Well-Being Boss or Well-Being Leader?
Are you a â€śbossâ€ť or a â€śleader?â€ť Maybe youâ€™ve seen an illustration like the one weâ€™ve chosen for this blog. The leader is out in front, contributing to the mission and showing everyone how to pull the rope, but the â€śbossâ€ť sits and points â€“ being pulled as they shout orders.
Most successful leaders understand the lesson here; delegating and demanding without getting your hands dirty doesnâ€™t work. Yet, for some reason, many of those same leaders struggle to apply this lesson to employee well-being. Why is that?
How do you think the â€śbossâ€ť and the â€śleaderâ€ť in this image would view employee well-being initiatives within their organization?
Which one would view employee well-being as an â€śextraâ€ť and which one would see it as an imperative? Who would see well-being as a personal matter that doesnâ€™t belong at work, and who would see it as a critical part of every personâ€™s performance? Between the two, which one would need to be â€śstrongly encouragedâ€ť to participate, and which would be curious about their teamâ€™s individual well-being needs?
Well-being leaders believe people do their best work when they are well.
And they understand that well-being is much more than physical health.
But even the greatest leaders can find ways to better support their employeesâ€™ well-being. Thatâ€™s why we built the Leader Well-Being Self-Assessment.Â Designed for any people leader, the questions in this document illustrate twenty different ways leaders can elevate well-being within their team. Use it with yourself, or your entire organization to spark critical conversations and help everyone thrive.