as every other self fulfilling survey that has the answer that it wants in mind before collecting the data. Was it run by the Government?? ;-)
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There are no assumptions here - the facts speak for themselves for anyone (whether they are a manager or not) - if you pay attention to your health it goes without saying that you will have better mental clarity, have more energy, less levels of stress hormones which impacts on your mood and ability to make better decisions. It's a conscious choice and once someone experiences optimum health and how this affects them in other areas that they begin to embrace the whole concept.
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Does it really matter what size you are or the lifestyle you have as long as you deliver the results and performance asked of you by your organisation? There has been a purge of findings in recent years that overweight equals unhealthy and problems occur with the heart, cancer, diabetes, etc. I'm sure all this research and media coverage is for the greater good in terms of advising those with larger girths to shape up because they could enhance their chances of avoiding health problems but still the obesity numbers grow globally.

There are many overweight individuals out there in employment who do a great job. Yet with this type of thinking and research continuously being impressed on the world, I can see that this may get entwined into organisation's selection processes. Therefore, I'm assuming that this will be the next category to go into the equal opportunities and anti-descrimination legislation and a raft of employment tribunals to follow on unfair selection because of size. So to your query Peter, in my humble opinion, jury's out on whether you being admirably healthy means you do a better job or feel better than perhaps one of your peers.
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I think I now understand why anytime my head of service goes to the gym before coming to work, she is bobbly, cheerful, more friendly and very approachable. She tends to be more energertic and she maintains very positive attitude throughout the day.
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Hello pigeons, this is the cat:
Presumably there is also a link between the behavioural drives and motivational needs of a good manager and the behavioural drives and motivational needs of someone who takes their physical well being seriously. For example personal drive and motivation to keep fit, the self control not to smoke/eat too much etc.
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As I look around the population of managers I know and have worked with I see those who may be seen as fitness 'fanatics' who operate a positive fitness regime of some assertive kind. I see no necessary link with being effective except that they employ strong self discipline that also reflects in their work (Good or bad). Yet I also see strong self discipline amongst those who might be regarded as leading an unhealthy life style and they can be equally effective or not as the case may be.
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It's interesting to read Peter that you want to justify the time and energy you invest in staying healthy. Perhaps that means the rewards you notice ie increased energy & efficiency at work, are not enough?

I too aim to follow a healthy lifestyle (though can't claim to walk as far as you each day). Seeking justification for it from outside sources has proved frustrating as there are always exceptions to the rules - I can name several "unhealthy", highly effective, well motivated managers.

Perhaps the answer lies in the motivation not the lifestyle, healthy or otherwise? Though I, for one, will keep up a healthy lifestyle as I believe my brain & body like it that way.
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When reading Peter's blog I did wonder how he managed to fit work in between his brisk 50 minute daily walk, pilates, swimming, shopping for his five a day and counting his alcohol units and BMI?!

I am diabetic and I think it's safe to say that my BMI is over 25. Although physically, I couldn't claim to have the greatest stamina or endurance, I am mentally at the peak of fitness and have an increadibly positive outlook on life with very little stress. Perhaps this is because I'm not obsessed with counting things to ensure my fitness?

I appreciate the tongue in cheek blog from Peter and have sent my response in the same spirit, but whilst he can find a piece of research that justifies his efforts, I'm sure we could all find research that contradicts it.

I have a fantastic team and they come in all different shapes and sizes. They are well motivated, high performing, completely dedicated and fun to be around. I wonder if it is their effectiveness that has a positive effect on me, or if it's the other way round, but in either case, I don't believe it has anything to do with physical fitness.
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The most unhealthy state is dead and clearly that isn't productive so obviously the research has a point. Beyond that sample size, comparator groups, definitions etc would all be crucial to whether this was meaningful and in your position Peter, I think you need to scratch that itch.
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Hi Peter et al, you might be interested to get hold of 'Spark' by Harvard Medics J Ratey and E Hageman 2008, they have conducted some longitudinal research which shows v interesting connections.
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There is much research around to support your findings. We mustn't forget that wellbeing requires both physical and mental wellness - most will recognise this in Maslow's hierarchy.
Organisations look for high performance, great results and sutainability. Many recognise that this requires the organisation to be 'well' managed; but most miss the essential component of 'well' people. Having both will give an organisation an edge over competitors. (See wellkom.co.uk)
High performance requires people to manage their energy levels (do you recognise the mid-afternoon, 'I must have chocolate' feeling?); it is vital that people are aware of their wellness levels and understand how to fuel their bodies throughout the day.
I believe research by The Work Foundation suggests that at least 25% of people at work under-perform because they are unwell; a shift of focus away from absence (maybe 5-10%) to those that are present (around 90%) makes good business sense.
In addition to the benefits you mention, I believe you should expect improved relationships at work, better customer service, increased innovation and so on. Its all good business sense.
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It's very interesting to read all the perspectives on health related to performance right down to the diversity issues. I am absolutely convinced on a personal and professional level that the key is how can we be at our best as individuals rather than a comparison between our health versus another team members? I realise that for the purpose of scientific reserach these comparisons are made but the truth lies in our individual "before" and "after" state when we do something significant to improve our mind, body or spirit or ideally all three. Anyone who finds fault with an attitude to self improvment may benefit from asking themselves "What am I trying to excuse myself from?" The physical self , all be it important , is only one level but a helpful foundational level that can enhance all other levels of wellbeing. However, we could use what we can according to our own unique life. That's embracing diversity while not making excuses to enhance quality in life and work. Best wishes.
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