Belonging, civility, gratitude, and psychological safety are not soft skills. They are essential keys that offer a a direction toward personal and workplace well-being.

Wellness Wealth: Keys to Personal and Workplace Well-Being

The Course: Wellness Wealth: Keys to Personal and Workplace Well-Being

Health is wealth is more than a catchy phrase.
It's literally true because good health animates
all aspects of daily life.

Wellness Wealth describes four interconnected areas of well-being: belonging, civility, gratitude, and psychological safety. Together they offer a DIRECTION for achieving a fuller experience of well-being in the workplace.

Healthy interpersonal relationships begin with a sense of security and safety. Wellness wealth is a focused, holistic leadership approach to energize and unleash employee well-being. It is created through a company culture that EMBEDS belonging, civility, gratitude, and psychological safety in their policies and practices.

WATCH the Course Preview!

As a leader, develop both the mindset and the skillset to lead a high-performance team.

  • Let go of the idea that people cannot be creative anywhere but in person. That is 100% false. Creativity can happen when we’re taking a walk or doing the dishes.

  • Let go of the idea that performance will suffer if employees have agency to choose where they work. That is simply not true! Focus on the outputs and results.

  • Embrace the idea that it’s the conditions that you are negotiating, not the performance.

  • Embrace the idea that it’s the conditions that are “flexing,” not the performance.

Everyone’s life circumstances are different and will continuously change. That’s life for all working adults. Your job is to help with the conditions so that performance stays strong.

This is the first few minutes of the course video.

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Operationalizing a wellness consciousness requires both vertical and horizontal leadership.

  • Vertical leadership development focuses on growth and transformation of the mindset (your perspective and worldview).

  • Horizontal leadership development is the application and mastery of new skills and competencies.

“Executive mindset failure is one of the biggest reasons why organizations fail. It’s hard to be agile and think differently when we’re fixated on the same old thinking patterns, mental models, biases, and assumptions.”

Miljan Bajic, Vertical and Horizontal Leadership Development, Medium.com

The Learnscape Difference!

Most traditional training programs focus only on horizontal leadership development. Our microlearning courses solve for that leadership development gap.

Microlearning accelerates learning transfer. Watch the video, read through the guide, and you’re ready to implement.

Managing and leading in today’s workplace is often overwhelming. Manager burnout is on the rise. Invest in your development. It’s what you do each day that will build both your competency and your confidence to lead high-performing, happier teams!

Getting the best from your team begins with you!

Experience the Learnscape Difference!

We design our microlearning courses for immediate application.

This one-of-a-kind learning opportunity includes a powerful learning experience that prepares managers to be more effective leaders, faster! 

The Learnscape difference is that our courses include both the mindset (vertical development) and the best practices (horizontal development).

The three components include:

  • Vertical leadership is the development of the mindset and perspective.

    The video focuses on the core “evergreen” concepts of wellness wealth. These ideas are the mindset you carry with you as you practice wellness and model it for others. Strengthen both your vertical and horizontal leadership together.

    Watch and re-watch the video anytime, anywhere.

  • Move ideas into action with this exclusive resource guide. The value of microlearning is its immediate usability. The Guide includes the core concepts from the video along with manager and team activities. And a lot more! Go through it at your own pace.

    Don’t skip this part! The most important part of learning transfer is to choose to do the work.

  • Use the learning transfer application questions to track your progress 30-60-90 days post-course. The questions are located in the resource guide.

    Your leaders will want to hear of your progress. So track it!

BUY THE COURSE: WELLNESS WEALTH

The four areas that embody wellness wealth

BELONGING

Belonging requires a confident inner knowing that it is safe to be oneself without holding back, covering, or feeling shame. When people don't experience belonging, their ability to discern where, how, and when to contribute has no clear outlet, or direction, for expression. Safety is foundational to the real experience of belonging. As a leader you don’t create belonging for people, you create access or bridges to belonging.

CIVILITY

Any time employees experience incivility in the workplace, their cognitive focus gets diverted to triggered states (i.e., anger, self-protection, worry, rumination, opposition, fear, and so on). Just how long a person stays triggered depends on the context and the person’s resiliency. Interpersonal relationship issues add up in the form of lost productivity, absenteeism, and turnover. When employees feel respected and valued, they are more focused and engaged.

GRATITUDE

It might seem too simple that thanking people for showing up and doing a great job would matter so much, but it does. The desire to be appreciated at work will always ring true. And there is a direct correlation between employee engagement and an employee’s perception of their worth and value in the workplace. Gratitude is a potent form of feedback.

PSYCHOLOGICAL SAFETY

When people fear humiliation, retaliation, or social rejection—all forms of interpersonal risks—they suppress their contributions and disengage, either temporarily or permanently, and usually in silence. Interpersonal fear is a drag on a person’s energy, attitude, and productivity. Too much fear in the culture will weaken a company’s ability to engage and retain valuable talent.

Without a foundation of safety, people will always choose to self-protect in some form. When the risks of speaking up are too high, it’s safer to stay silent.

Operationalizing a wellness consciousness comes with questions (and some objections).

We have answers.

  • Maybe it should be. What do grateful customers do for your business results? A lot! Business terms only describe a result; they are not the result. Besides, do you want employees to get good at business terms or business results?

  • The value of microlearning is two-fold:

    1. Shorter intervals of learning increase the speed of knowledge retention by 80%. Shorter segments match the natural human attention span.

    2. Learning application is immediate. Our courses are designed to grasp concepts quickly (and remember them), AND use the knowledge immediately.

    Watch the video first (9 min). It highlights the core concepts in an engaging, memorable way. The video answers the question: why does this matter?

    The resource guide is a deeper dive on the four areas of wellness along with activities and suggestions for application.

    Read through the guide. Then use Build New Habits and Team Focus and Activity worksheets to start applying the learning.

    Go at YOUR pace. Don’t be overwhelmed by the size of the guide. Involve your team! Go through this together. This is not a one-and-done event!

    Go through this course at your own pace and as many times as you wish. Access is unlimited.

  • Nor do you need to be! The human survival mechanism (fight-flight-freeze) is inseparable from the human. When people feel safe, they’re in the rest and digest mode of their brain. And you have the power to help your team know it’s safe to contribute and speak up. Safety is the foundation of all interpersonal relationships.

    Fulfillment, in the context of wellness, is the freedom to choose what personally satisfies well-being for ourselves. There is no one-choice-suits-everyone approach.

  • Why not? Interpersonal relationships are hard at times. Everyone has off days. As a leader, it’s not about doing all of this perfectly. For example, if you lose your cool and come across as dismissive, your awareness of that helps ease the impact it has on others. When you quickly own it, and apologize, you are showing your commitment, in real-time, to do better. You’re also showing you’re human.

    The very best of us mess up! No one is immune from interpersonal stress, and that is why forgiveness matters. Forgiveness moves us forward, and it results in a more empathic workplace.

  • The world of work changed because a pandemic accelerated a tipping point. The pandemic highlighted the stressors that were always there. All humans need agency to manage their adult lives. They want companies and leaders who understand that wellness fuels performance. Health IS wealth.

    You cannot make anyone happy nor well for that matter. Partner with your team to explore what fuels their best performance at work.

  • Actually they give you “more” time. How? When employees are functioning at their best, performance improves. When performance improves, you spend less time putting out little fires everywhere. It’s the quality of time that improves.

  • Quiet quitting: The hard boundaries, which once separated work and home, have disappeared because technology makes 24/7 connection possible. Quiet quitting can also refer to individuals who are conflict-adverse. These are individuals who would rather leave than speak up about anything that makes them feel uncomfortable.

    Disengagement happens for a lot of reasons. Maybe it’s boredom. Maybe it’s personal. Maybe it’s the manager. The point is don’t assume you know why.

    Phoning-it in. We can SPEND our time or we can INVEST it. People who phone-it in are arguing for their limitations. Again, you are not a psychologist. Even when you do care, some people may still check-out or leave.

    If/when performance changes, it can be for any number of reasons. Seek to understand before you assume. That’s the best first step in caring for your team. We never really know where someone is coming from. Sometimes behavior is temporary; sometimes it’s a pattern. Sometimes people just need skills’ training to learn how to ask in ways that feel less intimidating.

  • You’re not asking people to share anything. You are inviting them to share what they feel comfortable to share with you.

    As a leader, you go first. In other words, put your oxygen mask on first. Invite your employees to do the same by your good example. Show them that it’s okay to prioritize their well-being.