Human resources and well-being professionals have important roles and responsibilities in aligning cultural influences with well-being. This episodes describes six primary dimensions of culture: (1) leadership support, (2) shared values, (3) norms, (4) peer support, (5) touch points, and (6) climate. It examines how each cultural dimension can be aligned with a cultural of well-being.
There are many subcultures at work, at home and in the community. It is important to identify which subcultures are most important for addressing specific well-being goals. This episode explains how. Managers and well-being champions can be empowered to create well-being subcultures within their workgroups.
Leaders send strong signals through their own attitudes and behavior. Fortunately, being an effective role model does not require a perfect lifestyle. This podcast offers a variety of techniques available to those leaders seeking to become more effective well-being role models.
This episode is about adopting a step-by-step approach to following through on supporting well-being goals. Adopting such a systematic approach makes such complex changes possible. Over time you and your team can shape new well-being norms.
Over the long haul, physical and social environments can make or break our efforts to make lifestyle changes. You can help identify the people and places that will be most supportive to your peer’s success. Your peer can reduce exposure to less supportive people and places.
Having a well-being story is a powerful household culture-building strategy. Households are often formed around shared experiences. Examples include overcoming challenges related to work, health and prejudices. The narrative includes the characters and plot. The benefits of well-being could be recognized in this story. The plot could also include healthy activities.
This episode is about aligning norms and traditions are aligned with housemates’ lifestyle goals. A first step is to examine existing norms and determine how they support or undermine well-being. The healthy behaviors that you desire should become “the way we do things around here.” They should become the norm. It is also important that long-standing traditions be modified so that they better support well-being.
This episode examines strategies for aligning the rewards and recognition with well-being. Cultures set the standard for how rewards are perceived. This episode explains some of the ways rewards and recognition can be tailored to better support and not undermine well-being.
This episode examines strategies for aligning the relationship development touch point with well-being. Cultures establish how relationships are formed and maintained. In a well-being culture, healthy activities and conversations present opportunities for people to get to know one another.
This episode features an interview with Dr. Judd Allen. Judd earned his Ph.D. in Community Psychology from New York University and has been President of the Human Resources Institute for more than 30 years. Dr. Allen discusses social climate research on health and organizational performance. He also provides a case study of social climate and its implications.
This episode is about fostering a sense of community. A sense of community exists when people feel like they belong, trust one another, help one another, and get to know one another. Where people don’t get along and feel disconnected, well-being suffers. Organizational policies and procedures can be designed to enhance community. Well-being programs have played an important role.
This episode is about fostering a shared vision. A shared vision exists when people are excited about the direction of their workgroups and organizations. With a shared vision people are inspired and see how they are working together to achieve common purposes. The well-being initiative should be aligned with the vision of the workgroup or organization. Organizational policies and procedures should be aligned so that they are consistent with the vision.
Imagine five concentric rings. The center represents people who are actively involved in supporting well-being. In the fifth, and final, ring are what we call well-being antagonists. This episode examines strategies for shifting attitudes towards well-being values.
This episode examines how to help leaders at all levels to be able to explain what the well-being initiative is, why it is important, and how people can participate. The culture goal is to empower our leaders to develop their ideas and statements about well-being.
This episode is about the strategy of helping people to see the fruit of their efforts. Many products and services are built and delivered in multiple steps. As a result, some employees do not get to see the customer experience. Helping all employees to witness the final product or service in action is a powerful strategy for enhancing purpose.
People need feedback to know how they are doing. This episode shared several useful guidelines for giving constructive feedback. In addition, organizations should establish policies and procedures that optimize the benefits of feedback and limit common flaws. Regular feedback that is offered in a respectful way is a valuable strategy for supporting purpose at work.
This episode is about the strategy of championing a cause or taking a principled stand. Championing a cause and taking a principled stand can provide a sense of integrity and collective pride. Organizations may even adopt causes that fall outside of the scope of their core business self-interest. Organizations may make decisions that put the public good before immediate self-interest. Doing what is right can be enough justification. Such charitable and principled acts contribute to purpose.