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.
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.