This is marathon, not a sprint. Leaders must remember to manage their inner resources in a sustainable way.

As new technologies and the new normal challenge many areas of wellbeing: physical, psychological and relational, taking care of our own wellbeing has become a key leadership competency. Wellbeing leadership is about leading for sustainable wellbeing in both teams and organizations. As human needs have evolved in the context of our current volatile, uncertain, complex and ambiguous environment, leaders have organically become co-creators of new work cultures.

Here’s what you can do to enhance your wellbeing leadership skills:

  1. Become a role model. Take care of your own wellbeing and share your wellbeing story with your employees.
  2. Initiate positive communication and practices that will show people that you understand their challenges and truly care about their wellbeing in the long-run.
  3. Open the floor for discussion about norms that support team wellbeing and those that are detrimental to creating sustainable wellbeing in the team.
  4. Co-create new wellbeing behaviors and habits together with your team.



As a business strategy wellbeing needs to embrace such trends in management as agility, co- creation, ongoing feed-back and continuous improvement.

As companies struggle with engagement rates and proving the value of wellbeing through proper Key Performance Indicators (KPIs), the business environment is evolving with agility. Methods used in the management of wellbeing also need to evolve. What’s required is more agility, co-creation, ongoing feed-back and continuous improvement. Tapping into your audience’s true needs and engaging them in co-creation are keys to creating successful organizational wellbeing programs.

Here are some key ideas about organizational wellbeing:

  1. Organizational wellbeing relies on three key components: health and wellbeing education, support in processes of change and fostering supportive work cultures.
  2. Co-creative methodologies are an ideal ally in achieving high rates of participation and engagement of your workforce in wellbeing.
  3. In order to create successful wellbeing programs you first need to understand your employees’ deepest needs with full empathy.

Here are some key ideas about personal wellbeing:

  1. Wellbeing is multidimensional. Take a moment to reflect if all of its dimensions: physical, psychological and relational are represented in your individual or organizational wellbeing plan.
  2. Wellbeing is a team game. Seeing wellbeing efforts in isolation from relationships, support systems and cultural influences is a common mistake.
  3. Wellbeing 4.0 is about finding comfort and purpose in a fast-changing world amidst technological advances and the new normal.



Creating supportive work cultures serves as an enabling factor for individual wellbeing.

As a business person you understand the power of leveraging the investment of your resources. From a systems’ perspective investing in organizational culture leverages the allocation of your resources in organizational health and wellbeing. Fostering cultural support for wellbeing elevates the effectiveness of your efforts aimed at educating your workforce and supporting them in change processes. Moreover it creates more consistency in the day-to-day employee experience.

Here’s what you can do to begin a culture change process:

  1. Make wellbeing an organizational priority.
  2. Train your leaders in wellbeing leadership.
  3. Engage your workforce in enhancing social climate.
  4. Align cross-functional programs, policies and practices with wellbeing.