What does your employee’s well-being say about your culture?

Over the last few years, we’ve seen a focus on employee well-being and improving ‘life at work’ – recognizing the importance of supporting the mental, physical and emotional health of our workforce. Afterall, our mental and physical energy drives our ability to think, act and create. Although offering a wellness program is often made with the best of intentions, these programs often fall short because one key element was overlooked – the role of the organization’s culture.

What does that mean? Well, think of it this way…If you tell people to get an annual physical, but do not offer programs that address health concerns or foster a culture that is inactive, how are you really helping them? At the end of the day, you cannot force someone to participate; however, the more you tie your program back to your culture and what fits within your organization, the better is will be received. Unlike the movie Field of Dreams, employee wellness initiatives cannot have a ‘build it and they will come’ approach. There’s more to it.

Don’t believe me? Consider these wellness stats: Although 85% of companies offer a wellness program, only 60% of employees are even aware it exists – and of those who know it exists, only 40% participate. To be successful, your wellness program must have strong leadership support, reflect the company’s cultural beliefs and values, and address the whole employee (social, emotional, mental and physical health).

So how can you weave your culture into your wellness initiative? Try some of these great ideas:

• Get Moving! Consider adopting stand-up meetings vs having everyone sitting as usual. Or conduct a walking meeting if it is just with one or two others. In fact, walking meetings are linked to increased creativity! Steve Jobs knew this as he preferred to conduct important business meetings while on a walk. The more we move, the more creative and engaged we can be.

• Skip the Donuts! Ok, maybe not every time given they are a crowd pleaser, but make sure to offer healthy snacks that are packed with the nutrition our bodies need when working long hours on a critical project.

• Reward & Recognize! Your employees are working hard on their wellness – reward them for their effort! And make it public to show your support and commitment to a healthy culture. Receiving positive feedback is a great way to boost emotional health.

The wellness of your employees matters. It is not only human to care about others – especially those that give us their time, ideas and energy day in and day out – but creating a culture of wellness will inevitably impact your bottom line – enabling your organization to be more productive, more creative, and just a great place to work for all.

Reach out to us at https://www.successfulculture.com/contact/ to discover how we can help your organization design a wellness program that reflects your cultural values to best engage your employees.  Our SCALE Academy is the perfect place to start! Building cultures where everyone feels valued is what we do best.

Six Steps to Lead Your Business (And Yourself) Through an Unexpected Setback

Small business owners are vulnerable to major disruptions when life throws a curve-ball. We make ambitious plans with “permanent” deadlines, knowing that one unexpected event can derail everything and we will need to pivot.

The Three Things Companies Need to Thrive

I’ve had a slew of podcast interviews over the last few weeks, and virtually all of the hosts have asked me what I think is the necessary ingredient for continued business growth. I speak from a place of making mistakes, and from getting things right over the last 20 years.

The three things I believe companies need to survive are a market niche, relevancy, and a mindset of greatness. I’ve named them in order of difficulty.

It’s Not Personal; It’s Our Values

Values dictate every major decision and action in an organization – from the clients that a company engages, to the people that a company hires, to seemingly simple behaviors such as leaving a door open or closed. Values determine our behavior when others are not around to watch us. They are the core of integrity – which manifests when values are integrated with our actions. Personally and professionally, they frame the most important aspects of who we are, and what matters to us.

Who Is the Best Sales Person in Your Company?

One of my coaching clients called me this week, asking for advice on where to find a great sales rep. She’s launching a start-up that has been in the works for months, and is obviously anxious to get her product to the market. My advice to her was to look in the mirror. That’s where she would find her best sales rep.

Personal Development IS The Goal

Personal development is not a tool for reaching a bigger goal. Instead, becoming a “complete human being is already the biggest and most noble goal you can aspire to.” Most of us are on a quest of continuous self-improvement, with the goal of attaining greater success. “If I attend this school, if I obtain this certification, if I achieve this milestone, then I will be able to attain another level of achievement.” The personal development is often tied to a desired outcome that moves us from one level to another.

Personal Development IS The Goal

Personal development is not a tool for reaching a bigger goal. Instead, becoming a “complete human being is already the biggest and most noble goal you can aspire to.” Most of us are on a quest of continuous self-improvement, with the goal of attaining greater success. “If I attend this school, if I obtain this certification, if I achieve this milestone, then I will be able to attain another level of achievement.” The personal development is often tied to a desired outcome that moves us from one level to another.

Embracing the Leadership Legacy of Nelson Mandela

Nelson Mandela has come to the end of his long walk to freedom. He joins some of the greatest leaders in history – Lincoln, King, Gandhi, Gorbachev, Kennedy, and the Dalai Lama – as a man who dedicated his life to unity, equality, and creating a world that is guided by compassion, tolerance, and justice.

Mandela’s passing provides us the opportunity to examine our own leadership traits. I’ve identified 8 traits that I believe defined Mandela’s life and leadership. These are traits that I have always tried to carry through my 20 years of entrepreneurship, and it’s not been easy. Mandela has inspired me to try harder; I hope he inspires you too.

Monday Mindfulness: Purposeful Listening for Greater Connection

There is a big difference between “hearing” and “listening.” We often hear the people around us, whether engaged in a group dialogue or one-to-one discussion, but we don’t always “listen.”

Especially in today’s environment where there are so many platforms to speak, we are bombarded with noise and messages that dissolve into useless babble.

Ideally, the art of conversation is an intentional exchange between two like-minded individuals that is mutually beneficial, and creates connection and harmony. In this circumstance, the two participants are equal partners. The speaker is active, and the listener is receptive. A conversation in which someone is speaking but no one is listening – either intentionally or non-intentionally – creates disharmony in the conversation and the relationship.

Making a Partnership Work

Businesses can’t grow without strategic partnerships. When thoughtfully selected, the right partner can enhance a company’s client base, capabilities, market presence, and overall brand. When selected poorly, the wrong partner can result in wasted time, energy, and resources, with nothing to show for your efforts, and can potentially harm your company or reputation.