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

with health undeniably being our most valuable asset, investing in your teams health means you follow the humanistic path and invest in your company’s wellbeing at the same time.

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.

personally, 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 heath and movement had become the dominant conversation loop. from where I stand…

if everything started 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.

stress is unique in that it is the cause of most maladaptive emotions and also the trigger. I cover the 2 ways to increase our immunity to stress in our 1-day intensive workshop or can tailor mini-seminars for your company.

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., they 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.