To accompany “What is Well-being” Activity Handout
Pre-reading articles and general knowledge should support this exercise.
Presenter Note: ensure pause for reflection before diving into presentation/next slides
What ‘well-being in the workplace’ has meant during the past decade [create 1 slide]
On-site gyms and discount membership
Wellness assessment programs
Programs
Insurance incentives on exercise, tobacco cessation
Definition of Well-being [or do we start out with ‘what makes a human whole?’] [create 1 slide]
Our Research (clear references of where we got we have determined!)
introduce:
Internal Well-being- Health
External Well-being - Community
Human Value (allude to it or for 4 hour session only)
The link to demonstrating value, yields value
More than just ‘hands’ in a knowledge economy
Increasingly seek place to engage vs. just a job
Ref: http://www.astd.org/Publications/Magazines/TD/TD-Archive/2013/04/Intelligence-Employee-Health-a-Growing-Company-Concern?cm_mmc=bronto-_-email-_-marketing-_-zs-2013.04.16-cop-humancapital-newsletter-april&email=kori%40leadthedifference.com&utm_medium=email&utm_source=bronto&utm_campaign=zs-2013.04.16-cop-humancapital-newsletter-april
Clearly make case that individuals are motivated by different things. They are as leaders –can attest to the things that work and don’t work – can confirm that when they are not sleeping well, eating well, overweight, etc. they are less effective.
What do they need to create a more holistic approach to self? AND drive that approach?!
NOTE: this slide needs to also be printed as a handout for participants – goes with ACTIVITY #2
Resources: workandwellbeing.com, Delivering Happiness book (Zappos), Gallup Well-being book, Sodexo Quality of life per square inch, plus multiple points out of Lead The Difference Secondary Research Review on Well-being (2013)
These are the 5 components of development one’s well-being as a leader.
We will begin with Defining, and then around through to Growing.
There will be an exercise designed for each component of development.
[should this go before slide 5 ?. We start share it in slide 2, but get we don’t want to start of too formal there, but think after they initially reflect on what is well-being and you share past and present info the defining part is done? Really like this guide by the way]
To accompany “My Individual Well-being” Activity Handout
Pre-reading articles, presentation and general knowledge should support this exercise.
Presenter Note: ensure pause for reflection before diving into presentation/next slides
EUDIMONIC WELL-BEING. Reference: http://psychfaculty.gmu.edu/kashdan/publications/jrp_beinggood.pdf
Build case for valuing self, take care of self, then can show value and take care of others, then you can be your best, others can be their best. Not instead of good business focus but a compliment and accelerant to it. START from a place of eudiamonic well being, vs. feelings of happiness. Links well-being to purpose.
You are your ‘home’ for life, for leadership, from which all things you do are built from. Keeping your ‘home’ in repair helps to ensure you are able to do your role, to s upport othes. Your home is unique to you, only you know what you need to keep it up and when!
When I think of home I also think about my family that lives there and friends that visit.
Supported by a community of meaning/purpose/greater aspirations.
Where we are headed, starts with the INDIVIDUAL mapping out and designing his/her own blueprint – we cannot lead others from a holistic perspective if we are not leading ourselves holistically.
Introduce ‘human value’ and link to purpose
Generational elements, demands of workplace, connections while also virtual, meaning, purpose, movement – connect to the individual through their needs
Individual sense of purpose begins with leaders and managers so that they are then prepared to support and develop the individual employee’s sense of purpose. Then all individuals are able to better connect the organization’s purpose through their own.
[wonder if Activity 4, My Purpose and value, comes after this and before My individual Well-being roadmap? It seems to flow after this slide as it reflects on purpose and value that is introduce here? No? Just a thought. If so, we would have to update the Activities’ wording a bit to match]
To accompany “My Purpose & Contribution” Activity Handout
Pre-reading articles, presentation and general knowledge should support this exercise.
Presenter Note: ensure pause for reflection before diving into presentation/next slides
Research based: trends, societal needs, generational differences,
Ref: http://www.multivu.com/players/English/59261-sodexo-workplace-trends-2013/flexSwf/impAsset/document/b910d33e-34af-45ae-b1fb-3f35e38a0bd5.pdf
We spend the bulk of our adult life at work or working
We all agree we are managing and leading in a knowledge economy – one that is engaged through clear expectations, recognition and association with the company mission. However, this is not insufficient in a world that is increasingly aware that motivation through the ‘carrot and stick’ or incentive based approaches really haven’t ever worked (Pink 2009) [brief note about the caveat that w/ repetitive, simple tasks it can be appropriate?] We as humans are motivated in a behavioral economy where motivation comes from things being interesting, challenging and absorbing. This is crucial for creativity. Innovation comes from creativity, engagement, and challenges in customer associated needs.
Employee driven – individualized – leader drives own well-being as a role model and then supports employee taking own self into planning and results.
we are not clear about what this means since we are ‘doing unto’ vs. with or in support of one’s chose path
More than just ‘hands’ in a knowledge economy
Increasingly seek place to engage vs. just a job
what is a leaders job? Not manager but actual leader? You can still have command w/o being controlling?
We live in a world of getting by vs. one that accepts a culture of happiness and its links to productivity and overall well-being.
75% of workers are actively looking for or open to leaving their current employer JobVite 2012.
Stress will be the greatest concern of the next decade for our workplaces. Humana CEO, Dec 2012 Presentation to Net Impact National organization webinar
They are increasingly seeking more purpose-based opportunities where they can contribute in meaningful ways. Especially the Millennial or GenY generation – 75% believe it is ther responsibility to make the world a better place. A job that does not align with that mission and purpose will frequently not be an option.
To accompany “My Well-being Roadmap” Activity Handout
Pre-reading articles, presentation and general knowledge should support this exercise.
Presenter Note: ensure pause for reflection before diving into presentation/next slides
Whole Human Leadership - while followers look to leaders for direction, they gain more from working froma sense of purpose and individual meaning.
How can leders show the vision and the way and still empower individual purpose and well-being?
Ref: http://sloanreview.mit.edu/article/finding-meaning-in-the-organization/
A Foundation of Well-being Individualized
Organization and leaders truly value humans when they care about and support needs beyond the brain
Integration for short and long term
LEADING OTHERS, SUPPORTING WELL-BEING IN PRACTICE
Summary – ‘here is well-being’ our definition, their work as a foundation of leadership self.
CHALLENGE WHAT LEADERSHIP WITH WELL-BEING LOOKS LIKE – MAYBE DESCRIBE THE ENVIRONMENT
EMPOWERMENT, ACCOUNTABILITY, SUPPORT, CREATIVITY, HAPPINESS, ALL COMING FROM LEADERSHIP EMULATING WELL-BEING FROM SELF, ETC.
Tee up an INTEGRATED leadership lens. Is it just well-being? What does Well-being support or is supported by?
How do the humans who are ‘well’ contribute, are measured, lead the org through change and innovation?
To accompany “My Human Value Canvas” Activity Handout
Pre-reading articles, presentation and general knowledge should support this exercise.
Presenter Note: ensure pause for reflection before diving into presentation/next slides
Human Value Realized Canvas: building a whole human map
Well-being
Talent: Strengths and leadership talent of team; Develop, Leadership readiness
Performance: How objective? How do you know? How meaningful to individuals? How autonomous?
Agility: Internal Resources: Support - culture, technology; External: Structure – systems, workspace
CLOSING (2 MINUTES)
Why does it all matter
Individualize vs. standardize
Empowerment
Relevance yields Behavior Change and Engagement
individuals are at the center – that human value becomes a strategic imperative.
DNA
The LEADERSHIP IMPERATIVE is to build a standard strategy and support system that allows for individualized well-being. This system should convey the benefits of this individualized support system for both the individual and the organization/mission/objectives. These should be quantified through clear metrics of improved productivity, performance, quality, innovation, employment branding and retention.