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Leaders in Wellbeing
The document outlines a wellbeing at work event focusing on mindfulness and mental health, emphasizing the importance of employee wellbeing for productivity and organizational success. Various speakers highlighted the benefits of mindfulness practices, the challenges organizations face in implementing wellbeing programs, and the need for collective responsibility in fostering a healthy work environment. The event concluded with insights on engaging employees and investing in their wellbeing to create a positive workplace culture.
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Leaders in Wellbeing
- 1. WELLBEING AT WORK LEADERSIN WELLBEING WELCOME! Please take your seats, the event will be starting momentarily
- 2. This Event isProudly Sponsored By:
- 3. Welcome and Introductionto Mindfulness
- 4. Mindfulness means Paying attentionin a particular way, on purpose, in the present moment, non-judgementally. Jon Kabat-Zinn
- 5. The Science –Why Mindfulness in the workplace is so important Emotion Management & Problem Solving Pre-frontal cortex Increased grey matter Decrease in Anxiety & Fear Amygdala, fight or flight centre decreased in size Improved Learning & Memory Increased cortical thickness of Hippocampus 1 2 3
- 6. Stuart Rimmer Principal andCEO East Coast College s.rimmer@eastcoast.ac.uk @coachinception Gemma Sandwell Mindfulness Teacher and Leadership Capability People Function at Aviva gemma.sandwell@aviva.com @gemmasandwell # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 7. “ACTION STATIONS! Dealing withstress, mental health and performance.”
- 8. Nigel Cushion Founder ofNelsonspirit nigel@nelsonspirit.co.uk @nelsonspirit
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- 10. Performance Stressed - Wellbeing- MHA Stress Severe? Sustained? XStress
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- 13. Thank you Nigel Cushion Founderof Nelsonspirit nigel@nelsonspirit.co.uk @nelsonspirit # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
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- 17. Photo by CharlesDeluvio 🇵🇭🇨🇦 on Unsplash
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- 33. Ian Hacon Founder ofYellow Brick Road ian.hacon@yellowbrickroad.co.uk @ianhacon # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
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- 35. Refreshments and Buildingour “Wellbeing Wall”
- 36. The Adnams WellbeingJourney - Using Wellbeing to Enable Change
- 37. Some 1872 580 75 24 12 # w el l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k Numbers 8 6.5 4/3/3/3 25ish 1
- 38. Our Approach toWell Being •Fit with our wider business model •Build skills •Deliver business goals •Focus on behaviours •Omnipresent # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 39. Our Challenges •Financial Constraints •MultiSite Business •Diverse workforce •Physical constraints •Communication # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 40. We have reallytried! Nordic Walking, Weight Loss Clubs, Yoga, Walking Meetings, Running Groups, Cycling Groups, Rowing Competitions, Juice Machines, Mental Health Awareness, Mental Health First Aid, Mindfulness, Health Checks, Massage Therapies, Holistic Therapies, Hypnosis, Free Fruit…………. (Employee Assistance Programme, Flexible Working, Occupational Health, Health Care Plan) # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 41. What we learnt •Collectiveresponsibility •Must be embedded •Has to evolve •One essential element # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 42. The essential element #w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 43. What you gain •IncreasedEngagement •Enhanced Employer Brand •Increased productivity •Increased customer satisfaction – and spend! # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 44. “It really istoo expensive, we simply don’t have any budget for it” It doesn’t have to cost ANYTHING! “We’ve tried but only a few people engaged with it” It doesn’t matter if you don’t engage all the people all the time “Our business is too small / complicated / unique” There is always something that will work – be creative “We don’t have anyone who can organise it” This has to be owned by everyone – it’s not an HR responsibility # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 45. The essential part #w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 46. Sadie Lofthouse Director ofCulture and Performance at Adnams Sadie.lofthouse@adnams.co.uk # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 47. The Impact ofWellbeing on Leadership
- 48. Aviva: Public Wellbeing@Aviva Awhole lot of Wellbeing! Katherine Billingham-Mohamed
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- 50. Aviva: Public Wellbeing –why bother? • What happens when you listen to your people and respond to their need? • It’s all about data! • Mental ill health cases are on the increase • Healthy & Happy employees = happy customers • I can’t afford it / it’s not where I would choose to invest my money
- 51. Aviva: Public Here’s whatwe created
- 52. Aviva: Public Wellbeing@Aviva OurHealth Heroes
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- 56. Katherine Billingham Mohamed PeopleFunction at Aviva katherine.billingham-mohamed@aviva.com # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
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- 59. “It’s a nice tohave”. “Where do I start?”
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- 62. “How do we engage people?” “Idon’t do stress.”
- 63. It started withme. It starts with you.
- 64. Michelle Gant Director ofthe Engaging People Company # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 65. Wellbeing at Work– Challenging the Rhetoric and Recognising Realities
- 66. Wellbeing at Work Challengingthe Rhetoric and Recognising the Realities Professor Kevin Daniels @whatworksWB @WorkLearnWell www.whatworkswellbeing.org.uk
- 67. 67 unemployment Low wellbeing – can get stuck Poorjobs for the young worsens wellbeing Job training Adult learning Self-confidence Self-efficacy Skill/capability Personal resources Social & relational capital SWB Community engagement
- 68. GOOD MANAGEMENT GOOD SOCIAL RELATIONS HWB PROGRAMME HELP FOR THOSE STRUGGLING QUALITY WORK& SUPPORTING HRM Bridging jobs Preventing involuntary early retirement “We just want you to fire a magic bullet and make our lives better!” Invest time in actions Visioning and planning Understanding your workforce Skilled in people management Learning organisation Change is an opportunity
- 69. Consistency and coherencewith company values Things don’t get in the way Part of every day conversations Considered in major decisions We want to help BEIS and DWP want to help us to support (smaller) businesses 69 What Brings It All Together?
- 70. Kevin Daniels UEA Professorof Organisational Behaviour and leader of the Work, Learning and Wellbeing evidence programme for the Economic and Social Research Council funded What Works Wellbeing Centre Kevin.Daniels@uea.ac.uk # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k # w e l l b e i n g a t w o r k
- 71. Plenary – WhatNext? Table Activity
- 72. Thank you forattending today, please enjoy the lunch!