As a leader, being open and vocal about your commitment to well-being sends a clear message to your team that they are valued beyond their productivity. This fosters a culture of care, encouraging individuals to prioritize their own self-care and to look out for one another.
More than talk
Communicating well-being as a leadership priority is crucial, but actions must back up the words. By making team well-being an actual leadership goal, you demonstrate genuine care, authenticity, and a willingness to be held accountable. This fosters trust and shows your commitment to creating a supportive environment.
It’s about creating a culture
Well-being at work isn’t a quick fix. Initiatives and interventions shouldn’t be reactive to burnout or company changes. Instead, well-being must be integrated into the core of how the organization functions and embedded into the team’s daily processes and culture.
Most importantly, promoting well-being as a leader should center around fostering a culture of well-being within the workplace.
This means that well-being is valued and practiced at every level of the organization. Ultimately, workplace well-being is a shared responsibility between the organization and the individual, with leadership playing a crucial role in guiding and supporting this balance.
You can create a ripple effect
Leaders can have a significant impact by modeling their own well-being practices and coaching others to discover what works best for them. As Dr. Suzy Green later emphasizes, “It’s better to inspire others than to tell them what to do.”
In the following content you’ll explore:
- Strategies for building resilient teams with insights from expert Dr. Taryn Marie Stejskal, including the benefits of embracing vulnerability
- Understanding that fostering a culture of well-being isn’t a “tick-the-box” exercise, but requires continuous education
- Leveraging inspiration as a tool to promote and support others’ well-being
- A science-backed approach to motivating behavior change, using coaching to help team members set and pursue their own well-being goals
By the end, you’ll have the opportunity to reflect on how to integrate concrete well-being goals into your leadership strategy in a meaningful and measurable way.
Reap the benefits – get started!
Building a genuine culture of well-being must evolve naturally and organically with the team. It should be responsive to the environment and the needs of the people within it. The long-term benefits of these efforts include greater team happiness, fulfillment, and productivity.
Lastly, it’s important to remember that optimal well-being is not a fixed destination. Life’s ups and downs naturally cause fluctuations in well-being. However, with supportive strategies and structures in place, leaders can foster an environment that helps navigate these challenges, ultimately enhancing team well-being and resilience overall.