Willful ignorance and hubris at the top - Guide MOBĒ Employee Review

As someone who has worked in the field of psychology and lifestyle medicine for decades, it was endlessly frustrating to work for a company run by people with seemingly zero experience in the field and even less interest in learning about what the research says about lifestyle-behavior change. MOBE needs to recognize its ignorance and quickly get up to speed in order to be competitive but constantly refuses to learn from those that understand the field and prioritizes fantastical opinions about how behavior change works rather than diving into anything remotely based on best practices. Most of the “philosophy” is from the clinical team run by people entrenched in an outdated medical model without any training in behavior change psychology or lifestyle medicine who genuinely believe that mansplaining that “sleep is good for you” and collecting metrics is the secret sauce that no one has ever thought of, despite decades of public health research pointing toward those techniques being ineffective and incomplete at best. If it were that easy, everyone would be in great shape after a primary care visit. It is laughable. The health guides, many of whom have real experience in the field, are forced to follow a poorly written script (calls are audited and “graded” by people without any professional experience in healthcare). This auditing process actively discourages guides from using their professional judgment, empathy, and meeting the participant's needs. If you work with a complex ppt who doesn’t perfectly conform to the program, the guide is seen as the problem. . Guides are scapegoated for the failings of the program Leadership needs to get real and address the root causes. Management psychology 101 would point towards extreme micromanagement not inspiring great performance. I’ve never worked in a healthcare setting that audits every word you say rather than relying on the professionals they hire to cater their approach to the unique needs of the participant. Again, from the HR team to the clinical team the tools they use are outdated and ignore decades worth of research about how to motivate the participants or inspire employees to have high performance and work satisfaction. Reading one Harvard Business Review article could be very enlightening to those in leadership. When engagement and retention are low due to a completely ridiculous program design, they blame the guides (many who actively have to suppress their impressive training in the field to stick to “the program”). How sad! Work for this company if you believe that collecting random data and metrics (in a completely clunky, labor-intensive manner) somehow creates a good user experience and magically leads to behavior change. If you know anything about the actual science and the field, do not work here! Your expertise and critical thinking skills will be seen as a negative and a threat to the leaders that are entrenched in nonsensical, non-science-based ideas about how this all works. They promote people who don’t think critically and are ignorant about the field and will simply take barking orders because they don’t realize how flawed it all is. A wearable would offer what this company is trying to replicate in a more effective manner. If you want a true coaching or behavior change experience that facilitates self-management in an innovative way based on real science YOU WILL HATE WORKING HERE. The saddest part is that the guides are very talented and understand how to inspire and support people and are never listened to at the company's peril. It seems logical you’d want to learn from those who are actually doing the work every day but again, nothing about this company is based on logic, science, or good design principles. It’s sad because the mission is fantastic but the execution is flawed. This is not a company that learns from its mistakes or admits when it's wrong. I don’t expect it will be around much longer.