There are now more than 165 HealthyCultureNow episodes. This podcast features sample episodes from the seven series that are now available. The episodes teach skills for creating a culture of well-being at work and at home. HealthyCultureNow gives voice to the largely untold story of how culture–for better and for worse– greatly influences our efforts to achieve healthier lives. Each episode shares strategies for shifting the culture toward supporting our individual and collective potential. The episodes were developed for three audiences: (1) employees and other individual VIPs, (2) leaders including all levels of management, and (3) human resources and well-being professionals.
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.
This episode uses true/false questions and their textbook answers to explain important attributes of a culture of 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 communication touch point with well-being. The goal is to increase the quantity and quality of communication related to psychological, social and physical 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.
