Each organization is essentially its own ecosystem. Even if the company is apart of a larger parent company, that office will have its own way of operating. Noticing and understanding that is what I mean when I say that I approach companies from a Holistic point of view.
characterized by comprehension of the parts of something as intimately interconnected and explicable only by reference to the whole.
This is why it is important to look at your organization as a whole. My philosophy is that it starts from the top down. Leadership needs to first lean into their own evaluations of self and understanding. How are they perceived? How do they manage people. The hard truth is, that just because you are in a position of leadership or influence does not mean you automatically know how to manage people. There are so many different elements required in leadership. Thankfully, people can have these soft skills and further leadership training and skill can be developed. Being a mindful leaders keeps you present in the moment of all that it takes to keep the company running. From tech to sales, from HR to housekeeping...everyone has a part to do and they are all important.
I bring up the importance of Well-Being for Leadership because the leaders well-being (or lack of) directly impacts their direct reports. When the Direct Reports can see the leader is making their own personal Well-Being a priority...it gives the employee permission to do so as well.
I believe there are Two Versions of Workplace Well-Being and both are important.
1) Leaderships Version:
A leader is privy to need to know information that others are not aware of. They have to make decisions and operate in a way that best services the business and the employees. They are operating on a bigger picture mindset and are not as much in the day to day. This gives them the ability to see the company and people as a whole. However, because they are not typically in the day to day...their experience and expectations are different then those who are. They might feel because they can see the full picture that they know best what everyone might need/want. This is where workplace well-being can be disconnected and start to break down.
2) Employees Version:
This person is in the day to day. They know the practicalities or impracticalities of using systems that have been put into place. They are the boots on the ground so to speak and one of the most valuable assets of growth a company has. Their need for support is different then that of leadership. They are not privy to the full picture and rely on the guidance of their leaders.
Where the breakdown happens is when leadership ASSUMES the needs of the employees. The Leaderships version of Well-Being vs Employees Version can vary. It is important to have good communication when defining what Well-Being means as a company and define what Well-Being means to the employee. Ask employees to define what Well-Being means for them. How could they be best served? With those answers in mind, leadership can make informed decisions that will make employees feel valued.
This is about rehumanizing the employee experience. Leadership, HR, Managers etc are not the enemy they are so often made out to be. We are all people and report to someone and each person deserves to be seen and understood.
If you would like Rosa Castano to come lead a Stress Management Workshop at your company or for a group of individuals please emails: email@example.com