“Individual commitment to a group effort — that is what makes a team work, a company work, a society work, a civilization work.” — Vince Lombardi
Talking about workplace wellness, a lot of topics tend to come up. And for some reason, they usually revolve around the potential returns on investment.
But looking behind these numbers, I really see people. When people aren’t flourishing, they aren’t performing at their best. When they aren’t performing at their best, innovation and production take a hit.
Then we are left with a surface level value — dollars being gained, and/or lost.
What takes place between this number and an individual’s health and well-being in part of a larger team, well this is the area of a booming industry.
I am becoming far more interested in what it takes to facilitate innovative, and meaningfully unique wellness campaigns. Ones which truly resonate throughout an entire organization. Not just running another lunch hour seminar we usually forget about in the near future.
When an organization can create alignment between their identity, values, and goals, while adopting the human-centred approach to health, they can create lasting change in their wellness culture.
Long gone are the days where we just throw initiative after initiative at the wall and see what sticks. Keep these strategies in mind as you work to develop your own wellness campaigns.
- Start with your identity and vision. This might seem like an overplayed soundbite, but it’s effect should never be lost. You must constantly come back to your main why. This is what gives the purpose and meaning your campaigns need in order to thrive. Without an identity and vision that resonates, passion begins to fade.
- Follow a strategy that facilitates unique ideas. There are many tools you can use to help drive innovation while creating a solid plan of action. Pick something that you can inherently see the value in, reinforces your identity, and helps nurture your creativity. A method I enjoy comes from Jonah Berger’s, Contagious: Why Things Catch On. It’s called STEPPS — an acronym for social currency, triggers, emotions, public, practical value, and stories.
Social Currency: Does this make people look good, feel good, and be apart of a larger group? What’s remarkable about this initiative?
Trigger: What cues make people think of this? Positive social pressure, push notifications, posters, emails, apps, structural changes, etc.
Emotion: Does this generate an emotion? How can you focus on feelings? Hint: A strong identity and vision can really help with this.
Public: Can it advertise itself? Can most people in your organization physically and mentally participate?
Practical Value: Will others want to use this to in turn help others?
Stories: What’s the Trojan Horse? Is the initiative apart of a larger story that people what to share?
3. You are an agent of change. Realize that you are the sum of the five people you spend the most time with. Also realize that you are a part of someone else’s close five. That means you are influencing those around you, for better or worse, wether you like it or not. You have the power to create positive, lasting ripple effects throughout your organization. Don’t let this power get lost on you.
This last point is here with good purpose: making culture shifts is hard. But with a solid identity, meaningful vision, tools to implement unique initiatives, and a growth mindset, you will get there. Stay patient, stay focused, and do what you can today to make a lasting change on your team’s wellness culture.
You will be doing what’s in your control to the best of your ability. That means winning forever, and eventually, the score will take care of itself.
Thank you for reading my article. I hope you found it helpful or at least thought-provoking. If this post did help you, consider sharing it with someone you think it would help too.