It’s a common and understandable approach. An organization is keenly aware of the personal and institutional costs and impacts of mental health and wellbeing, so they make sure employees have mental health benefits, apps, and programs needed to address these challenges.
But what if we started to think of employee mental health and wellbeing from a different angle?

To understand and appreciate the root causes of psychological safety issues, organizations need to do the internal work first. This is called “organizational emotional intelligence,” and it has to start with leadership. You need to first understand the role of your organization’s culture and the role your leaders play in affecting your people’s mental health.
In this session, we will explore the key leadership traits of a psychologically-safe leader, learn what a leader’s roles and responsibilities are when it comes to supporting the mental health of their people, and leave with tactical and tangible strategies to create a psychologically-safe work environment. 

Health and well-being encompasses a wide range of factors that impact an individual and an organization. Development of a holistic strategic approach can not only have a positive impact on medical cost trends but overall productivity and satisfaction with one’s life and work. Measuring and achieving a wide range of results can motivate your employees, managers and leaders to actively adopt and support the health and well-being strategy of an organization.

Developing a holistic, strategic approach to wellbeing not only has a positive impact on medical cost trends, but also on overall productivity and satisfaction at work and home. But where do you start, and how can you equip your wellness program to measure and achieve a wide range of results while also motivating your employees?