Consultant Proficiency Resources: Wellness Wednesday-Wellbeing Matters
On another Wellness Wednesday, CPR presents cultivating a healthy work environment through Moral Leadership. A Moral leader is responsible for setting the tone within the organization, including a healthy work environment. Expert reference a healthy workspace free from tension and toxicity, where your employees know and can freely introduce their idea and thoughts free from ridicule. Such an environment promotes the overall well-being of the organization. Knowing this, employees are more engaged and creative; well-being increases job satisfaction and productivity. According to Gallup 2023 article, "when your employees' well-being is thriving, your organization directly benefits -- they take fewer sick days, deliver higher performance, and lower burnout and turnover rates has the team's best interest with every decision; but when your employees' wellbeing suffers, so does your organization's bottom line." That's the idea.
While many experts attempt to place a wellness work environment regardless of the leadership style, I've witnessed throughout my 25 years career that some leaders will fake implementing a wellness culture that never materializes. CPR's stance on leadership is that of a Moral Leader. As a Moral leader, you are or become a leader that possesses empathy, has the team's best interest with every decision, operates with integrity, provides the platform for employees to model the behavior, and moves with wisdom. That's huge because such a leader cultivates a healthy work environment. So, if you have yet to subscribe to the CPR Moral Leadership Coaching tidbit series on youtube via CPR Moral Leadership Coaching - YouTube, please go to the link, subscribe, and share.
Trending from 2022 was the Great American Resignation, where Americans, regardless of age, opted out of the sewer system called Corporations. Taxes and payoffs drive big Corporations instead of employees' well-being. CPR stands with the Center for Creative Leadership (CCL), which states that well-being matters. CCL (2023) states that "workers today are not as willing to sacrifice everything for their jobs. Instead, they desire fulfilling careers where they do meaningful work on a team where everyone is encouraged to thrive." CCL offers six keys to well-being. CPR recommends incorporating the six components in your CPR Moral Leadership Coaching tidbit self-reflection exercises on your way to evolving into a Moral leader. The 6 Keys to well-being are:
Employees seek to find intrinsic value and meaning in their work. As a leader, ensure employees see how their daily tasks are linked to the organization’s mission. Value alignment is especially crucial for younger generations in the workforce. For example, if you are on your faith walk, you may more easily identify your purpose and passion and encourage the same for your team. CPR contends that the intrinsic must first include identifying your life's purpose, then your work.
Human Capital is about professional growth and worthy investment. There is a direct link between employee well-being and the level of growth they are experiencing within the organization. This is especially true for millennials and younger. Everyone desires to stimulate and be challenged mentally challenge. Leave robotic, automatic, automatic work for AI. See, there is a space for AI, after all.
Health is wealth. This is true for organizations as well. There is a cost to pay for fostering an unhealthy workspace, which we will explore next week; however, according to CCL, "health is an essential component of wellness, as healthy minds and bodies are shown to enhance reasoning, problem-solving, learning, and creativity." Optimal health and leadership effectiveness start with foundational practices, such as movement, nutritious foods that fuel your brain, power naps during the day, and a good night’s sleep. For additional ideas on foundational practices about health, please review blog postings on CPR's Wellness Wednesday series.
Agency begins with what you let into your mind—meaning what comes from your environment. If you lack agency, your attention is likely, being hijacked, and you need to figure out how to restore it. When employees perceive a sense of control instead of feeling externally controlled, they tend to be better. When they meet roadblocks, people with a sense of agency are more persistent in achieving their goals and living with intention at work and home. A good example is an alternate work schedule.
Workplace flexibility benefits organizations by improving employee engagement, loyalty, and retention. People perform at higher levels when they have the agency to schedule their workdays and prioritize what’s essential across their work and personal lives. CPR also featured a post on considering alternate work schedules for your organization. AWS is one consideration for recruiting the best employees for your organization.
Employee well-being also requires leaders intentionally help people to connect. That’s important because solid and healthy relationships lead to acceptance of others and a culture of respect. According to CCL, "whether we’re being supported, or we are supporting others, we come away with a great feeling of connection and belonging, which is an essential human need.” The goal is to foster employee well-being by creating a trusting environment where people feel comfortable being themselves, share their feelings, and know they will find support.
Organizations benefit from resilient employees because resilient people operate more effectively and productively in challenging organizational settings or during times of change.
According to CCL, "resilience and well-being are not the same things. While resilience is needed during stress, uncertainty, and setbacks, well-being always impacts us. When times are tough, resilience is the ability to bounce back. Not only are resilient people able to adapt in the face of adversity, but they also grow and feel prepared for their next hurdle." CPR will drill down further the following Wednesday to explore emotional resilience.
A Moral leader is best suited to implement the six concepts of well-being due to the innate nature of a Moral leader. A Moral leader's selfless, gracious, merciful, and compassionate characteristics will undoubtedly allow the leader to cultivate a healthy workspace organically. When a leader supports well-being, creativity, and productivity abounds.
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