Do You Have the Courage to Make Wellness Your Secret Weapon?

The unfiltered truth and how to handle it if you're not prepared.

Just yesterday, I celebrated a birthday in a Nordic spa circuit and connected?with a friend who had recently graduated nursing school. As we chatted about her debut in the workforce, I couldn't help but ask which of the many career paths she'd chosen. Without missing a beat, she said, "Oncology."

I'll admit, I was a bit taken aback.

"Oncology? Really?"

I wondered why such a vibrant, talented, health-focused individual would choose a field often associated with challenging outcomes. Was it the pay? The hours?

Her answer was simple and profound: "The culture." ??

She explained how the entire team, from senior nurses to the newest recruits, deeply cared for their patients and each other. They mentored with motherly love and weren't afraid to cry together when they lost a patient. In short, they had created a safe space where everyone could be authentically themselves. ????

This conversation got me thinking: in a world desperate for healthcare workers (and, let's face it, workers in general), why isn't this wellness-first approach the norm?

Sigh, why are we still debating the value of a healthy workplace culture?

The Excuses We Love to Hate ??

Now, I know what you're thinking. "But it's not that simple!" And you're right, it's not. But let's look at some of the common barriers organizations face:

1. "It's too expensive!" (Says the CEO approving a very extensive, likely unnecessary, brand change) ??

2. "We don't have time for that fluffy stuff!" (But endless meetings? Always!) ?

3. "Our leaders aren't on board." (Newsflash: That's kind of the problem) ??

4. "We can't measure the ROI." (Unlike those critical financial reports, right?) ??

Here's the kicker: implementing an Employee and Family Assistance Program (EFAP) often costs less per employee, per month, than that fancy latte you grabbed on the way to work. Plus they are clearly not a cost, but an investment.

So, let's cut the excuses and get to the heart of the matter – courageous leadership. ??

The Leadership Conundrum ??

The stats are pretty grim, folks. Only 37% of Canadian employees feel their mental health matters to their employers. A measly 6% have noticed any efforts to create a psychologically safer workplace. Meanwhile, HR departments are patting themselves on the back for their "wellness initiatives." Something doesn't add up, does it?

It's no wonder 70% of Canadians are eyeing the exit door ??, citing everything from lackluster salaries to stress levels that would make an air traffic controller sweat. The disconnect is real, and it's costing us dearly.

The Courage to Lead Differently ??

So, what does courageous leadership look like in this context? It's about having the guts to prioritize your team's wellbeing, even when it's not the popular choice. It's about creating a culture where work-life balance isn't just a buzzword, but a lived reality. ??

Remember Kathryn Bolkovac? She was the Nebraska police officer who blew the whistle on UN peacekeepers involved in human trafficking. That's what we call leading with courage. It's not about conforming to expected behaviors; it's about standing up for what's right, even when it's unpopular.???

And here's the thing: this kind of leadership isn't just good for the soul – it's good for business. Studies show that organizations that prioritize employee well-being see increased productivity, lower turnover, and, yes, higher profits. Companies like Google aren't embracing these principles just for the warm fuzzies; they're doing it because it works.???

Empowering Leaders and Employees Alike?

To my fellow leaders: You have more power than you think. Even if HR won't budge on those bonuses, you can still create a culture where people feel valued, heard, and inspired. It starts with you.???

Here's your mission, should you choose to accept it:???

1. Take a good, hard look at your workplace culture. ??

Is it somewhere you'd want your loved ones to work??

2. Listen to your team – really listen. ??

Are they feeling unheard and unseen? Are they lonely? ?

3. Be the change you want to see. Model the work-life balance you expect from others.???

Can you create a 50-minute meeting standard to allow quick breaks? Do you implement clear, healthy boundaries around work expectations?

4. Celebrate small wins in wellness initiatives. Rome wasn't built in a day, and neither is a great workplace culture.???

Acknowledgment goes a long way, increasing engagement and productivity and lowering turnover rates. Hint: to break the ice, a simple "thank you for doing that" works!

5. Keep learning, growing, and challenging the status quo. The moment you think you've got it all figured out is the moment you start falling behind.???

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And to the employees: You have power too. When you're looking for your next opportunity, don't just focus on the salary and job title. Ask about the company's wellness initiatives. ??

How do they support work-life balance?

Ask for examples.

What's their stance on mental health?

Ask for examples.

Remember my nursing friend – the most rewarding workplaces are the ones that prioritize their people.?

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The Bottom Line??

The world needs more leaders who have the courage to prioritize wellness, even when it's tough. And it needs more employees who demand better from their workplaces. No doubt about it, it's a shared responsibility. ??

So, whether you're a CEO, a middle manager, or someone just starting their career, I challenge you to be part of this change. Create the kind of workplace culture that makes people say, "I chose this job because of the culture."

Trust me, your future self, future generations, and your current team will thank you.? ???

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What are your thoughts? Have you experienced a workplace that truly prioritizes wellness? Or are you still searching for one?

Also, if you feel compelled to, let me know if this moved you or lacked some spice ??, thanks for the read!

Ariel

#CourageousLeadership #WorkplaceWellness #WorkLifeBalance #EmployeeEmpowerment #FutureOfWork ???????