I recently interviewed Bobbi Hartshorn, the founder of Well Wise, a workplace well-being and performance enthusiast, shares her journey from working in the student space to diving into the world of workplace well-being. 

○ Challenges of organizations face today

○ Difference between Wellness and Well-being

○ Leadership Realities: The Good, the Bad, and the Ugly

○ The Importance of Ethical Leadership

○ 4 Practical Tips for Leaders looking to Instigate Positive change in their Organizations

○ Final Thoughts

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Challenges of Organizations Face Today

Bobbi highlighted a critical issue: the gap between well-being discussions within industry insiders and the reality faced by business leaders and their teams. While well-being is often viewed as a set of external perks—encouraging employees to eat better, sleep more, and exercise—She affirms that true well-being is intrinsically tied to internal factors within an organization.

The key takeaway is that workplace well-being is not a mere add-on. It's not about superficial measures like occasional wellness programs, but a profound shift in how leaders approach internal business factors. Management styles, leadership approaches, organizational culture, and policies all play pivotal roles in shaping employee well-being, and, consequently, their performance, productivity, motivation, and engagement.

Bobbi urged leaders to recognize the need for a fundamental change in language and understanding. While the journey so far has been essential, it's time to delve deeper into the internal workings of organizations. Without addressing these foundational issues, the burnout epidemic and other challenges in talent management and retention will persist.

To truly tackle well-being, she stresses the importance of honest and frank conversations within organizations. This self-reflection is not always easy, but it's essential for creating lasting change. Leaders must ask themselves what behaviors need to change internally before relying solely on external solutions like webinars and wellness programs.

Difference between Wellness and Well-being

Wellness, Bobbi explained, primarily focuses on physical health—exercising, sleeping, and eating right. While these aspects are crucial, they only scratch the surface. Well-being, on the other hand, delves deeper into an individual's sense of self, purpose, fulfillment, and control over various aspects of life.

In the workplace context, well-being extends beyond individual well-being. It involves the psychological and mental health of employees, the workplace environment, and the broader cultural context. 

Well-being, as Bobbi aptly put it, is a team sport. It's about recognizing the interconnectedness of individuals and encouraging  a culture that promotes thriving collectively.

As we navigate the evolving landscape of workplace well-being, these insights serve as a guide for organizations seeking meaningful and lasting change. It's time to move beyond quick fixes and embrace a holistic approach that addresses internal factors, promotes genuine well-being, and cultivates a thriving team environment. 

Leadership Realities: The Good, the Bad, and the Ugly

The Ugly: Stratified Income Levels and Power-Driven Leadership

She addresses the stark reality of a super-stratified income level and payment system prevalent in many organizations. It needs to reevaluate how individuals are treated, supported, and valued based on their position within the company. She notes the persistence of egotistical, power-driven leadership, citing a cultural influence that perpetuates this style.

The Bad: Leadership Crisis and Lack of People Skills

A critical issue is the crisis in leadership priorities. She highlights a shift in focus from technical skills to people skills, noting the alarming trend of leaders prioritizing their professional prowess over cherishing positive relationships. The lack of investment in developing leaders' interpersonal skills has contributed to burnout, with 84% of managers acknowledging their role in this concerning phenomenon. 

“Leadership is all about my ability to be a great engineer or a great lawyer or whatever it is and the people is secondary and I think that is a leadership crisis that we are now.”

The Good: A Growing Awareness and Sparks of Brilliance

Despite the challenges, he recognizes a growing acknowledgment of leadership issues. Organizations are beginning to invest in human-centric leadership skills, recognizing the importance of promoting positive relationships among team members. Increasing demand for training that focuses on ethical decision-making and granting employees the freedom to make choices that align with their well-being.

The Importance of Ethical Leadership

She points out the need for a paradigm shift in leadership styles, urging leaders to move beyond short-term, reactive decision-making. By sustaining ethical leadership, organizations can create a positive workplace culture, enhance morale, and build trust. Bobbi concludes that addressing these leadership challenges requires coaching and a commitment to change ingrained behaviors that hinder organizational success.

4 Practical Tips for Leaders looking to Instigate Positive change in their Organizations

1. Relevant Activities

The significance of giving employees time for activities they genuinely care about, asserting that this investment can enhance overall productivity. A significant portion of work doesn't add value, necessitating a critical assessment of how time is spent on various tasks. Keeping a detailed record of daily activities and evaluating their contribution to the organization's values, mission, vision, goals, and targets.

2. Choose Responsibility over Relegation

Leadership to take responsibility for encouraging a culture of well-being rather than relegating it to specific roles or departments. It indicates a holistic approach where everyone in the organization plays a part in creating and maintaining a healthy work environment. The importance of long-term thinking is also discussed, and the conversation moves towards potential solutions, including the idea of having dedicated teams focused on investigating and planning for the future.

3. Prioritise Long Term Thinking

Organizations need to prioritize long-term thinking and invest in preparedness to navigate challenges successfully. The lack of such forward-looking initiatives is highlighted as a significant risk for companies, emphasizing the importance of adapting to changing landscapes and avoiding crises due to unpreparedness.

4. Intentional Behaviours 

Highlighting the importance of choosing how one shows up in the workplace and the impact individuals can have on their teams and organizations. Being a force for good doesn't require grand gestures but involves daily choices about attitude, collaboration, and support.