One System, Multiple Launch Styles
Choose from three implementation models—lightweight, guided, or embedded—to match your team’s readiness.
Designed for Smaller Teams
No wellness department needed. The entire system fits within existing rhythms and lean operational realities.
READY TO GO
Install Real Wellness Without the Overhead
A Lightweight System for Teams That Want to Start Today
Preventative Health™ installs in days—not months. It’s a flexible, low-lift framework that equips your team with structure, shared language, and the tools to support real health literacy—without needing a committee, a strategy deck, or culture-wide change to begin.
Full Access on Day One
Digital tools, training, and guidance unlock instantly—so planning, prepping, and onboarding can begin immediately.
Built for Quick Start
No delays, no prerequisites. Preventative Health™ begins the moment you decide—structure is already waiting.
🧱 Three Models. One System. Your Fit.
These implementation models reflect the full range of how Preventative Health™ can operate inside your organization—lightweight, guided, or fully embedded.
Each model represents a different depth of integration—from quiet availability to structural literacy. But this isn’t a tiered system of value. All three deliver the same program. What differs is the rhythm, ownership, and visibility within the organization.
We’ve built these models to adapt. You’re not locked into one approach. You can start where your team is ready, scale up over time, or select based on your current leadership capacity. Because Preventative Health™ doesn’t require the organization to change overnight—it installs in ways that reflect what’s already real.
Whether you’re a small team seeking light structure, or a growing company ready to embed health literacy as a core competency—there’s a version of Preventative Health™ built to carry the load with you.
🌀Wellness Start
The Most Lightweight Implementation of Preventative Health™
This model is a strategic low-friction move for organizations with limited capacity or readiness. And while it may not transform culture, it still introduces a healthier tone: one where understanding is made available, and employees aren’t left waiting for clarity.
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The program is offered as a standalone resource—without expectation, tracking, or structured rollout.
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Employees receive access to all four courses, often via branded cards or internal announcements.
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Participation is entirely voluntary and self-paced—there is no rhythm, no accountability, no reporting.
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Leadership may mention the offering in a company-wide message, but it is positioned as an individual benefit, not a cultural initiative.
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There are no formal prompts, discussions, or follow-ups. No one is “checking in.”
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The act of offering the program functions as a symbolic gesture of support—a quiet sign that the employer sees value in health literacy, even without performance pressure.
🧩 Organizational Fit Profile
Org Segment
Micro/Lean
~10-30 Employees
Mid-Size
~30-75 Employees
Structured
~75-100+ Employees
Case
✅
⚠️
⚠️
10-30/Employees
Considerations
-
High ease of implementation
-
Zero facilitation or rhythm required
-
Leverages tight comms and fast change cycles
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Doesn’t ask for what they don’t have (managerial layers, formal rhythms)
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Would underserve the organization’s potential
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Could be perceived internally as performative if not positioned well (“this is all we’re doing?”)
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Risks leaving impact on the table
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Too light to create culture impact at this scale
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Seen as checkbox wellness: “We handed out something once”
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Fails to leverage existing rhythms, manager engagement, and communication tools
📊 Strategic Depth Score:
Dimension
Cultural Penetration
Behavioral Shift Likelihood
Health Literacy Development
Peer-Led Conversation
Cross-Hierarchy Connection
Retention of Learning
Impact Visibility
Scalability
Self-Directed Continuity
Score
2
2
2
1
1
2
1
5
3
2.1/5
Reason
Cards may appear in desk spaces or be remembered symbolically, but there's little structural reinforcement.
Best suited for individuals already inclined toward self-education. Little behavioral reinforcement beyond the card delivery.
Only accessible if employee self-initiates. The curriculum is strong, but delivery is passive.
No structures or incentives for dialogue; any peer sharing would be incidental.
No shared rhythms or visibility; hierarchy flattening is unlikely to occur spontaneously.
If accessed, the learning is sticky; but without reinforcement or repetition, retention is limited.
No tracking, sharing, or reflection means effects remain hidden unless surfaced informally.
Extremely scalable—just distribute cards. No overhead, no friction, no coordination.
Self-motivated individuals may continue, as the system is designed for clarity and progression.
🔩 Ease of Implementation
Dimension
Ease of Time Allocation
Ease of Managerial Engagement
Ease of Cultural Onboarding
Ease of Tracking & Monitoring
Ease of Facilitation
Ease of Communication Rhythm
Ease of Policy Alignment
Ease of Training / Prep
Ease of Feedback Management
Score
5
5
4
5
5
4
5
5
5
4.8/5
Reason
No time allocated; employees engage on their own terms outside of work hours.
Managers don’t need to participate, monitor, or endorse the program actively.
Minimal messaging needed—basic awareness via the cards is sufficient.
None required. No engagement metrics or feedback loops.
No facilitation—no circles, no moderators, no internal roles.
Only needed at launch; optional to maintain rhythm.
No HR policy changes or schedule shifts needed.
No one needs orientation or support beyond the initial handout.
Not expected or required; low input, low complexity.
🌱Balanced Integration
The Midpoint Between Full Cultural Installation and Quiet Availability.
This model works especially well for organizations in transition—those who want more than symbolic action, but don’t yet have the scaffolding to fully embed curriculum. It builds legitimacy without rigidity. The result: a culture where wellness becomes a live topic, not a latent obligation.
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Participation is encouraged, but not required—framed as a professional development resource with organizational endorsement.
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The learning rhythm is suggested, often supported by nudges (e.g., weekly reminders, internal calendar invitations, or shared prompts).
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Teams are invited to weave program themes into meetings—perhaps with simple reflection moments, quotes, or rotating highlights.
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Leaders may model participation lightly, mentioning what they’re learning or encouraging discussion—without formal oversight.
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Health literacy begins to show up in the internal conversation—not as a mandate, but as an increasingly familiar tone.
-
There may be designated point people in HR or People Ops helping to keep the rhythm coherent, without becoming managers of compliance.
🧩 Organizational Fit Profile
Org Segment
Micro/Lean
~10-30 Employees
Mid-Size
~30-75 Employees
Structured
~75-100+ Employees
Case
🔁
✅
🔁
30-75/Employees
Considerations
-
Possible with high team trust and minimal rhythm scaffolding (e.g. 10-min reflections at weekly check-ins)
-
Best suited to orgs with visible leadership buy-in and a willingness to experiment with lightweight structure
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Capitalizes on growing rhythms without requiring overhaul
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Managers are present, if not perfect—this model gives them light scaffolding
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Structure exists but still adapts quickly—perfect for rhythm-driven engagement
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Ideal if the org isn’t ready for mandatory participation or time carve-outs
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Offers excellent culture value with modest structural ask
📊 Strategic Depth Score:
Dimension
Cultural Penetration
Behavioral Shift Likelihood
Health Literacy Development
Peer-Led Conversation
Cross-Hierarchy Connection
Retention of Learning
Impact Visibility
Scalability
Self-Directed Continuity
Score
4
4
3
3
3
4
3
4
4
3.7/5
Reason
Visible in weekly rhythms and language, though not omnipresent.
High probability of change among engaged employees, especially with mild reinforcement.
Core lessons are accessed and discussed; internalization is moderate to high.
Peer dialogue is encouraged but informal; arises naturally in some teams.
Shared access and language across roles, though without deep flattening moments.
Weekly cadence and light reinforcement support solid retention.
Anecdotal feedback, occasional check-ins, and cultural tone shift are observable.
Can be easily extended across teams with templates and light onboarding.
Employees are likely to continue due to mild accountability and personal relevance.
🔩 Ease of Implementation
Dimension
Ease of Time Allocation
Ease of Managerial Engagement
Ease of Cultural Onboarding
Ease of Tracking & Monitoring
Ease of Facilitation
Ease of Communication Rhythm
Ease of Policy Alignment
Ease of Training / Prep
Ease of Feedback Management
Score
4
4
4
3
3
3
4
4
4
4.8/5
Reason
Minimal protected time required; short blocks or asynchronous engagement works.
Managers model engagement and allow space for reflection, but don’t lead facilitation.
Requires thoughtful intro and value framing, but not full culture change messaging.
No rigorous tracking, but casual engagement pulse or check-ins may be used.
Light structure helps guide conversation, but no dedicated facilitator needed.
Templated nudges, calendar links, and visual tools make rhythm easy to maintain.
Can live inside existing professional development or wellness communication.
Simple guidance needed for key players; bulk of team can start immediately.
Occasional feedback encouraged, but no formal structure needed.
🧠Embedded Literacy
The Deep-Structure Deployment of Preventative Health™
This is not surveillance. It’s not corporate wellness theatre. It’s curriculum-as-culture, and it functions as a slow, steady re-alignment of how humans operate inside the system of work.
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Participation is expected, perhaps formally included in onboarding or performance development.
-
Employees choose their course starting point but remain active across a consistent rhythm (e.g., one lesson per week).
-
Team conversations normalize reflection, with rotating opportunities to share what’s being learned—flattening hierarchy and broadening empathy.
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Health literacy becomes a core cultural theme, reflected in leadership modeling, communication tone, and weekly structure.
-
Time is allocated—modestly, but deliberately.
-
There may be a light-touch facilitation role within teams or departments to keep things coherent and alive.
🧩 Organizational Fit Profile
Org Segment
Micro/Lean
~10-30 Employees
Mid-Size
~30-75 Employees
Structured
~75-100+ Employees
Case
⚠️
🔁
✅
75-100+/Employees
Considerations
-
Would require capacity they don’t have: time allocation, shared reflection, consistent facilitation
-
Could overwhelm lean systems or fizzle out without reinforcement
-
Can work for orgs with strong culture leadership and defined values
-
Requires support from HR or a team lead willing to take cultural initiative
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Leverages existing rhythms (1:1s, standups, all-hands)
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Managers already lead conversations—this simply changes the content
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Infrastructure exists to handle light training, onboarding alignment, and internal comms
📊 Strategic Depth Score:
Dimension
Cultural Penetration
Behavioral Shift Likelihood
Health Literacy Development
Peer-Led Conversation
Cross-Hierarchy Connection
Retention of Learning
Impact Visibility
Scalability
Self-Directed Continuity
Score
5
5
5
5
5
4
4
3
4
4.4/5
Reason
The program is referenced in meetings, embedded in language, and visible in both messaging and norms.
Weekly lessons plus structured reflection and modeling significantly increase real-world habit shifts.
Lessons are completed consistently and discussed—maximizing conceptual clarity and cross-domain insight.
Rotation of shared reflections creates normalized peer-to-peer health discussion.
Leadership and staff engage side-by-side, with no differentiated access or structure.
Repetition, reflection, and communal integration support long-term learning.
While not tracked formally, effects are observed through conversation, tone, and visible outcomes.
Requires light internal coordination—scalable, but with some structure and handoff needed.
Participants are well-equipped to continue beyond the program due to strong foundations and emotional ownership.
🔩 Ease of Implementation
Dimension
Ease of Time Allocation
Ease of Managerial Engagement
Ease of Cultural Onboarding
Ease of Tracking & Monitoring
Ease of Facilitation
Ease of Communication Rhythm
Ease of Policy Alignment
Ease of Training / Prep
Ease of Feedback Management
Score
2
2
2
2
3
3
2
3
2.4/5
Reason
Some time (15–30 mins/week) must be protected or shifted for structured participation.
Managers must model, participate, and help hold space—this takes presence, not just permission.
Requires clear messaging, value framing, and perhaps a launch session to establish tone.
No strict tracking, but general visibility and engagement awareness should be monitored.
Some light facilitation or rhythm support is needed—whether from HR or informal team leads.
Initial comms investment required; after that, rhythm can be templated or peer-driven.
Doesn’t require policy rewrite, but may touch onboarding flow, internal development goals, or meeting structure.
Facilitators or managers may benefit from a short internal guide or overview before starting.
Some feedback capture is needed (informal or formal), but not burdensome with the right cadence.
You Can Start Today—with the Right Structure Already in Place
Everything is ready. You don’t have to build it. Just choose the model that fits your team best.
Preventative Health™ isn’t just priced to be accessible—it’s designed to be installable. The cards are ready. The training is prepared. The support is waiting. Whether you’re running lean or launching a full culture shift, implementation begins with clarity.
You’re not buying access—you’re gaining capacity. And you don’t need to figure out how to use it on your own. Choose your tier. Access your resources. Put real wellness in motion—without adding weight to your team.
This is structure, not software. Capability, not content. And it begins—not with a campaign, but with a card.
📟 Let’s Talk About What This Could Mean for Your Team
You don’t need to figure it out alone. Book a 20-minute discovery call with a Preventative Health™ advisor and explore how this system could support your culture, your performance goals, and your people. There’s no pressure—just clarity, transparency, and alignment.
We’ll walk you through your options, answer questions, and help you visualize how this would roll out inside your organization. If you’re looking for something real—something that builds capacity, not just participation—we’d love to talk.
Whether you’re exploring or ready, the first step is simple.
📞 Contact Options:
-
Phone: 587-486-1160
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Online Call [Click Here]
Partner & Support
Program & Resources
Subscribe to Our Newsletter
Effect Therapy Health Centre is the clinical practice behind Preventative Health—dedicated to evidence-based care, patient trust, and lifelong wellness
© 2025 Effect Health / Effect Therapy Health Centre. All rights reserved.
Proudly Canadian
Program & Resources
Partner & Support
Subscribe to Our Newsletter
Effect Therapy Health Centre is the clinical practice behind Preventative Health—dedicated to evidence-based care, patient trust, and lifelong wellness
How the Program Works
Course Pathways
Try a Free Lesson
52-Week Guided Enrollment
Open Access Option
30-Day Money Back Guarantee
Student Login
Group & Team Enrollment
Retail Opportunity
Affiliate Login
Employed Wellness™
Contact & Support
Effect Therapy Health Centre
© 2025 Effect Health / Effect Therapy Health Centre. All rights reserved.
Proudly Canadian
Program & Resources
Partner & Support
Subscribe to Our Newsletter
Effect Therapy Health Centre is the clinical practice behind Preventative Health—dedicated to evidence-based care, patient trust, and lifelong wellness
How the Program Works
Course Pathways
Try a Free Lesson
52-Week Guided Enrollment
Open Access Option
30-Day Money Back Guarantee
Student Login
Group & Team Enrollment
Retail Opportunity
Affiliate Login
Employed Wellness™
Contact & Support
Effect Therapy Health Centre
© 2025 Effect Health / Effect Therapy Health Centre. All rights reserved.
Proudly Canadian
Team Ready
$50/Employee
$71/Employee
Team Size: Up to 25
💳 Ready to Equip Your Team with Real Wellness?
Your cards, access, and onboarding support are just one step away.
Select your enrollment tier and launch a full-year health education system—no subscriptions, no admin burden, no complexity.
Billed Monthly (12)
One-Time - SAVE 30%
Included Program Cards
Digital Program Access
Organization Onboarding Guide - Digital Access
Organization Onboarding Guide - Print Copies
Preventative Health Program Guide - Digital Access
Preventative Health Program Guide - Print Copies
Organization Support Resources (OSR)
OSR Training Courses
Open Audit Enrollments
Shipping
$1,250 CAD/one-time
$149 CAD/monthly
25
✅
Instant
2
Instant
2
✅
✅
2
Free
Culture Ready
$40/Employee
$57/Employee
Team Size: Up to 50
Billed Monthly (12)
One-Time - SAVE 30%
Included Program Cards
Digital Program Access
Organization Onboarding Guide - Digital Access
Organization Onboarding Guide - Print Copies
Preventative Health Program Guide - Digital Access
Preventative Health Program Guide - Print Copies
Organization Support Resources (OSR)
OSR Training Courses
Open Audit Enrollments
Shipping
$2,000 CAD/one-time
$239 CAD/monthly
25
✅
Instant
4
Instant
4
✅
✅
4
Free
System Strong
$25/Employee
$36/Employee
Team Size: Up to 100+
Billed Monthly (12)
One-Time - SAVE 30%
Included Program Cards
Digital Program Access
Organization Onboarding Guide - Digital Access
Organization Onboarding Guide - Print Copies
Preventative Health Program Guide - Digital Access
Preventative Health Program Guide - Print Copies
Organization Support Resources (OSR)
OSR Training Courses
Open Audit Enrollments
Shipping
$2,500 CAD/one-time
$299 CAD/monthly
25
✅
Instant
8
Instant
8
✅
✅
8
Free
💳 Ready to Equip Your Team with Real Wellness?
Your cards, access, and onboarding support are just one step away.
Select your enrollment tier and launch a full-year health education system—no subscriptions, no admin burden, no complexity.
Billed Monthly (12)
One-Time - SAVE 30%
Included Program Cards
Digital Program Access
Organization Onboarding Guide - Digital Access
Organization Onboarding Guide - Print Copies
Preventative Health Program Guide - Digital Access
Preventative Health Program Guide - Print Copies
Organization Support Resources (OSR)
OSR Training Courses
Open Audit Enrollments
Shipping
Team Ready
$50/Employee
$71/Employee
Team Size: Up to 25
$1,250 CAD/one-time
$149 CAD/monthly
25
✅
Instant
2
Instant
2
✅
✅
2
Free
Culture Builder
$40/Employee
$57/Employee
Team Size: Up to 50
$2,000 CAD/one-time
$239 CAD/monthly
50
✅
Instant
4
Instant
4
✅
✅
4
Free
System Strong
$25/Employee
$36/Employee
Team Size: Up to 100
