Creating an overview based on what is currently available, what the company is currently actioning as well as a deeper understanding of how the company is perceived. Stepping back like this before creating a monthly wellbeing focus will ensure that the training is more effective in terms of cost, time and efficacy.
An outline comprehensive Wellness Strategy for longer-term effectiveness
Once the first overview has been developed, the company check and audit. The wellbeing coordinator is then in a good position to see where the gaps are within the organisation and develop a strategy around those gaps.
For instance, if senior leaders in the company feel that they are providing enough resources on the EAP and therefore the mental health agenda has been served but the audit shows that only 2% of the organisation are using the facilities. There is a gap. An expectation gap.
Another example I have encountered working with organisations is the strong belief that company Y has a robust wellbeing ethic and feels that their employees are well provided for, and yet one or two line managers are overworked, stressed and are creating pockets of tension in their team. Generating strain and a bottleneck of pressure in that department, which in turn affects the entire organisation.
Without an adequate ‘where are we now’ audit stage, these knowledge, expectation and engagement gaps go unnoticed and widen as more information is supplied without any real knowledge of what is required.
Acknowledging that a reactive wellbeing approach is at best irrelevant and worst-case scenario alienating employees who find the wellbeing activities pointless and inconsequential.
Once level 1 Audit has been carried out, further levels of Organisational resilience can be developed so that resources are effectively focused, relevant and appropriate use of time and budget.
Working with a number of companies I have developed The 6 core resilience platforms™ which is a continuum. Each level supporting the next level in the six levels of organisational resilience. I have outlined a brief summary below:
Level 1: Company culture Check
- Check the culture and climate of the organisation
- The initial ‘check’ platform begins with an organisational audit.
Level 2: Create awareness around Choice for managers
- Managers have a choice on how to react, awareness training is developed based on the knowledge gaps discovered in level 1.
- These trainings are based on education and awareness of mental resilience techniques
- Mental agility is the awareness that there are effective strategies that will grow and empower teams.
Level 3: Managers develop a Conscious Commitment to incorporate resiliency techniques
- Managers have an objective response, not an emotional one
- Deeping the knowledge from level 2 awareness training, level 3 is longer training based on developing and using mental agility
- Level 3 is about changing behaviour rather than simply awareness of behaviour using mental agility techniques.
- Leader education and growth around a conscious commitment to changing the culture so that employees are empowered to make a difference.
For a more detailed analysis of the 6 Core Levels of Organisational Resilience ™️ A framework for Organisational Resilience: 6C’s of workplace resilience read more here: How to Build Resilience in the Workplace: The Ultimate Guide
Level 4: Combine and Integrate wellbeing response company-wide
- All employees combine and integrate work/life balance
- Based on the concept: HEALTH AND WELLBEING
- An integrated wellbeing strategy & tools to create wellbeing integration on an individual level using Health techniques such as – nutrition, sleep, exercise and hobbies
Prefer Video? Watch Resilience Training in the Workplace
Level 5: Consistency
- Managers have embedded the wellbeing tools – now creating consistency around wellbeing
- Based on the concept: STAMINA
- Tenacity using developed skills of persistence, bounce back and realistic optimism
Level 6: Consolidate and Community
- Managers move towards extrinsic rewards from the community
- Based on the concept: COLLABORATION
- Developing deep and sustainable social competencies built through supportive networks
Next steps
Book a call with me, Adele Stickland and together we can discover what stage your organisation is currently at, and how you can best implement the most proactive strategy that will serve your employees.
