The Heart(beat) of Business E-Book

Matthew Bennett

• Herausgeber: A B.I.G. Publishing Project
• Kategorie: Fachliteratur
• Sprache: Englisch

Seitenzahl: 299

Veröffentlichungsjahr: 2022

Beschreibung

How is your workforce doing today?
Are they functioning at their best, or are they burned out?
The ability to manage and recover from stress is crucial for resiliency and cognitive, medical, mental, and social health. Burnout is the enemy of productivity, creativity, and overall business success. Until recently, it was difficult for leaders to get reliable data on people's ability to perform at their best and understand levels of burnout within the business. The Heart(beat) of Business presents the science behind peak performance and how stress and burnout destroy people's health and devastate business outcomes.
Due to recent technological advancements, a leader can use a biometric called heart rate variability (HRV) to get daily, weekly, and monthly data on the health and wellness of their workforce. HRV data provides leaders with an understanding of the capacity their people have to perform at their best.
The Heart(beat) of Business gives leaders and businesses a roadmap for implementing and using biometric data to measure and address burnout. It also provides a set of best-practice strategies using HRV data to improve cognitive, medical, mental, and social health crucial for business success.
If your business relies on people for success, becoming an early adopter of HRV will help you create a business environment that outperforms any competition.

Leseprobe

The Heart(beat) of Business

Positioning Heart Rate Variability as a Competitive Advantage

Matthew S. Bennett, MBA, MA

Inna Khazan, PhD, BCB & David Hopper, DC

Foreword by Jeff Somers

Co-founder & CEO of Optimal HRV

A B.I.G. Publishing Project

Denver, Colorado

Copyright © 2022 by Bennett Innovation Group, L3C

All rights reserved.

First Printing, 2022.

ISBN: 9798429835518

Bennett Innovation Group, L3C

Denver, Colorado

www.OptimalHRV.com

www.OptimalInnovationGroup.org

For more information on the Optimal HRV app, please contact [email protected].

Other Books by Matthew S. Bennett

Heart Rate Variability: Using Biometrics to Improve Outcomes in Trauma-Informed Organizations

Connecting Paradigms: A Trauma-Informed and Neurobiological Approach to Motivational Interviewing Implementation

Talking about Trauma and Change

Trauma-Sensitive Early Education: Helping Pre-School and Elementary Students Thrive!

Other Books by Inna Khazan

Biofeedback and Mindfulness in Everyday Life: Practical Solutions for Improving Your Health and Performance

The Clinical Handbook of Biofeedback: A Step-by-Step Guide for Training and Practice with Mindfulness

Mindfulness, Acceptance, and Compassion in Biofeedback: A Book of Readings

Evidence-Based Practice in Biofeedback and Neurofeedback

Table of Content

Other Books by Matthew S. Bennett

Other Books by Inna Khazan

Table of Content

Foreword

Introduction

Chapter 1: HRV and What It Is Measuring

Why Is Variation Healthy?

Stress, Homeostasis, and HRV

The Cause of Variation

HRV and Medical Health

The Brain, HRV, and Autonomic Nervous System

Window of Tolerance

Chapter 2: Understanding Health and Wellness with HRV

States and Traits

Using HRV and Individual Wellness

Population Norms for Individuals

Single Readings for Individuals

Longer Baseline Averages for Individuals

Leadership and Team Health

Monitoring Workforce HRV

Chapter 3: Job Demands, HRV, and Burnout

Distress and Burnout

Quantifying Work Distress

Stages of Burnout

Balancing the Personal and Professional

Supporting Wellness Planning

Chapter 4: Approaches to Minimize Distress from Job Demands

Shared Expectations

Fit

Hyper-efficiency Sprints

Recovery

Daily Recovery

Time Off

Chapter 5: HRV Biofeedback and Mindfulness

Resonance Frequency

Carbon Dioxide and Overbreathing

Healthy Breathing

Establishing an HRV Mindfulness and Biofeedback Practice

FLARE

HRV Biofeedback

Chapter 6: Job Resources and Leadership

Emotional Symmetry

Co-regulation and Supportive Supervision

Trust

Psychological Safety

Mindfulness

Honesty

Humility

Empathy and Accountability

Chapter 7: Eustress, Job Resources, and HRV

Eustress and HRV

Shared Values

Shared Vision

Cognitive Dissonance and Motivation

Chapter 8: Engagement

Feeling Cared About as a Person

Supporting Professional Development

Resources

Democracy

Recognition

Chapter 9: Individual Strategies for Peak Performance

Sleep

Movement and Exercise

Nutrition

Alcohol

HRV Hacks

Chapter 10: Interview with the Authors

What is your morning routine?

Evening Routine

How do you structure your day to maximize productivity?

What is your strategy to reach peak performance for significant work events?

How do you approach recovery?

When you hit the exhaustion stage of burnout, what is your recovery plan?

What wellness strategies do you use when traveling for business?

What strategies do you use for low HRV days, illness, or hangovers?

What are you considering changing to improve HRV?

Conclusion

About the Authors

Matthew S. Bennett

Dr. Inna Khazan

Dr. David Hopper

Appendix 1: Assessing States and Traits

Appendix 2: HRV Algorithms

Appendix 3: Job Demand and Resource Model

Appendix 4: Wellness Plans

Appendix 5: Values and Vision Questions

Appendix 6: Job Resources to Support Wellness Practices

Appendix 7: Sleep Improvement

Appendix 8: Inflammatory and Anti-inflammatory Food

Appendix 9: Basic Supplements

References

The information contained in this book, including but not limited to text, graphics, images, and other material, is for informational purposes only. No material in this book is intended to be a substitute for professional medical advice, diagnosis, or treatment. Always seek the advice of your physician or other qualified healthcare provider for any questions you may have regarding a medical condition or treatment and before undertaking a new healthcare regimen. Never disregard professional medical advice or delay in seeking it because of something you have read in this book.

We dedicate this book to all the HRV nerds and early adopters of innovative technology. For those we have met, we love you, and we cannot wait to meet the rest of you!

Foreword

“Hey Jeff, I have a crazy idea. You free for lunch tomorrow?” 

On a beautiful and sunny day in Denver, Colorado, in July 2019, I first learned about heart rate variability or HRV. Matt Bennett had invited me to lunch to ask my opinion on a concept floating around in his brain. 

As a tech-industry veteran who has helped numerous small software companies grow, I immediately started to see the potential in his description of HRV. Over three hours that day at “lunch,” Matt conveyed the undeniable science behind HRV; his frustration about the current application of HRV; his belief that everyone should care about HRV, not just athletes; and his vision to bring HRV into the helping professions. I had no idea the journey on which Matt and I were about to embark.

Almost exactly twenty years before this lunch, I first had the good fortune to become acquainted with Matt. We were both young, idealistic twenty-somethings who were long on ideas but short on experience. In our first few encounters, which were purely social in nature, I was impressed by several things about Matt. His passion and energy struck me first, as they are apparent from the very first conversation you will have with the man. His energy is infectious and genuine, and frankly, a trait that still makes me a bit envious. So of course I said yes to his invitation to lunch, crazy idea or not. Lunch with Matt is never dull.

Beyond his passion for work and life, his intelligence and constant drive to learn struck me next. As the years of our friendship grew, I followed Matt’s career as an executive in the social services, health care, and educational fields. Instead of being satisfied by his accomplishments at such a young age, he focused more on providing better care for clients and improving the culture of his programs. As his passion and interest grew, he figured out a way to fit an MBA program into his increasingly busy schedule.

It did not surprise me to find Matt early on in his HRV learning curve already thinking about how this science could help those struggling to heal from trauma. As a trauma therapist, Matt said that he always felt like a physician whose patient comes in complaining about severe pain in their leg, but he had no access to an X-ray to diagnose and treat the condition effectively. It bothered him that he had no way of measuring how someone’s trauma affected their nervous system. Matt’s greater frustration was that without such a tool, he could not measure the effectiveness of hisinterventions to help heal the neurobiological injuries left over from traumatic experiences.

Matt’s frustration started to turn to excitement after a series of episodes on his Trauma-Informed Lens Podcast. His fellow podcaster, Curt Mower, brought up the idea of doing a series of shows on something called heart rate variability or HRV. As the person who organized most of the topics for the podcast, Matt was happy to hand over the reins for a few weeks. Even after reading hundreds of books on trauma, the brain, and health, he had very little knowledge about HRV. As Curt, Matt, and their fellow trauma expert Jerry Yager progressed in the series, I could hear Matt starting to see the potential in this science, which uses the slight variation between heartbeats to provide powerful insight into the health of the brain and nervous system. It became clear that HRV provided Matt the X-ray-like tool he had desperately needed for the last twenty-five years. 

As he explored with Jerry and Curt the possibilities of using HRV as a clinical tool, he also started to see its potential to quantify employee and business health. If interested, we republished these episodes in our Heart Rate Variability Podcast. Search for Matt’s Introduction to Heart Rate Variability episode if you want to experience his growing passion firsthand. 

As Matt does when something excites him, he became obsessed with reading everything he could about HRV and figuring out how to bring it to the helping professions. Although people discovered HRV centuries ago, its importance emerged in a handful of studies in the 1960s. Researchers began developing sophisticated algorithms to measure HRV from readouts of electrocardiograms, or EKGs. Each algorithm provided a unique way to capture the messages the heart is communicating about cognitive, medical, mental, and social health and wellness. In the decades since those original publications, interest and research in HRV have increased dramatically. 

Quickly, I started to understand Matt’s excitement for HRV as an incredibly powerful biometric. A question came up: if HRV is such a meaningful measure, why is it not utilized by every business, healthcare professional, and therapist? Even more so, why have so few people in these fields even heard of HRV?

I quickly learned that this was why he had invited me to lunch. Historically, technologicallimitations prevented the widespread implementation of HRV as a daily biometric. Unfortunately, until recently, taking someone’s HRV required them to use an expensive EKG with a computer designed to run the complex algorithms that turn the heartbeats on the EKG into an HRV score. Due to the complexity and cost of the machinery, HRV existed primarily in research laboratory settings, limiting its usefulness as a practical tool (Gentleman, Hornick, & Parmigiani, 2017).

In the past few years, smartphone technology, using the phone’s camera or an inexpensive Bluetooth HRV reader, drastically reduced the cost of taking accurate HRV readings. These readers brought HRV out of the laboratory setting and into the hands of individuals, allowing people to take measurements whenever and wherever they wanted. In just a few years, HRV went from an expensive and challenging-to-access measure to a practical and inexpensive tool for individuals and professionals.

Next, Matt started exploring existing HRV smartphone apps. He was very impressed with some of the available applications. However, most existing apps focus on helping elite athletes maximize physical performance and recovery. Matt could not find any that met the confidentiality standards or functionality that would allow HRV to become a clinical or human-resources tool for those in the fields in which he worked.

Now we get to where Matt’s passion for learning and making the world a better place brought him into my domain of technology. The opportunity to apply technology to revolutionize an industry is rare and both exciting and daunting at the same time. When Matt initially approached me with the concept of using HRV for helping and healing organizations, I was taken aback by the potential. While I was new to the field, I quickly saw the ability to apply HRV within these organizations as a game-changer and a potentially lifesaving concept. 

The more I learned about HRV, the more excited I got. As we finished lunch, I entirely bought into the prospect of helping organizations leverage HRV-based technology to provide better care, achieve improved outcomes, prevent self-harm and relapse, and support their employees’ health along the way. It became apparent that we needed to develop the technology to bring HRV to the helping and healing arena.

Eight months after that fateful lunch, the Optimal HRV app launched in March 2020. While Matt and I ran the technology startup playbook step by step for a successful launch, no one predicted what happened next. The day we officially launched the app, the world shut down because of COVID-19. Organizations set up to implement the Optimal HRV app shifted funding quickly to surviving the public-health and financial crisis that hit the social-service and healthcare professions particularly hard. 

Every start-up understands that even the best strategic plans will evolve and pivot over time. The pandemic forced us to take what we started to term a strategic pause. While few of our initial clients could focus on anything but survival, Matt and I took this opportunity to address the knowledge gap surrounding HRV. Due to historical, technological, and cost barriers, the few books written on HRV focus more on complex algorithms than practical day-to-day applications. Most of the science on HRV stayed in journals or technical books few people ever read. 

With time on our hands, Matt published his fourth book, Heart Rate Variability: Using Biometrics to Improve Outcomes in Trauma-Informed Organizations. We also launched the Heart Rate Variability Podcast in the Spring of 2020. These two efforts connected us to the world of our fellow self-proclaimed “HRV nerds,” who share our passion and see the possibility in HRV. 

Besides working to fill the knowledge gap surrounding HRV, we also used the strategic pause to build a fantastic team. We asked a former colleague of mine, Ben Riley, to come on as our Chief Technology Officer toward the end of 2020. Ben immediately brought Vivian Lobo on board to help with further developing the technology and Amy Hanwell to assist with marketing. Their passion and drive continue to improve the app and help us reach a larger audience. 

While we will never forget our March 2020 launch as halted by the most significant public-health crisis in recent history, another date has incredible importance for Optimal HRV. Matt had heard Dr. Inna Khazan’s interview on another podcast. Dr. Khazan had recently published her excellent book Biofeedback and Mindfulness in Everyday Life: Practical Solutions for Improving Your Health and Performance. Matt immediately ordered her book and reached out to Dr. Khazan before finishing Chapter 2. They scheduled their first call for January 6, 2021.

I will not soon forget my call with Matt later that day. A mob had taken over the United States Capitol Building; yet, in one of the craziest days in U.S. history, a new possibility emerged for Optimal HRV. “A faculty member at Harvard Medical School and one of the world’s foremost experts on HRV biofeedback and mindfulness is interested in joining our team!” 

One of Matt’s frustrations that led us to develop the HRV app is that few folks in the space returned his inquiries about helping get the technology for those experiencing homelessness, foster families, those struggling with addiction, or those with other social issues. On that day, we could not predict the future of our country, but we knew our ability to help people through HRV took a huge step forward. 

As I started to read Biofeedback and Mindfulness in Everyday Life, I saw the reason behind Matt’s excitement. Initially, Optimal HRV focused solely on tracking HRV. You will read throughout this book why tracking is so crucial. Integrating Dr. Khazan’s work on HRV biofeedback and mindfulness allowed us to help our users to not only track but to improve their cognitive, medical, mental, and social health. Besides her brilliance, Dr. Khazan became an integral part of the Optimal family. 

A few months later, Dr. David Hopper reached out to us after finding the Heart Rate VariabilityPodcast. I had heard from Matt several times that some of the best, most practical information on HRV came from chiropractors. Dr. Hopper’s interest in HRV evolved from his holistic and person-focused approach to health and wellness. It only took a few calls with Dr. Hopper to realize we needed to add him and his passion to our team. Dr. Khazan and Matt bring their strong expertise in mental health; Dr. Hopper brings the same expertise in medical and physical wellness. 

After the publication of Matt’s book, we started to notice something unexpected. While most in the helping and healing professions struggled to survive the pandemic, business leaders began reaching out. They read Heart Rate Variability and wanted to measure our interest in bringing the science into the corporate setting. 

While the focus on helping organizations drives our passion, helping to improve the health of people and communities is our mission. When developing Optimal HRV for the medical and mental-health professions, we needed to create a HIPAA (Health Insurance Portability and Accountability Act)-compliant system to monitor their clients and patients and protect privacy. In doing so, we also created a perfect tool for leaders and managers to monitor the cognitive, medical, mental, and social health of their people. 

I had to sit back and laugh as we started these conversations with business leaders. They all said they loved the book and tried to convince Matt that HRV could make a massive difference in the corporate world. I found this humorous because it is nearly impossible to find someone who has read more business and leadership books than Matt. It was great to find passionate folks in the business world who could quickly translate Matt’s focus on helping and healing professions into their corporate environment. 

We started joking with Matt that he needed to write an HRV book targeted toward business leaders. It did not take long before he sent us the Table of Contents for this book. As someone who has spent my career in the high-stress world of technology start-ups, I am so excited to get this book out into the world. The business world needs to wake up to the vast amount of research on the connection between stress, burnout, and outcomes. 

In this book, you get Matt’s expertise in stress and mental health that resulted in four previous books and a career spent talking to and training thousands on how to help others. You also get to see how he translates this expertise into the corporate setting, showing companies how to improve people’s wellness to maximize outcomes. I am also excited that Dr. Khazan and Dr. Hopper bring their knowledge to this book. They further our understanding of how the physical and mental health of our workforce is crucial in accomplishing a company’s strategic goals.

Because of HRV, therapists like Matt and Dr. Khazan no longer need to feel like a physician without an X-ray. In the same way, those in the business world no longer need to guess about the health and wellness of their people. HRV and the understanding of how wellness and burnout affect our bottom line can help innovative leaders achieve a substantial competitive advantage.

Introduction

Take a minute to imagine the future of your business. What does it look like? How does it feel? What has changed? What are people doing to ensure success in this future?

For most businesses, envisioning the future means thinking about new ways to integrate and utilize technological advancements. Even with developments in artificial intelligence, deep learning, automation, and computing power, people still lie at the center of every business. Business success always has and will continue to rely heavily on their people’s collective cognitive ability and interpersonal skills in order to meet customer and market demands. The problem for many leaders is that it is challenging to quantify cognitive and relational capacity and readiness to perform.

Recent technological advancements now allow leaders to include monitoring the cognitive capacity and mental health of their workforce as part of their future vision. Next time you are in an office building, on a bus or train, or in a restaurant at lunchtime, notice people’s wrists. You will see smartwatches gathering and analyzing biometrical data, such as heart rate and movement.

Few doctors in the history of medicine have had more health information on their patients than these watches, the smartphones they synchronize with, and the companies that manage the data. These tech companies analyze data on every heartbeat, spoken word, and breath. As biometric hardware and software advances, people will gain increased insight into their health.

Most business leaders possess some notion that stressed or burned-out people struggle with efficiency and productivity. “How are your people doing right now?” Historically, this question was difficult, if not impossible, to answer. A survey can only give limited data at the specific point of time when someone fills it out. Business leaders have had to rely on anecdotal observations or gain insight through missed targets and unacceptable business outcomes. We now live in a world where an inexpensive device or a watch that many already wear on their wrist could provide business leaders with quantitative and accurate information about people’s intellectual and emotional health.

Think back to that vision for the future of your business. Are people in this future engaged and excited about their work? Do they possess the intellectual capacity to solve complex problems and overcome challenges facing the business in evolving future markets? Are they mentally healthy enough to engage effectively in a vibrant business culture and to support and engage customers?

Business leaders find themselves in a fascinating place in history. New and inexpensive technology provides users with incredible cognitive, mental, medical, and social health data. Business outcomes require healthy, engaged people. Yet few business leaders currently get access to this crucial data.

We wrote this book to address this issue and give our readers a chance to gain a competitive advantage. As technology and comfort with biometrics continue to advance, more businesses will utilize measures like heart rate variability as a business metric. Today’s leaders find themselves in a unique position, with an opportunity to become early adopters and achieve an advantage over competitors by maximizing the potential of their people.

As many business leaders already know, healthy and engaged people achieve better business outcomes. Burnt-out people achieve less-than-optimal outcomes, cost the business money, and hurt its culture and morale, pulling other people's performance and motivation down with them. Biometrics helps leaders understand the health of their people, documents the positive or negative effects of human resources and other initiatives, and provides an early warning to more significant issues.

In this book, we focus on one specific biometric, heart rate variability or HRV. It will become apparent in Chapter 1 as to how this biometric provides leaders with a tremendous amount of crucial information on their business. Before jumping into this exciting science, let us address the elephant in the room right up front.

As with most technological innovations, biometrics comes with ethical dilemmas for early adaptors and innovators. By its very nature, biometrics is personal data. This data provides leaders with crucial information on the health and productivity of their people. However, do people trust leadership and the company enough to share this data? Those who get daily information on their people's cognitive and emotional health possess a clear strategic advantage over those who stay in the dark.

Our excitement for the power of biometrics and HRV led us to engage friends and other professionals we respect around the vision that resulted in this book. The most common response we heard from people, the majority of whom had never heard the term heart rate variability before the conversation, was “I would never share that information with my boss!” Many in leadership positions agree, “My people would never share that information with me.”

We look at their wrists and respond, “You know you are currently providing that information to the big tech company behind that device every second of the day and night.” At this point, some people sit back and think. A couple remove their watches and examine them. Others quickly respond that they trust their boss and business far less, even though they do not trust big tech very much.

Our follow-up question is equal parts entertaining and insightful. “Well, what if your boss gave you a $50 gift card to your favorite coffee shop every month if you shared the information?” The person often smiles as they think about free coffee, “Then I would not have any problem.” Some others, those without a caffeine addiction, would share it for a hundred or two off their healthcare premiums. In our conversations, we find few people would give their biometric information to their employer for free, but almost all would provide it for a few cups of coffee or a hundred dollars a month off their healthcare costs.

These conversations put forth a challenge to implementing biometrics in a business environment. Some of these challenges should dissipate with time. We freely hand over our Social Security card, birth certificate, and all the other information needed to take out mortgages and credit cards in a person’s name upon starting employment. Few people hesitate to share this very personal information.

Biometrics tracking will only increase in the next decade. In businesses where people do not feel comfortable sharing data, the strategies in this book can still create a competitive advantage. For those implementing the Optimal HRV app, we can deidentify user information or create reports for businesses without names. This small step helps address most of the concerns raised when implementing the science and research in this book.

As biometrics becomes a regular part of people’s lives, we predict this hesitancy will dissipate. The technology currently exists to make the following possible. A decade or two from now, this example will describe a typical day for many people.

Someone wakes up and checks the biometric data generated by their bed on their quality of sleep and energy level to start the day. Throughout the night, the bed communicated with their thermostat, aromatherapy device, and humidifier to create an environment for an optimal night’s sleep.

Their toilet analyzes their waste to gain insight into their daily dietary needs, detect disease, and scold them for drinking too much wine the night before. They put on their shirt with biometric sensors placed strategically to measure heart rate variability, galvanic skin response (a marker of stress), and the content of sweat. Before leaving the house, they put on a smartwatch that tracks movement, air quality, and stress levels.

During their commute to work, sensors in the car seat measure alertness and stress level, suggesting relaxing music when stressed and more upbeat songs if they need to wake up. At work, they put on a headset that measures stress through vocal tones. Between calls, they get feedback and suggestions on being more effective on the next call.

Their smartphone collects data from all these sensors throughout the day and provides recommendations for lunch based on their current stress levels. Later at the gym, the phone offers a suggested workout to maximize remaining energy while minimizing the risk of injury. Each exercise machine adds data to their biometric record.

At home, biometrics quantifies the family’s discussion on, “How was your day today?” as parents monitor their children’s stress levels and physical activity. To unwind, they play a video game customized around their biometric states, challenging them to adjust heart rate or breathing to get through the game's challenges. Finally, their bed sends a reminder through their watch that they need to end screen time, put on blue-light-blocking glasses, and pick up a book if they want to maximize sleep quality.

The technology to make this future vision a reality already exists as of this writing in 2022. This reality might excite some and seem like a dystopia to others. Regardless, human history with technology usually starts with fear before widespread acceptance. There is no evidence that biometrics will be any different.

The message to business leaders is that biometric information will become more prevalent and normalized in people’s lives. It will give people the health data needed to help them live longer and healthier lives

Let us now address another dilemma in how leaders use biometric data. HRV allows the leader to predict the cognitive, physical, and emotional capacity someone possesses to succeed in their work. So, what happens when a person has had too many drinks the night before, did not get any sleep because of a sick baby, or got into an intense fight with their spouse? The leader has data showing they will not perform at their best today, but they still need to show up for their job.

As you will read in this book, we suggest that, in most situations, leaders should not pay too much attention to daily readings. The main problem with daily readings is that there are too many variables potentially influencing each reading, providing misleading information. Healthy but challenging activities such as a long run, a fast bike ride, or an extended fast can lower short-term HRV as the body recovers from the physical stress, making it seem like the nervous system is struggling. However, once the recovery is complete, HRV is likely to bounce back to the original baseline or possibly go even higher, correctly indicating an improvement in overall health.

Similarly, a few days of poor sleep, a fight with a spouse, or a few too many drinks on a Saturday night can also lower short-term HRV. While these lower scores may indicate some difficulty with self-regulation, these decreases are often temporary. It is difficult to determine the accurate trajectory and meaning of HRV just from a few days’ worth of data.

As long as people show up and perform to expectation, these personal events are not the concern of leadership, as long as weekly averages stay relatively stable. While a daily score can predict productivity and effectiveness on the job, most people manage to perform consistently through one or two days of lower scores, as the authors of this book can attest. Longer-term HRV averages are much more indicative of overall health and wellness, as they are less affected by the short-term variability and therefore serve as more effective leadership tools.

While the general rule is to attend to longer-term averages, there are a few situations where daily HRV monitoring allows the leader to offer additional support. For example, when a business is going through a particularly stressful event or transition, it may be helpful to attend to shorter-term trends to catch people who are struggling early on and offer support and aid in recovery. HRV provides an objective measure of the recovery process and allows the leader to gauge the effectiveness of the support and resources.

With daily HRV monitoring, the leader needs to work with people to decide how and when data is shared. Involving people in decision making helps to position HRV as a supportive wellness tool and avoids being punitive.

Furthermore, in certain occupations where lives hang in the balance, such as surgeons, construction workers, pilots, first responders, and police officers, significant drops in daily HRV might indicate a reduction in the capacity for effective decision making, physical agility, and the ability to read critical social cues. Leaders and their people should proactively strategize different interventions when these significant drops occur. Everyone should understand that any action taken after a considerable reduction in someone’s HRV is based solely on safety considerations.

We admit that we struggle with the above suggestion, as we know leaders need these critical workers to show up for work and do their jobs. Most people want to work and often feel guilty when health and psychological issues prevent them from showing up for their teammates and business. Leaders need to balance these considerations with the significant improvements to safety realized through thoughtful HRV monitoring. Daily readings might save lives if reductions in mental, cognitive, or social functioning put people at risk.

When using HRV to mitigate risk, the leader needs to ensure they use the information in a supportive way that avoids shame and stigma and protects the person's confidentiality. Just as daily HRV tracking helps leadership make crucial decisions on how personal or professional stress impacts people’s safety and readiness, daily readings also track recovery and show when the person is safe to return to work. We highly encourage leaders who manage these high-risk positions to develop specific wellness plans that promote a collaborative approach for recovery while prioritizing safety.

Finally, leaders should never use HRV or other biometrics in a punitive way. No person should ever receive punishment for a drop in HRV. Providing HRV data to a leader puts people in a vulnerable position. The only way HRV becomes a successful management tool is when implementation supports wellness. The minute that HRV is used to shame or punish people is the moment it becomes useless. Loss of trust between people and their leadership will make HRV data less trustworthy, as many will stop taking readings or have someone else take their reading for them.

Chapter 1: HRV and What It Is Measuring

The word “heart” gets thrown around a lot in the business world. We use “heart” to describe a resilient person going above and beyond for the company. A team might refer to a critical member as their “heart and soul.” The marketing department will use “heart” language or symbols to convince potential customers of their commitment to the environment, people’s well-being, or other social efforts.

Since human beings first started writing, they positioned the heart as the seat of wisdom, strength, compassion, and love. The development of modern neuroscience shifted this focus as it sought to explain emotions and intelligence by studying complex chemical changes in the brain. The heart got relegated to a supportive role supplying the brain with blood so it can do its magic.

Research and technology now challenge the view of the heart as just a pump. It turns out that our ancestors’ focus on the heart as the seat for human connection, emotion, and wisdom was not misplaced. There is, in fact, much more to a heartbeat than just a reassurance that the body is receiving the blood it needs to stay alive. As people learn to listen to the heart's messages, they find fascinating information on the health and resiliency of minds and bodies, the wellness and productivity of their workforce, and the effectiveness of business practices.

Why Is Variation Healthy?

The mathematical definition of HRV is the measurement of the differences in time between successive heartbeats over a set period. Many people believe that the heart beats consistently, like a musician’s metronome helping to keep a steady beat. However, hundreds of years ago, people discovered slight variations in the rhythms of heartbeats, giving us the term heart rate variability.

Heart rate measures the average number of heartbeats per minute. While a low resting heart rate is usually a measure of positive health, a higher degree of variability between beats over time demonstrates a higher level of cognitive, medical, mental, and social health and wellness. Simple math indicates that fewer heartbeats per minute provide a greater opportunity for the variation to occur. In most situations, a lower resting heart rate will correlate with a higher HRV (Billman, 2011; Kamath, Watanabe, & Upton, 2012).

Initially, it might seem counterintuitive that variation or inconsistencies in human physiology correlate with health and wellness. In an age of machines and technology, people usually connect quality and performance with consistency and predictability. When a car, computer, or airplane operates in unpredictable ways, it results in anything from frustration to loss of life. In contrast, biology and psychology need the flexibility to adapt to changes in the environment and within the body. Heart rate variation is an indicator of that flexibility.

No one exists in a vacuum. People’s environments change throughout the day; challenging them to adjust to stress, social situations, intellectual challenges, and physical activities to survive and thrive. Similarly, biological systems adapt to digest food, fight viruses, and sleep. Physical, psychological, relational, and intellectual success depend on our ability to respond to changing demands and tasks throughout the day.

Stress, Homeostasis, and HRV

The greater capacity people have for flexibility, the better they maintain homeostasis. Homeostasis is the body’s ability to adjust, matching internal states to the demands of the environment. Primarily an unconscious activity, the ability to maintain homeostasis provides the physical energy, emotional regulation, and cognitive ability to succeed at work and in life. HRV measures a person’s ability to maintain homeostasis as external or internal demands change.