investing in your teams wellbeing, no matter how you paint it, is just the right thing to do.

with the health of your team undeniably being your most valuable asset, and stress undeniably being the biggest destabiliser of quality of life and health, investing in a program that addresses stress makes sense.

what I learned from company leaders

95 % liked the idea of investing in their team’s wellbeing, however shrugged it off quickly. 5% asked questions to establish the nature of the program and 0.5% of this group asked for a second meeting and implemented one of my initiatives.

I find these stats grotesque and at the same time an honest reflection of where we are as a species.

what I learned from the staff

stress and their ability to process it favourably was their biggest concern, adding that lifestyle diseases had started to show their hands and they were fearful of what lay ahead on that front. disease and doctors’ visits vs health and personal responsibility had become the dominant conversation loop.


of all doctors visits are related to stress

if everything starts with stress,

not the symptoms of stress, like high blood pressure, etc., then taking stress head on is the best place to start any wellness initiative.

I have found that there are 2 ways to increase our immunity to stress. I cover them both in my 1/2 day, 1-day intensive workshop and tailor make mini-seminars companies on this subject.

how does one invest in stress management?

much the same way as any investment - by gathering information.

I do this with patients and with companies via an

integrated emotional assessment (i.E.a.)

the i.e.a. is the collection of each team member’s unique and confidential emotional signature via a 15 minute sit down, answering a detailed questionnaire. the dominant emotional trends, positive and other, that define your team will then be shared with you, again, confidentially.

for example, we may find that 45% of the team has anger issues, 80 % are courageous, 60% are open to new ideas, 85% are controlling and 35% exhibit addictive behaviour, etc.

Hebb’s Law - neurones that fire together, wire together - shows us that if one were controlling for e.g., one might also be frustrated, anxious, not be open to new ideas, or to taking direction. if someone were accepting for example, they might be more peaceful, patient, capable of solving problems etc.

with this information at our finger tips and neuroscience as the guide, specific programs to dissolve collective maladaptive emotional programs via body work, guided meditation, coaching or tailor-made mini seminars and/or workshops can be built.

these initiatives are, by their design, highly specific, avoiding any waste of time and resources. they are also

proactive - practical - productive

as a leader you have the power to enhance the quality of life of your team while at the same time improving your bottom line. these 2 ideas are not exclusive.