• Ramanpreet Kaur posted an update in the group Wellness & Wellbeing

    1 year, 6 months ago

    Hi Deborah,

    Can you give some examples of organizations that have successfully integrated wellness into their corporate strategy and seen positive results?

    • Many different organisations are certainly exploring this now, incorporating wellness into the corporate strategy. There are apps that have been introduced to support mental health, programmes to support physical health and a variety of healthcare facilities delivered in-house. There are all valid and important, however, there are two areas that for longer term impact and the positive results you are alluding to, that need to be realised. One is leadership skills, understanding and behaviours. The apps and programmes are not very helpful if the leaders themselves are not modelling the way, setting clear boundaries and understanding that rest and recovery is a critical component of high performance. Secondly, the underlying culture is critical. Again it is hard to stay well if we are not situated within a safe, supportive environment. It is a relatively quick fix to offer an app, leadership behaviours and a culture of psychological safety is a longer term commitment. One that definitely delivers positive results, yet takes more effort, focus and time.

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    • What are some of the best practices then that the leaders should inculcate to be able to create a culture of well being in the organisation?

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      • They can think deeply about their leadership practice and what they want to leave in their wake. For example, they may need to expand their knowledge around how they manage their own mindset and emotion to remain consistent and calm under pressure. They may need to invest time in building their listening, questioning and empathy skills, to handle sensitive situations with care, avoiding fear and upset when things don’t go right first time. They may need to be more robust around objective setting, expectations, feedback and workload reviews. They may need to build time in for team reflections and check-ins and make working late and emailing at weekends a tabu rather than a sign of commitment. Leaders have the power to change the dynamic of whatever team they lead. However, it is unfair to expect this of them without providing a safe space and support for their development and growth. These are not skills we have necessarily expected before so understand, support and training is just as necessary for leaders (in some cases) as those they lead.

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        • Thankyou for such insightful answers Deborah. This is definitely food for thought…

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          • I am very happy that you found my responses helpful. Wellness is an individual, team and organisational responsibility. There are no one-hit wins, however, when we focus on the small shifts and changes we
            can make every day, take responsibility for ourselves and care for those we lead, it really does make a big difference.

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