Well-being at work, or how to optimize energy
Well-being is getting attention in business today. The World Health Organization defines it as “a state in which the individual realizes his or her own abilities, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to his or her community.”
Of course, this means the individual must know his/her aptitudes, needs, aspirations. Which is not often the case. This is the main cause for the lack of initiative and accountability. Using a high-performance model such as ZHP, today’s leaders can cultivate a culture that encourages the capacity for everyone to become responsible for satisfying their own needs and aspirations. When applied, mobilization, commitment and energy levels go up.
Many strategies are now being implemented :
- Quality meeting and relaxation spaces are becoming the norm
- Ergonomics, air quality, lighting… the work environment is getting a face lift
- Health and safety measures are getting creative
- EAP programs are incorporating more and more options
- Technological upgrades are making work easier and safer
- Revisiting vision and mission statements so people can work for a meaningful cause
- Coaching managers so they can better understand people
- Having the right person in the right chair
While many more need some TLC :
- Coherence of leadership at all levels
- Enhancing communication abilities so all can be more transparent
- Full development of our talent base fueled by new technologies such as MPO
- The intelligent use of recent discoveries on stress and resilience
- Tailored recognition programs
Also, leaders are more and more aware of not only challenges, but also opportunities neurosciences are now offering corporations. These new approaches, such as Heart Coherence, may seem a little off the wall at the beginning. That’s normal. It’s new, not well known and understood, yet, full of promise. Culture shifts are happening, thanks to models such as ZHP, boasting talent optimization and energy enhancements. Nobody questions now a simple fact : a stressed and anxious employee will not be able to reach long-term objectives, unless the objective is to burn out (an unconscious way out)!
So how do you optimize energy and well-being?
Following a well-crafted survey measuring documented well-being triggers, leaders now invest in new toolkits based on neurosciences recent discoveries : Heart coherence exercises, heart-based communication strategies, emotion mastery integration practices (notice this is not management or control of emotions…), perception enrichment using neurofeedback, just to name a few. A progressive strategy integrating these new tools will increase ROI both at the financial and well-being levels!
In other words, if you decide to increase well-being at work, you’re also deciding to grow energy, productivity, and most importantly, trust. This pays dividends (up to 286%).! And the best way to do it is by implementing new ways, using new research, and new tools. But that will take courage and a commitment to defy the status quo. As Eisntein once said : “We can not solve our problems with the same level of thinking that created them. »
How about considering biohacking?
In our work, we are always integrating new technologies and approaches that enable high performance at all levels, including cognitive, emotional and physical levels. This is where biohacking comes into play. It redefines high performance, longevity, cellular regeneration, vitality multiplication, physical strength and endurance, and of course, brain optimization. Biohacking was coined by Dave Asprey (#bulletproofexec), a well-known entrepreneur and author. “The core definition (of biohacking) is changing the art and science of the environment around you and inside of you so that you have full control of your biology,” says Asprey. And who has full control of their biology, enhances their thinking, their energy, their performance! Just ask Tom Brady…
You must defy the status quo, establish new understanding and beliefs, become your own superhero.
If you’re ready, we’d love to talk! Come see us in our new offices in beautiful Bromont, Quebec.
 A 2002 study by Watson Wyatt surveying 12,750 workers across all industries showed that high-trust organizations had a total return to shareholders (stock price plus dividends) that was 286 percent higher than low-trust organizations.
 Read this article on Tom Brady and biohacking.