Podcasts about chief well

Leaders, here's the wake-up call: More than half of your workforce is burned out. Ignoring it won't make it go away, and throwing tools like mindfulness apps at the problem won't fix it either. The solution lies in redesigning how work happens.In this episode of the HAPPINESS SQUAD Podcast, Ashish Kothari and Jen Fisher, Former Human Sustainability Leader and Chief Well-being Officer at Deloitte, uncover why workplace well-being is directly tied to your organization's success and how you can make it a cornerstone of your strategy.Jen Fisher is a leading expert in workplace wellbeing and human sustainability, known for her groundbreaking role as Deloitte US's first Chief Wellbeing Officer. She is the bestselling co-author of Work Better Together and host of The WorkWell Podcast. Her work has been featured in major outlets such as Harvard Business Review, Fast Company, and CNN, making her a sought-after thought leader and speaker in the field.Things you will learn in this episode:• Why well-being is a strategic imperative• The real causes of burnout and how to address them• Building a culture of permission and psychological safety• The ROI of investing in well-being at work• Non-negotiables for thriving leadersResources: ✅• Jen Fisher on Substack: https://jenfisher.substack.com/• Work by Dr. Alex Edmans: https://alexedmans.com/correlation/ • McKinsey: Addressing Employee Burnout: https://www.mckinsey.com/mhi/our-insights/addressing-employee-burnout-are-you-solving-the-right-problem Books: ✅• Work Better Together book co-authored by Jen Fisher: https://a.co/d/1imvQxy • Hardwired for Happiness by Ashish Kothari: https://a.co/d/3SixHKF

On this podcast, Dr. Maanda Tshifularo interviewed Dr. Ashika Pillay, Chief Well-being Officer, Leadership and Well-being Coach, and mindfulness teacher. Dr. Ashika is passionate about helping leaders optimise their well-being and performance by balancing the mind and body. In this episode, she shares actionable insights on managing stress, navigating burnout, and achieving holistic well-being. Visit […]

This Podcast offers a pathway to continuing education via this CMEfy link: https://earnc.me/vzgprw Dr. Christina Bowen, Chief Wellbeing Officer at Eastern Carolina University Health, delves into the holistic strategies for enhancing healthcare professional well-being. She discusses the evolution of her role, particularly highlighting the integration of personal well-being, systemic changes, and a culture of coaching and support. Dr. Bowen emphasizes the importance of retreats, leadership training, and creating a relationship-based culture to foster a supportive environment for healthcare workers. She also explores the challenges of administrative burdens, accessibility, and the potential role of innovative solutions like AI in improving the efficiency and satisfaction of healthcare providers. Christina Bowen, MD, has been practicing as a family medicine physician in her community for over 10 years.  She began her leadership experience as Chief Resident at Carolinas Medical Center for the family medicine residency. Dr. Bowen was asked to continue in Charlotte and serve as a faculty member for the family medicine residency after completion of her training. Dr. Bowen moved back to eastern North Carolina to serve the rural communities in which she grew up. While living in eastern North Carolina she has practiced integrative primary care with a focus on her patient's emotional well-being and the impact on their physical diagnoses.  Dr. Bowen has also served her community over the last ten years as the medical director for the Dare County Department of Public Health where she is engaged in public health initiatives for her rural community.  The National Organization of State Offices of Rural Health recognized Dr. Bowen as the first North Carolina recipient of their Community Star Award in 2020 for her work in Dare County.  Dr.  Bowen accepted the position of ECU Health's first Chief Well-being Officer in January of 2022.  Reporting to Chief Experience Office, Dr. Julie Kennedy Oehlert, Dr. Bowen champions well-being efforts through the lens of team member and provider engagement and equity.   In this role, Dr. Bowen is responsible for developing, guiding and implementing team member and provider well-being and resilience initiatives founded on evidence-based best practices and organizational data. In addition, she leads ECU Health's wellness teams to introduce and support new programs that positively influence the population health of the communities of eastern North Carolina. -=+=-=+=-=+= Are you a doctor struggling to provide the best care for your patients while dealing with financial and caregiving matters out of the scope of your practice? Do you find yourself scrambling to keep up with the latest resources and wish there was an easier way? Finally, our Virtual Health and Financial Conference for Caregivers is here! This conference helps you and your patients enlist the best strategies around health care resources and the best financial steps for your patients to take while navigating care. You don't have to go home feeling frustrated and helpless because you couldn't connect your patients with the best services. In just 90 minutes, our VIP Live Roundtable will answer your questions and be the lifeline that helps your patients put together an effective caregiving plan. Find out more at Jeanniedougherty.com and click on Conference for Caregivers VIP. -+=-+=-+=-+=   Join the Conversation! We want to hear from you! Do you have additional thoughts about today's topic? Do you have your own Prescription for Success? Record a message on Speakpipe   Unlock Bonus content and get the shows early on our Patreon Follow us or Subscribe: Apple Podcasts | Google Podcasts | Stitcher | Amazon  | Spotify --- There's more at https://mymdcoaches.com/podcast Music by Ryan Jones. Find Ryan on Instagram at _ryjones_, Contact Ryan at ryjonesofficial@gmail.com Production assistance by Clawson Solutions Group, find them on the web at csolgroup.com  

How can leaders better track their people's well-being, and foster a culture that supports open discussions about mental health? As the cultivation of their people's well-being emerges as a crucial requirement for organizations, how can we equip managers to support their teams' well-being? What scientific methods can we adopt to transcend our personal circumstances and become stewards of our own well-being? And how can we become agents of inspiration and support those around us on their well-being journey?Find out from Jen Fisher, a leading voice on the intersection of work, well-being, and purpose, exclusively in conversation with Dr. Hitendra Wadhwa on Intersections Podcast.Jen Fisher is a sought-after speaker, bestselling author, podcast host, and serves as Human Sustainability Leader for Deloitte US. She has previously served as the first-ever Chief Well-being Officer for Deloitte, and has built and led the creation and execution of a pioneering holistic and inclusive well-being strategy that has received wide acclaim. Jen frequently writes on issues impacting the workplace today, including mental health, social connection, resilience, happiness and productivity, and has been featured in leading media including CNN, CNBC, Fast Company, Fortune and HBR. She's the co-author of the bestselling book, Work Better Together: How to Cultivate Strong Relationships to Maximize Well-Being and Boost Bottom Lines, a TEDx speaker, Editor-at-large for Thrive Global, Host of the “WorkWell” podcast series, and has just started a brand new Substack Newsletter called Thoughts on Being Well.In this episode, Jen reveals:- Three tangible ways to scale well-being in the workplace- Science-proven methods we can adopt to become stewards of our own well-being- How leaders can learn to better evaluate their people's well-being, and foster a culture that supports open discussions about mental health

We sit down with Jen Fisher, a leading voice in the realms of work, well-being, and purpose, as she shares her inspirational journey through breast cancer. As the first Chief Well-being Officer of Deloitte, Jen's story is one of resilience and transformation. She takes us behind the scenes of building a pioneering well-being strategy and explores the intersections of personal health, professional growth, and societal impact.For more, follow The Seam on Instagram, watch full episodes on Youtube, or visit the Lynne Cohen Foundation website.Produced by Peoples Media Hosted on Acast. See acast.com/privacy for more information.

Are you feeling uninspired? Today we bring on Katina Bajaj, the co-founder and Chief Well-being Officer of Daydreamers, a mental well-being company that's on a mission to make the world feel more alive through helping all adults turn creativity into an active part of daily life by reconnecting with their curiosity and imagination through science-backed exercises.Our conversation revolves around the enchanting realm of CREATIVITY and its impact on our overall well-being. Katina brings a refreshing human touch to creativity, and her mission is to bridge the gap between wellness and creativity, making it accessible to everyone.We also dive deep into:The essence of creative health and its often-overlooked importance in today's societyKatina's personal journey– transitioning from her career in finance to founding her own companyStrategies for rejuvenating your creative brain in small, everyday waysNurturing your creativity while facing burnout in a creative professionCreating “seasons of creativity” to sustain your inspirationScientific evidence highlighting creativity's positive impact on mental health+ so much more!You can use the code BLOOMING10 for $10 off your first month in the DAYDREAMERS Community and app!Guest Information:Guest Name: Katina BajajGuest Business Name: DAYDREAMERSGuest Website: https://daydreamerspace.com/Guest Instagram: @heyitsdaydreamersGuest TikTok: @katina.bajajSpecial thanks to our producer Jon from Wayfare Recording Co.Connect With Us:Follow us on Instagram @artofbloomingpodcastAnd on TikTok @artofbloomingpodcastLearn more about our story and see past episodes on our website: https://www.theartofblooming.co/

In today's episode, Colleen Saringer and I discuss employee wellness and what companies can be doing to make sure they have healthy employees. Colleen Saringer, PhD - Fractional Chief Wellbeing Officer - is an accomplished population health expert, published author and speaker. She has 25 years of experience helping  organizations nationwide solve for the transformation of workplace culture and climate through the lens of health, well-being, equity, inclusion, policy and cross-collaboration. You can find Colleen HERE Support the show HERE for exclusive access and bonus episodes!This is an episode that you do not want to miss!Also, if you haven't already done so already, follow the podcast on LinkedIn HERE.  I'm adding a bunch of bonus episodes to the feed and, if you're not following, there's a good chance you'll miss out.Join 1K+ women receiving  my weekly newsletter where I help YOU level up your recruiting skills, share market insights also with all the tips on how to recruit your next Rockstar HEREThanks for listening! Support the show

In this episode of the Arrive at Happy Show, Tia Graham interviews Jen Fisher, the Human Sustainability Leader at Deloitte, about her journey to becoming a well-being advocate and the importance of prioritizing well-being in the workplace. They discuss the signs of burnout, the need for a Chief Well-being Officer in every organization, and the systemic issues affecting workplace well-being. Fisher also shares her role as the Human Sustainability Leader at Deloitte and her goals for creating a sustainable and well-being-focused work culture.  Click here for the show notes: https://www.arriveathappy.com/aah-blog/deloitte-jen-fisher

Jacquelyn M. Paykel MD, Chief Whole Health Services, Chief Well-Being Officer, James A Haley VA Hospital discusses the whole health program.  Are you feeling as good as you would like to or think you should? If the answer is no to that question, then the VA Whole Health program may well be important for you to look at and participate in. Forward thinking is a major part of the VA treatment and the whole Health program in no exception. Acupuncture, Chiropractic, Dietary assistance, and ways to control your attitude are just the tip of the spear for this forward-thinking program. Make the call, and look into it.Our library of shows can be found at www.veteranscornerradio.comJoin us on Facebook at the page Veterans Corner RadioYou can contact our host William (Bill) Hodges at bill@billhodges.com

Welcome, to episode #77 of the Arrive At Happy Show. This week's show is bursting with practical insights and strategies to transform work culture based on the latest 2023 World Happiness Summit research. Buckle up for a deep dive into the future of work and happiness.   Guest Spotlight: Alberto Nobis, CEO of DHL Europe: Hear about Alberto's inspiring journey of moving from a toxic work culture and personal anxiety to a thriving environment at DHL Europe. Alberto emphasizes the power of relationships over transactions and the importance of accepting mistakes. He shares his perspective on the crucial concept that negative thoughts don't define you – a realization that propelled DHL to be awarded the Best Place to Work in Europe. The connection between Happiness, Profit, and Personal Development: DHL Europe focuses on continuous personal development. Alberto addresses skeptics questioning the place of happiness in business, pointing out the proven link between happiness and profitability. Heart-centered leadership is key – promoting kindness, respect, and care within an organization. Well-being at Work Panel Highlights: Hear insights from global industry leaders like Jen Fisher from Deloitte, among others. Learn why every organization should consider roles like Chief Happiness Officer or Chief Well-being Officer, as personal and professional lives contribute to overall well-being. Shared Responsibility of Well-being: Tia discusses how well-being is more than just a personal journey; it is a joint responsibility of organizations and employees. In the face of financial pressures, well-being must be embedded in an organization's strategy through prosperous and challenging times. Strategies to Increase Well-being: Organizations must focus on leadership training and development for well-being and happiness. Promoting sustained peak performance requires fostering high levels of well-being. Other strategies discussed include focusing on growth, fostering psychological safety, and encouraging open team communication. Dr. Raj Sisodia's Healing Organizations: Explore Dr. Sisodia's new book, "The Healing Organization," and learn how some organizations actively invest in improving people's lives. Hear heart-touching stories from organizations like AppleTree and Jaipur Rugs, who are creating a profound positive impact on their employees' lives. Empowerment through the "Dream On Policy": Learn about the remarkable "Dream On" policy, which has helped employees at AppleTree overcome personal struggles, resulting in improved employee engagement, reduced turnover, and heightened productivity. Remember, creating a happier, healthier work culture is not just about self-care but a strategic, shared responsibility that pays dividends for everyone involved.    Tune in weekly as we explore topics to help you increase your happiness and happiness at work. Hit subscribe now so you never miss an episode!   Are you looking for more hands-on guidance to improve happiness in your organization? Reach out to book a keynote or a team retreat, where we can dive deeper into these strategies and customize a plan for your unique needs.   https://www.arriveathappy.com/

All kinds of hijinks! Sheldon runs a 10K for the first time in a long time and it's a fun goal for himself. Also, he got more old this weekend as well.  Meredith  - so, so proud of her - she earned her Master's degree!  Shoutout to Ottawa University for their program that helped make it possible. [13:30] Our guest is the one and only Lou Lentine - CEO and Founder of Echelon. We talk about the journey the company is on and all of the super exciting products, partnerships, and great new content being developed. Lou has a maniacal focus on making sure Echelon products are not only accessible, but also are a quality product.  We discuss how the strength machine went back to the drawing board when it didn't meet his standards as a user. There's also a chance to name the new machine! Submit ideas to namethatmachine@echelonfit.com - you could win a strength machine!  Recap at [1:17:10] [1:36:10] In industry news:  estimates after a recent capital raise estimate Tonal valuation at ~$600MM.  This seems really high to Sheldon considering all of the risk in this market and what seems to be poor growth… but who knows.  Strava and Spotify have integrated! Supplement company Form hires Orlando Bloom as “Chief Well ness Officer”. We discuss this - are these just vanity titles or is there a real job involved here? Apple set to launch Coach+ that uses your Apple Health data AI to curate 1:1 fitness, nutrition, and sleep recommendations. Also - the military using wearables more to track health of soldiers so that they can make adjustments.  Mirror maker Forme raises an additional $12MM in an IPO… strange time to go public if you ask me. The stock dropped 17% in its first day. [1:53:14] Echelon news.  John Holt debut on the Bike! Ryn gets Married! Dual rides with Jana and Eden. An instructor leaves and a new one  - Alexis - joins the team! Michael Browne  - verve records ride. Some changes in the schedule. Some great names and TONS of shoutouts!!!  [2:06:00) An announcement from the team. Sheldon moving on from being a regular host. They have recruited Abe Kelledjian (Monkey's Uncle) to step in and co-host with Meredith. It was a tough choice for Sheldon, but he feels this will be a new and fun era for the show! Buh-Biiiiiike!

Public relations pros have a lot to worry about in their day-to-day. This means that most of the time, personal well-being falls to the bottom of the list. This week, Melissa passes the mic to Mark Mohammadpour to teach us how to healthfully manage the demands of a career in PR.About Mark:Mark Mohammadpour is the owner and Chief Well-being Officer at Chasing the Sun. After spending his public relations career as an executive at Edelman and Weber Shandwick, and after losing and keeping off 150 pounds over the last decade, Mark founded Chasing the Sun to empower businesses and their employees to prioritize their well-being so they can shine in the family room and the board room. Chasing the Sun's team and enterprise-wide well-being programs deliver relatable, practical, and actionable solutions. Topics covered: - Benefits of employee wellness programs- Trends in well-being- Overcoming stigmas through communication- How thinking like a PR pro affects your health- Common mistakes- The problem with hustle and grind cultureActions to take:- Change habits with small steps- Have empathy for people in similar situations- Be mindful about meetings- Directness is kindnessResources mentioned: - Smart Talk: Public Relations Essentials All Pros Should Know- Chasing the Sun- U. S. Travel Association- MVW Communications- PR Pro Gear

Validated screening tools for malnutrition help to improve a patient's quality of life. CANCER BUZZ spoke to Dr. Christina Bowen, Chief Well-being Officer for Vidant Health in Greenville, NC, Dr. Egidio Del Fabbro, Professor of Internal Medicine and Director of Palliative Medicine at the Medical College of Georgia in Augusta, GA and Kelay Trentham, registered dietician, nutritionist, and administrative fellow for the MultiCare Health System in Tacoma, WA. Hear about how to implement validated screening tools into your cancer program. This is the third episode in a three-part series on malnutrition in cancer care. Christina Bowen, MD Chief Well-being Officer Vidant Health Greenville, NC Egidio Del Fabbro, MD Professor of Internal Medicine Director of Palliative Medicine Medical College of Georgia Augusta, GA Kelay Trentham, MS, RDN, CSO, FAND Senior Operations Specialist MultiCare Health System Tacoma, WA Resources: Making the Business Case for Hiring a Registered Dietitian Nutritionist "Prescribing" Exercise and Nutrition in Cancer Care Supporting Cancer Survivors in Making Healthful Lifestyle Changes That's My Farmer: A Research-Based Nutrition & Wellness Program Telehealth: Connecting Patients with Nutrition Services A Quality Improvement Nutrition Program Nutrition: The 7th Vital Sign

Many cases of malnutrition are underdiagnosed and undertreated. CANCER BUZZ spoke to Dr. Christina Bowen, Chief Well-being Officer for Vidant Health in Greenville, NC, Dr. Egidio Del Fabbro, Professor of Internal Medicine and Director of Palliative Medicine at the Medical College of Georgia in Augusta, GA and Kelay Trentham, registered dietician, nutritionist, and administrative fellow for the MultiCare Health System in Tacoma, WA. Hear about malnutrition detection processes and the use of validated screening tools. This is the second episode in a three-part series on malnutrition in cancer care. Christina Bowen, MD Chief Well-being Officer Vidant Health Greenville, NC Egidio Del Fabbro, MD Professor of Internal Medicine Director of Palliative Medicine Medical College of Georgia Augusta, GA Kelay Trentham, MS, RDN, CSO, FAND Senior Operations Specialist MultiCare Health System Tacoma, WA Resources: Making the Business Case for Hiring a Registered Dietitian Nutritionist "Prescribing" Exercise and Nutrition in Cancer Care Supporting Cancer Survivors in Making Healthful Lifestyle Changes That's My Farmer: A Research-Based Nutrition & Wellness Program Telehealth: Connecting Patients with Nutrition Services A Quality Improvement Nutrition Program Nutrition: The 7th Vital Sign

Jen Fisher is Deloitte's first-ever Chief Well-Being Officer, but she used to be a burnt-out employee.After suffering from anxiety, losing sleep and being perpetually stressed-out, Fisher made the case to her higher-ups how a Chief Well-Being Officer could benefit the company, and they gave her the job.In her book, WORK BETTER TOGETHER: How to Cultivate Strong Relationships to Maximize Well-Being and Boost Bottom Lines (McGraw-Hill, June 29, 2021), Deloitte's Chief Well-Being Officer, Jen Fisher and researcher Anh Phillips explore how to build meaningful relationships that improve everyone's experience on the job.The authors explain how our increasing dependence on technology is decreasing our connection to people. They discuss why human skills, like relationship-building, empathy, and emotional intelligence, are essential to the future of work, and how trends like remote work and our ‘always on' culture are increasing isolation and burnout as well as negatively impacting workers' happiness and engagement. Check out our other amazing Savvy guests at: savvybroadcasting.com See acast.com/privacy for privacy and opt-out information.

Episode 66 - Today I'm going behind the scenes with Katina Mountanos. Katina Mountanos is the Chief Well-being Officer and co-founder of Daydreamers, a mental well-being company that is expanding the minds of adults through creative habits. In an increasingly robotic world, Daydreamers is on a mission to help humans access our most innate and powerful trait - creativity - so we can all live happier, healthier lives. Katina is also a published well-being author (Simon & Schuster), has a Master's in Clinical Psychology from Columbia's Mind-Body Institute, and certified coach, meditation + yoga teacher. After enduring the burnout cycle, she started a well-being community for Millennials called On Adulting that continues to reach 75K+ people globally. In today's conversation we dive into Katina's journey from starting the 'On-Adulting' blog which lead to writing a book to normalize the millennial experience (I.E. how to navigate adulthood in a happy and mindful way) to Katina's latest adventure co-founding 'Daydreamers' with her life partner Dupi. We talk about how to get people out of the 'languishing state' and into the 'flow state' and the mission behind 'Daydreamers'. We dive into where the idea came from and all the twists and turns the pandemic presented as they navigated the start-up world. Katina shares all about what is 'Daydreamers', why it's unique, who can benefit from it, what we can expect in the coming months and how to get involved!Grateful you stopped by!Today's conversation is sponsored by 'GutPersonal'! Take the quiz to get your personalized supplement recommendations! For more on 'The Rescue'For more on 'The Prebiotic'For more on 'The Healer + Pro'Use Code 'butwhatifyoudid' at check-out to save!For more DayDreamers!Daydreamers: https://www.daydreamerspace.com/Instagram: https://www.instagram.com/heyitsdaydreamers/Get on the waitlist: https://daydreamerspace.typeform.com/ddwaitlistSpecial code for listeners - EarlyAccess5Connect with Katina on social:Instagram: https://www.instagram.com/onadulting/Tiktok: https://www.tiktok.com/@onadultingBook: Leave us a 5 star review, screenshot and send to @butwhatifyoudidpod on IG and Alyson will gift you a free one to one Breathwork session as a thank you for being apart of our amazing community. Offer good until end of 2024. **This is an affiliate link - I do receive a small commission when you use my link to shop. This helps to offset the costs of the show. Check out GutPersonal! - Use code 'Butwhatifyoudid' to save 10%Connect with AlysonConnect with Khloe1:1 Life Coaching with Alyson Follow along with the Podcast on Social!Check out our Community Newsletter--> Subscribe here!

Jen Fisher is Deloitte's very first Chief Well-Being Officer, a breast cancer survivor, and a wellness inspiration working women everywhere can look up to. We sat down with Fisher for an in-depth conversation on her journey, the nature of burnout, and the future of work.The SEAMLynne Cohen FoundationGuest: Jen Fisher Hosted on Acast. See acast.com/privacy for more information.

Today we chat with Mark Mohammadpour, owner and Chief Well-being Officer at Chasing the Sun. Mark shares why we need a focus on wellbeing now more than ever, what individuals, team leaders, and organizations can do to positively impact wellbeing, and mark shares his journey to becoming a chief wellbeing officer. This episode is packed with tons of actionable insights and recommendations you can take today to live your best life and career. About Mark Mohammadpour Mark Mohammadpour is the owner and Chief Well-being Officer at Chasing the Sun. After spending his public relations career as an executive at Edelman and Weber Shandwick, and after losing and keeping 150 pounds over the last decade, Mark launched Chasing the Sun to empower business leaders to prioritize their well-being so they can shine in the family room and the board room. Mark's keynote speeches, workshops, and individual, team, and enterprise-wide programs deliver relatable, practical, and actionable advice to help increase Overview Why do we need to have a focus on well-being now more than ever? Mark is here to answer that question and help us find wellness in the workplace. We find positive outcomes in our health and career when we focus on our well-being. Mark shares how we can take control of our wellness at an individual and team level. He talks through the unwritten rules about how to manage and engage with people to make sure they are taking time for themselves. Social Handles Linkedin https://www.linkedin.com/in/markmohammadpour/ Instagram @markmoh Twitter @markmoh Website chasingthesunpdx.com Email mark@chasingthesunpdx.com Learn more about our mission and become a member here: https://www.womenindata.org/ --- Support this podcast: https://anchor.fm/women-in-data/support

"Decisions are made for us by people that have no clue about healthcare. That's why we're in the situation we are right now with our electronic medical records. Because we weren't at the table to make these decisions. It was the insurance companies. It was the hospital administrators. But it wasn't the doctors that are going to be using these things. And that's why they're not physician friendly.  If you're not at the table, you're on the menu. And we've been on the menu quite a long time." - Dr. Ana Viamonte RosDr. Ana Viamonte Ros currently serves as Assistant Vice President, Chief Well-being Officer, and Medical Director of Palliative Care and Bioethics at Baptist Health South Florida. She is also Associate Professor at the Herbert Wertheim College of Medicine at Florida International University. Previously, Dr. Viamonte Ros served as Florida's first State Surgeon General and first woman and Cuban American to head the Florida Department of Health from 2007-11. Through her professional and community volunteer activities, she is committed to advancing the opportunities for equitable and accessible health care to all.

Cześć! Nazywam się Piotrek Konopka i witam was w kolejnym, 344 już odcinku z cyklu Piotrek Dobra Rada mówi o pracy zdalnej we współpracy z platformą Lynxremote.com. Dzisiaj poruszę temat Wielkiej Rezygnacji i well-beingu https://youtu.be/5Aa4oBCsgx4 #wykuwam #piotrekdobrarada #lynxremote Inspiracja do dzisiejszego artykułu jest wpis mojego kolegi Romka Jędrkowiaka na LinkedInie na temat tego, ze pojawiają się stanowiska Chief Well-being Officer (Brzmi jak wysoko umocowane stanowisko, z dużym przełożeniem na organizację), także w firmach z wielkiej czwórki. Jak napisał Romek - Zmiana polega na tym, że taka osoba będzie mówiła o dobrostanie, zdrowiu psychicznym, nie pracowaniu po godzinach pracy, pewnie pojawi się też pojęcie „right to disconnect”. Ale proponuję szersze spojrzenie. Według EY Great Resignation jest jednym z trzech mega trendów (3xG – GIG Economy, Great Resignation, Globalizacja Trendów), które zdominują rynek pracy w 2022 roku. Ten fenomen ma już nawet swoją definicję na Wikipedii. O czym mówimy? Najpierw źródło i skala problemu. W USA Od kwietnia do października 2021 z pracy zrezygnowało ponad 27 mln Amerykanów. Niektóre z Amerykańskich fabryk odnotowały 100% rotacji od marca 2020 roku. Natomiast przez ostatnie 20 lat nie było tak, aby w USA poziom rezygnacji był wyższy niż 2,4%. To abyście złapali skalę – w październiku 2021, wg amerykańskiego GUS w branży żywieniowej papierami rzuciło 6,8% (teoretycznie można więc zakładać, ze w 14 miesięcy można mieć 100% rotacji załogi). 75% planuje zmienić prace w nadchodzącym roku i wszyscy z nich oczekują, ze będą zarabiać więcej Idziemy więc do Polski, Badanie firmy doradczej Kincentric z III kwartału 2021 wskazuje, że aż 57% pracowników rozważa zmianę pracy. To 13% więcej niż na początku roku (pamiętajmy, ze mamy jeszcze szalejącą inflację i pojawią się oczekiwania wyższych pensji) Pandemia była katalizatorem Wielkiej Rezygnacji i zostanie z nami. Brad Biren, prawnik i doradca podatkowy mówi, że ten fenomen potrwa 8 lat, gdyż ma związek z cyklicznością zmian pomiędzy generacjami. Profesor Robert Kelley ze szkoły biznesu na Uniwersytecie Carnegie Mellon uważa, że ten trend jest olbrzymią zmianą (jedną na kilka pokoleń) – zwracamy w większym stopniu uwagę na to, z kim pracujemy, gdzie pracujemy i ile czerpiemy satysfakcji z tej pracy. Dodatkowo wstrząsy wtórne tej zmiany potrwają kilka lat. A dlaczego tak się dzieje? Wyczerpanie i brak poczucia sensu w wykonywanej pracy Sposób traktowania przez pracodawcę Wypalenie zawodowe Zmiana priorytetów Kilka dni temu, dwóch moich kolegów Tomek Chaciński z Worksmile i Maciek Noga (współzałożyciel Grupy Pracuj) mieli webinar „Kultura – spoiwo organizacji. Jak tworzyć angażujące środowisko pracy w czasach hiper – VUCA.” I tak sobie myślę – wracając do tego well-being oficera i łącząc wszystkie wątki. W Polsce powinna nastąpić zmiana pokoleniowa – nie na poziomie dzisiejszych 45-50 latków czy 35 latków – do głosu na poziomie zarządzania organizacjami musza dojść dzieci, które mają obecnie lat 8-10. Dzisiejsze sianie ziaren związanych z kultura organizacyjną, dobrymi praktykami w work-life-balance i pokazywanie pozytywnych przykładów które promuje np. Tomek i Maciek, przyniesie rezultat za lat kilkanaście lub kilkadziesiąt. A do tego czasu trzeba liczyć się z rzucaniem papierami w formule Great Resignation. Dzięki serdeczne. Do zobaczenia i usłyszenia za tydzień. Na razie! Mój mail piotr.konopka@innothink.com.pl Mój LinkedIn https://linkedin.com/in/konopka Link do odcinka na YouTube https://youtu.be/5Aa4oBCsgx4 Link do podcastu https://pod.fo/e/10e1ae SoundCloud https://soundcloud.com/piotr-konopka-286414158/piotrek-dobra-rada-odc-344-wielka-rezygnacja-a-chief-well-being-officer

Jen Fisher is Marcel Schwantes' guest this week on the Love In Action podcast. Jen is Chief Well-being Officer at Deloitte, where she evolved the health and wellness program into a first-of-its-kind holistic and inclusive well-being strategy. Jen empowers Deloitte's people to prioritize their well-being so they can be at their best in both their professional and personal lives. In her role, she drives the strategy and innovation around work, life, health, and wellness. Jen is the co-author of the bestselling book, Work Better Together: How to Cultivate Strong Relationships to Maximize Well-Being and Boost Bottom Lines.  Jen shares her experience as a working employee going through chemotherapy and the valuable lesson she learned in those difficult times. “Why do we give ourselves permission to set boundaries when we're sick, but not when we're well?” [4:07] “We've adopted all this technology, but we haven't adapted to it very well,” Jen claims. “In my own words, the technology is using us, not the other way around. ... It's more about how we, as human beings, choose to use it in our lives that has a negative impact. Our society has become this ‘always on 24/7, constantly connected' society.” [10:21] Skills like empathy, compassion, authenticity, and emotional intelligence are not “soft”; they're essential. According to Jen, they play a key role in the future of work because they cannot be replicated by machines or AI. Instead of fearing that technology is going to put us out of work, we should be celebrating that we can focus on humanizing the workplace. [17:27] Marcel asks Jen what organizations can do to maximize their employees' well-being, to decrease burnout, and increase engagement and productivity. “The area you want to get to is trusted teams, which value human connection, relationships, and individual well-being,” she responds. “You achieve that through creating a culture of psychological safety, where people feel like they can show up as their authentic selves and ask for what they need.” [23:45] Essential skills are the skill set of the future. They can and need to be learned, taught, and brought into organizations by leaders who are tuned into them. These organizations are the ones that will truly thrive, Jen comments. [31:32] “The mascot we assigned for trusted teams is a dolphin, so [my co-author and I] want everyone to be a dolphin,” Jen encourages. “Communication and relationships are really important to dolphins; they do things in packs but they're also really great individual performers; they hunt, and they take care of their kids, but they're also very playful in their spirit… Be a dolphin not just at the workplace, but also in your personal life.” [34:56] Resources Jen Fisher on LinkedIn Work Better Together: How to Cultivate Strong Relationships to Maximize Well-Being and Boost Bottom Lines.

From email to Zoom to apps like Slack, it's harder than ever to escape work. In today's episode, we're talking about work-life balance and how for mental wellness it really should be about integrating work into life.  Show Notes: Here's how to follow our guest Jen Fisher, Chief Well-being Officer for Deloitte:  @JenFish23 (Instagram) linkedin.com/in/jen-fisher-cwbo (LinkedIn)    You can check out her book and podcast here: https://www.amazon.com/Work-Better-Together-Relationships-Well-Being/dp/1264268122 https://podcasts.apple.com/us/podcast/workwell/id1381561571   The article referenced in the episode is Remote Work and the Great Migration: https://www.linkedin.com/pulse/great-migration-geographical-dimension-john-lee/ Thank you for listening to The Happy Eating Podcast. Tune in weekly on Thursdays for new episodes! For even more Happy Eating, head to our website!  https://www.happyeatingpodcast.com   Learn More About Our Hosts:    Carolyn Williams PhD, RD: Instagram: https://www.instagram.com/realfoodreallife_rd/ Website: https://www.carolynwilliamsrd.com Facebook: https://www.facebook.com/RealFoodRealLifeRD/   Brierley Horton, MS, RD Instagram: https://www.instagram.com/brierleyhorton/   Got a question or comment for the pod? Please shoot us a message!  happyeating@gmail.com   Produced by Lester Nuby OE Productions

From email to Zoom to apps like Slack, it's harder than ever to escape work. In today's episode, we're talking about work-life balance and how for mental wellness it really should be about integrating work into life.  Show Notes: Here's how to follow our guest Jen Fisher, Chief Well-being Officer for Deloitte:  @JenFish23 (Instagram) linkedin.com/in/jen-fisher-cwbo (LinkedIn)    You can check out her book and podcast here: https://www.amazon.com/Work-Better-Together-Relationships-Well-Being/dp/1264268122 https://podcasts.apple.com/us/podcast/workwell/id1381561571   The article referenced in the episode is Remote Work and the Great Migration: https://www.linkedin.com/pulse/great-migration-geographical-dimension-john-lee/ Thank you for listening to The Happy Eating Podcast. Tune in weekly on Thursdays for new episodes! For even more Happy Eating, head to our website!  https://www.happyeatingpodcast.com   Learn More About Our Hosts:    Carolyn Williams PhD, RD: Instagram: https://www.instagram.com/realfoodreallife_rd/ Website: https://www.carolynwilliamsrd.com Facebook: https://www.facebook.com/RealFoodRealLifeRD/   Brierley Horton, MS, RD Instagram: https://www.instagram.com/brierleyhorton/   Got a question or comment for the pod? Please shoot us a message!  happyeating@gmail.com   Produced by Lester Nuby OE Productions

Today on the show we are welcoming back guest, Katina Mountanos. Katina is back on the show today to discuss her company, Daydreamers, that uses creativity as a tool for emotional and psychology and how we can build a stronger mind body connection.   Katina Mountanos an author, entrepreneur and mindfulness expert whose mission is to help adults live happier, healthier and more fulfilling lives. Her first book, On Adulting: How Millennials (And Any Human Really) Can Work Less, Live More And Bend The Rules For Good published by Skyhorse/Simon & Schuster hit bookshelves everywhere in November 2020. She is also the Co-founder and Chief Well-being Officer of a mental well-being startup, Daydreamers, and is currently receiving her Master's in Clinical Psychology at Columbia University. Katina's work has been featured in HuffPost, Fast Company, Teen Vogue, Elite Daily, Mindbodygreen, and others.   In this episode we discuss: What Katina has been up to and how life has changed since she was last on the show. The experience like of launching her first book, On Adulting. The newest evolution of Daydreamers, the first mental well-being company to use creativity as a tool for emotional and psychological health. Katina on going back to school to get her Masters in Clinical Psychology, and why she is focusing her degree on the mind body connection. Easy tips we can all implement to connect back into our mind body connection. How Katina practices wellness without obsession.   Learn more about Katina: On Adulting, the book: https://www.onadulting.com/ Get on Daydreamers Waitlist: https://www.daydreamerspace.com/ Find Katina on Instagram and Tiktok Read more about Daydreamers here: https://medium.com/daydreamers   This episode is brought to you by Food & Body Peace Playbook. FBPP is an 8 week online course + group coaching program that will help you stop dieting forever and make peace with food and your body. FBPP opens for enrollment at the end of September, you can click here to join the waitlist to get first dibs on the 20 spots available and $100 off the program.   Resources for you: Learn more about our services at Nourishing Minds Nutrition. Read testimonials from our amazing clients here.  Join our FREE support group for like-minded women, the Nourishing Women Community for more community & support. Take a look at our online shop, the Wellness Without Obsession Shop.   Let's hang out! Connect with Victoria and the staff at NMN: Victoria's Instagram Victoria's Website Nourishing Minds Nutrition Instagram Nourishing Minds Nutrition website For every guest that comes on the show, we donate money to Loveland Foundation. The Loveland Foundation, is a foundation that provides therapy and  healing to Black women and girls. We are honored to donate monthly to the Loveland Foundation, and you can learn more and donate yourself here.

We're currently living (and working) through another pandemic. It's the “I hate my job” pandemic that has many workers running toward the great resignation. So what happens when a company has a Chief Well-being Officer? How does a unique role like that help to solve our collective burnout with work and, dare I say it, help us to actually like work again? Today, we are joined by Jen Fisher, Author and Deloitte's Chief Well-being Officer for an interactive discussion around how we can enjoy and engage with work and exactly what we need to focus on more as both managers and coworkers for a more positive future. Weekly Newsletter Sign-Up: http://bit.ly/37hqtQW Follow Career Contessa: http://bit.ly/2TMH2QP Job Search Academy:  https://bit.ly/3z8uHHJ Jen Fisher: https://bit.ly/3hvzayl Work Better Together: https://amzn.to/3k7ElpP Sponsor: Betabrand: https://bit.ly/3fgzIqF Produced by Dear Media.

On this episode of #ThePlaybook, Jen Fisher, Chief Well-Being Officer at Deloitte, shares her insights on: [:39] - The connection between employee well-being and the employer's bottom-line [4:15] - Why she believes that presenteeism is one of the most valuable metrics to look at in terms of employee engagement [7:22] - How business leaders can bring humanity back into the workplace and promote healthier relationships [11:34] - Why taking an intentional approach with the way you connect with your co-workers is more important than ever Learn more about your ad choices. Visit podcastchoices.com/adchoices

Gina DiPietro  0:04  Retaining physicians and attracting new talent looks different since COVID-19, prompting healthcare systems to pivot and embrace a new normal. Welcome to Industry insights: A healthcare podcast presented by Novant Health. I'm your host, Gina DiPietro. Physician engagement and workforce burnout aren't new concepts in health care, but how leaders are tackling this is evolving. The pandemic changed the way people work and physicians, like everyone else, have new expectations. Here to dive into the strategy is Novant Health's Dr. Pam Oliver. In her role as executive vice president and president of Novant Health Physician Network, Dr. Oliver oversees hundreds of clinics and nearly 2,400 physicians. Listen as she explains why younger generations are prompting healthcare leaders to think outside the box, how healthcare systems are attracting physicians in a competitive market, and retaining the ones they have. More on that and her thoughts on what she calls the "secret sauce." Thank you for listening.Dr. Pam Oliver  1:10  We as physicians are blessed to be part of a profession where we have a sense of purpose and all that we do. And that purpose is to help take care of our patients, right? And to heal our communities. Value-based care is about outcomes. It's about providing high-quality care. It's about being conscientious and containing costs. And it's also about engaging the patient. We know that when patients are engaged, that they are more likely to follow recommendations and to follow through. It builds trust. And we know that physician engagement leads to better outcomes in all those areas. When our physicians are engaged, they feel like they're part of a team. They are always looking at ways to do better, about how we take care patients, listen to our patients needs. We then see that our patient experience is better and outcomes are better, right? So, it all is intertwined because we cannot be successful without a high level of physician engagement. Gina DiPietro  2:14  Right now, doctors are leveraging a competitive market. It kind of makes me think of that term "buyers market." So, how are health systems pivoting to stay competitive, and attract physicians and possibly their referral networks, too?Dr. Pam Oliver  2:28  We see the pendulum swing a lot in healthcare, where three decades ago, it was probably much more uncommon to be a part of a health system. We had more independent practices then. I came out of residency into an independent practice that then became part of Novant Health, so I recognize this journey. What we have to make sure we continue to do, and we work on this every day, is we try to make sure that we are investing in resources to help make it easier to take care of patients. It is incredibly hard today in patient care - whether it's EMRs that are necessary evils. Some people would say our EMR is top-rated amongst our physicians for ease of use and satisfaction. So we invest in it every day to make sure that it is an enabler and not an impediment to taking care patients. We are investing in teams to wrap around our positions to make sure that they have support to take care of our patients. So we bring physicians to the table to help figure out what are those things that can help you so we make the right investments. We also try to balance safety and compliance and legal matters with autonomy - the things that you know, physicians want. We're professionals and we want to make sure that we have autonomy to take care of the patient the way we feel like it is best. So autonomy where it matters is what we continue to strive for. And make sure we live up to that to stay competitive.Gina DiPietro  3:57  Your answer there, you touched on something else that I wanted to speak with you about. What's the value to physicians in being part of a medical group versus being independent?Dr. Pam Oliver  4:07  When you're independent you probably feel like you have the ability to make lots of decisions. Not all those decisions are wanted. As physicians, I don't think we want to make some of those business decisions. We try to make sure we can have physicians engaged at the clinic level and as much as we can in the market or system to be part of that - even if they're not individually making every decision about parts of their team. But what we are saying is you know it is about being part of a bigger team. That is incredible today, right? To be part of a family where we are all engaged. I have cardiologists who help take care of my patients. I have you know, neurologists, all these specialties that we jointly are aligned and we all are marching in the same direction in service of our patients to take care of our communities. Some of it is about security. And I don't want to make that feel like it's false security. But I'll say as we pondered the decision of staying independent versus joining a health system, you know, one of the things that we looked at was, it was incredibly stressful with all the ebbs and flows. And I think the pandemic has highlighted that even more. There's so much that can change with regulations with laws that we are challenged with as a system. And it's even more difficult if you are smaller and independent, and you don't have those resources or access. And so for some people, that's a trade off that they are okay, you know, making. For us, it is really about how to provide the most security for our physicians so that they can focus on taking care of our patients, because that's what we value is that they are there to help us heal our communities, and not having to sweat it out, because of some toher change that's made elsewhere. Gina DiPietro  5:53  Going back to this idea of attracting talent.. Besides salary, which is kind of a given, what incentives are you finding that physicians want? What messages are really resonating right now?Dr. Pam Oliver  6:06  There's a plethora of options that we feel we need to offer. Because I always tell people, if you've met one physician, you've met one physician. What matters to one may not even resonate with another. And so we really try to come at this from a holistic approach of, 'What are all the areas when it come to security or empowerment that we can look at?' So, some things come down to benefits, right? So the basics of safety is, 'I feel like I can feed my family.' So, we want to be competitive with salaries. We want to be competitive with our benefits. You know, we've extended our paid maternity leave and paternity leave. And added a week of paid caregiver leave for our physicians to try to ease some of that stress when life happens. And then it goes all the way up to what are the things that we could do to make sure they have opportunities for being engaged in other areas, right? So we have a strong physician leadership within our medical group, within our system. Lots of our physicians want to do something outside of clinical care. We provide those opportunities for them to either grow for us to include them in leadership programs or at the table so they can continue to seek opportunities for leadership if they want to. Or be engaged with teaching, from our residency program, to the new UNC Medical School campuses that will be in Charlotte and exist and Wilmington - to involvement and research. So, all those types of things are important. And then I think it's the support, you know. Some of the incentives are not like transactional in the traditional way. But they're more around, we have a resilience program that our physicians don't have to pay for. It's about investing in their mental and emotional well-being. And, you know, trying to prevent burnout and boost their resilience. Looking comprehensively at what our physicians need to stay healthy in these challenging times. Gina DiPietro  7:57  You mentioned that concept of dyad leadership.Dr. Pam Oliver  8:00  We tell that our secret sauce as a system is that we have physicians engaged in decisions throughout the medical group, throughout the system, really top to bottom. So whether it's Dr. Eric Eskioglu and myself representing our physicians and clinical services at the executive team level, all the way to our physicians who are working in practice full-time. We call those frontline positions. They can see patients and run their clinics to be involved in leadership at the market to determine growth and our protocols for safety. When that works well, it is phenomenal. And I say we get it right, the majority of the time. The administrative leaders have their own skill sets and come with their own expertise and skill sets. We all come to the table in alignment about what we want to achieve. And we work through it together to come up with something that makes sense for and can help us excel at patient care and safety.Gina DiPietro  9:02  Burnout was a concern pre pandemic, and in a lot of ways, COVID-19 exacerbated that. Life is different now ... more people are working remote and physicians, like everyone else, want and expect a new balance in their lives. So how can healthcare systems now and in the future, work with their physician partners to achieve this?Dr. Pam Oliver  9:25  We have as physicians have the same stressors on us from a work life perspective as others might. We are starting to see, whether it's generational changes, what people value. Our younger generations are really forcing (in a good way) for us to consider how we start to work differently to achieve balance or integration. Personally, what we've started looking at is challenging ourselves and our teams to think outside of the normal work routines. So, telehealth brought forth options for physicians to balance out in-person versus telehealth. Not to say these virtual visits are easier, but it provides a balance of the way that we work. Some people value that, and it gives them a little bit more flexibility. We started to really look at how we can incorporate that into the traditional way we do business. So if I want to drop my kids off, can I do that ... without having to like sacrifice being full-time? Like how can we work with the clinics on staffing? How can we work through all those things? Those are the types of things that we really have started to look at when it comes to, you know, post-pandemic. Work smarter, not harder. How do we leverage the team? I feel we can still do that and balance out patient demand and needs. We really have focus a lot on our teams working together. So, if one clinic or one team is having a difficult time figuring their way through - that's part of belonging to a health system. You have a team, usually nearby, that can help you and dive in. And you all work through it together. That 'not feeling alone' is priceless.Gina DiPietro  11:00  Your answer to that question reminds me of the phrase change is the only constant. Dr. Pam Oliver  11:05  So true. We don't want change for change sake. But I think the world around us is changing so quickly. This pandemic has really shown us that we can do that. W can experience significant change. We can get through it. Because we have to evolve. I don't think that what worked for us in 2019 is going to work for us post-pandemic. There's a new norm. We have to embrace it and figure out how to thrive in that if we're going to be successful.Gina DiPietro  11:33  Dr. Thomas Jenike, Novant Health Senior Vice President and Chief Well-being Officer, recently said in another Industry Insights podcast that when a physician leaves an organization, it costs about two to three times their salary to replace them. So keeping talent is also really paramount. I'm curious how you go about doing this? Does it start with intentional listening? Or where can people really start to wrap their brains around this?Dr. Pam Oliver  12:01  We say that around patients, too. To retain a patient versus to go seek a new patient - it's much better to retain the patient. We may not get to a point where it's zero, but we want to make sure that we do everything we can to retain our patients and physicians. And that's through engagement in lots of ways. As president of the medical group, I walk into clinics every day. I see various cultures. I see where things are being done well, I see where people have resources. I also see where we have opportunities. And so I personally have to depend on a slew of teams to help us keep our physicians engaged and retain our physicians ... from the clinic administrators who are really side-by-side with our physicians. They hear and seeing their needs, and they're elevating those needs to the managers above them who are helping to remove barriers and to put things in place. Ultimately, I'm accountable for that. But I have to do that through empowering and using teams to listen to our physicians. And I think a lot of it is around communication, right? 'Tell me what it is that you need. Let's talk through what we can do and what we can't do.' Even if we can't do something a physician asks us for having the conversation and explaining it and listening is important. It's all the other stuff I told you, like we want to be competitive, and we want to make sure we have benefits, etc. But we'll never be exactly like any other system. We have to do what works for our markets and for Novant Health, and for our patients. But we have to engage the physicians. And that in itself, I think is the most important thing for retention.Gina DiPietro  13:34  Anything else that you'd add on this topic before I let you go, Dr. Oliver? Dr. Pam Oliver  13:39  I appreciate you doing the segment. As a physician working at Novant Health, working in our communities, it is a pleasure for me to be able to work as hard as I do. I love working for our patients. And I love working for our teams that are physicians. And so I hope that all of our physicians understand the important role they play. They are leaders. We have 1,800 physician leaders now, whether they are named or unamed, in all of our spaces, and we truly appreciate it on behalf of our community, on behalf of our nation. We thank them for all that they're doing.Gina DiPietro  14:13  Definitely a blessing to enjoy what you do. Dr. Pam Oliver  14:15  Yes, it is. Gina DiPietro  14:21  Gina DiPietro here and thank you for listening to this episode of Industry Insights. You can find the podcast I mentioned with Dr. Thomas Jenike on workforce burnout, and many others, under the Industry Insights channel of the Novant Health podcast family. We're on Apple, Google, Spotify or anywhere you listen to podcasts.

The pandemic accelerated several workplace trends, but none more rapidly than the conversation around holistic well-being. How do we think about wellness at work? How do we integrate work and life instead of trying to force an impossible balance? How has the pandemic changed our view of well-being in a way that's holistic and gives mental health equal weight? At the end of the day, “We bring work to life by bringing life to work.”This week on the podcast, Erica chats with two women leading the transformation of workplace well-being: Jen Fisher, author, podcast host, Thrive Global Editor-at-Large, and Chief Well-being Officer at Deloitte, and Keren Ehrenfeld, Managing Director in Global Capital Markets at Morgan Stanley and Head of Healthcare and Transportation Debt Capital Markets practice. Jen, Keren, and Erica discuss how to recognize burnout, how each individual's view of wellness is different, how managers are one of the biggest impacts on wellness at work, and how wellness can be achieved from organizational, team, and individual levels. This is an absolute must-listen for leaders looking to move into the future of work with well-being as a top priority. Please Subscribe, Rate and Review on Apple Podcasts You can also listen to the show on: StitcherOvercast GoogleSpotify Quotes:Keren 10:02 – “When your demands exceed your capacity is when you hit the burnout level. And that's the thing we're trying to avoid, and that looks different for everyone.”Keren 10:56 – “We all know at the end of the day, the best relationships and employee happiness really depends on who your manager is.”Keren 11:23 – “Number one is to understand what burnout looks like is really, really important. Being able to look at someone or your people or even have a conversation and notice when they're exhausted or losing steam or a little bit irritable or sometimes we start hearing people be a little bit cynical about their job, right? Or people who are superstars start to lose their mojo a little bit and their work product is not as good as it was. Noticing those things and instead of getting annoyed or angry at it, it's then understanding how to have the conversation and building in some strategies that can help the employee or help your friend or whoever the person might be. Keren 12:07 – “So once you spot [burnout], how do you source it? How do you source the burnout? What is the real problem here?…Of course unsustainable workload is one of them…but there's also lack of control about how and when you work your best…just having that conversation around having more control can alleviate a lot of the burn out.”Jen 26:27 – “How do you continue to maintain the authenticity and vulnerability? I don't think our workforce is going to let us go back, right? So much has changed and there's such a demand societally for people to be able to show up and be who they are.”Jen 27:54 – “At the team level it's really about behaviors and norms. How do we get together as a team? Because we know all the research shows that the people who have the biggest impact on your day-to-day wellbeing are the people that you spend most of your time with. And for those of us that work, the majority of our waking hours during the week are spent at work, right? So those people that we're engaging with on a regular basis are the people that have the biggest impact on our wellbeing, so for most of us, that's our team. So how do we as teams get together and talk about what do we want our wellbeing behaviors and norms to be? What do we want standard working hours to look like? How do we get in touch with each other outside the standard working hours? What does common or accepted response time to emails look like? What are the expectations around learning and development? Do we all want to step away from our laptops for lunch everyday? Just having those conversations and creating norms on a team so that everybody understands what's expected of them and when it's expected. It also creates a platform and an environment where I can speak up.”Jen 29:29 – “Every individual must have agency and feel empowered to take care of their own wellbeing. We can do as much as we can possibly do at an organizational and team level; I cannot force you to take care of yourself.” Links to Websites or Resources, text numbers email signupsJen's book, Work Better TogetherErica's websiteOrder Erica's book, Rituals RoadmapOrder Erica's book, Bring Your Human to Work Text ‘human' to 66866 to sign up for Erica's newsletter where she shares how to honor relationships well and how to bring your human to work and life.Connect with Jen:InstagramTwitterLinkedIn Connect with Keren:InstagramTwitterLinkedIn Connect with Erica: InstagramTwitterLinkedInFacebook

Gina DiPietro  0:04  Turns out there's a playbook for starting programs that drive employee retention, engagement and performance, and Dr. Thomas Jenike has the answer key. I'm Gina DiPietro with Industry Insights, a healthcare podcast presented by Novant Health. In this episode, I sit down with Dr. Jenike, Novant Health Senior Vice President and Chief Well-being Officer, to learn why it's so important for companies to invest in their employees well being. Something on the forefront of many minds after a year of loss from COVID-19. Join us as we unravel the ways companies can engage their workforce and promote wellness.Gina DiPietro  0:45  As chief well-being officer, workforce burnout and trauma are some of the things you're really tuned into. Was there's something on a personal level that endeared you to this field or what initially captured your interest? Dr. Thomas Jenike  0:59  I think for me, the fact that I'm trained as a physician, and work around people that are called to do work that is in service of others. What I saw for my whole career is that people are so committed to helping others that oftentimes they put themselves on the back burner, if there's a group of people that deserve to have meaningful lives, great relationships, create experiences, and get fulfillment out of their work as people that are so committed to help others. And oftentimes, if we don't nudge them towards that, that just does not seem to be what happens by default. So, for me, it's just to help investment people who are so committed to helping others.Gina DiPietro  1:34  With COVID-19, last year was especially tough. You know, in April of 2020, just a short time after the pandemic began, an emergency room doctor in New York City who treated a lot of Coronavirus patients died by suicide. And at the time, her father said that she had been describing some of the devastating scenes that the pandemic took on patients. How does it feel to know that a physician, and I'm sure others too, got to that point? And how are you doing amidst everything? Dr. Thomas Jenike  2:07  That was one of the stories that as heartbreaking as it was as shocking as it was, at the time wasn't at all surprising to me, this type of emotional toll has been in a place well before COVID. So this has always been part of the water that we swim in as healthcare workers is this emotional outpouring for the people that we take care of, of course, like many things, COVID was an accelerant to that. So the amount of trauma, the amount of death that came in such a short period of time, and for many of my colleagues, not being able to really do something about it, many things that we treat, we actually can treat. So this is just something that was unique. So I think the fact that it's been so hard to actually get our hands around how we can help people has been even more emotionally draining. So I'm not surprised by that incident. Of course, it's devastating. And it's something that we just have to keep talking about, I think the most important thing that we need to do is just to be honest, that these things are having impact on us. And not to be afraid to say that we're struggling, that we are suffering, I think historically speaking, that has not been the mindset of my colleagues is typically don't show any weakness, grin and bear it. And if you're struggling, keep it to yourself. So I think the most important thing we can do, and that even I've been doing is being in conversation around the impact of this and being honest with ourselves and each other. Gina DiPietro  3:28  It's interesting to me how you say healthcare workers often think about others before helping themselves. And your answer to that question kind of drives home that point. You know, I also asked how you are doing. Dr. Thomas Jenike  3:41  I imagine the mindset is, I shouldn't say that I'm doing well. But I really am. And I think part of the reason I'm doing well, is because I'm in this work all the time, I'm constantly in conversations around, how are people doing, and that allows me to share how I'm doing. So I'm allowed to grow. And I'm allowed to emote, how I emote. And that doesn't mean I don't have bad days. That doesn't mean I don't have times where I feel unsettled or fearful. But in general, the fact that I get to talk about a lot in my work allows me to have a sense of peace and calm about it. So I'm actually doing really well. And part of it is I do practice what I preach in terms of taking care of myself so that I can take care of others. And I guess the bottom line is it doesn't mean that I don't feel stress or worry or anger or fear. I just don't let them stay with me as long as I might have. Gina DiPietro  4:33  Historically, healthcare workers may have never seen this much death in this short of time in their careers. And I know what Novant Health a lot of employees assisted with Operation All In, stepping into roles that they don't traditionally work in perhaps they're even more traumatized because they don't typically see depth up close. So how can leadership not only recognize where people are in stages of grief, but also help people begin to emotionally recover from a year of loss? Dr. Thomas Jenike  5:07  Yeah, it's a great question because you know, one mantra is just do it and move on. And it seems if you just do it and move on to the next new normal that sometimes you don't heal along the way, I think there's a number of steps that people can do. One is just to honor the lives that are lost both in the nation and the country, in our communities, and even amongst our family, the lives that are lost, honor, the sacrifices that people have made. This has impacted people beyond just their well being from a socio economic standpoint, from a relationship standpoint, or societal standpoint, it's just had impacts I think, give me the honor that, and then really appreciate what we've done. I think all the things you talked about us stepping up, and really being at the very pointy end of the sword of dealing with this pandemic. It's, it's amazing. So I think this is gonna sound weird, but celebrating the fact that we've made such great strides in a year, it was really hard. And we did it. And then as you said, I think we just have to be honest about how we're feeling. And that starts with asking people you don't ask, they're not going to volunteer, typically. So getting out in front of people and saying, Well, how are you doing? What is your level of stress, grief, or whatever. And then the last thing is just showing compassion for the healing process, knowing that everyone's on their own journey. That's a really a cultural sort of way that you run your business. And I think for us, that's been part of the success of starting to come out of this stronger rather than weaker. Gina DiPietro  6:30  I think a lot of times, the initial question might be asked, so for example, how are you doing? But if that person isn't doing well, or maybe needs support, what do you do at that point? Dr. Thomas Jenike  6:43  I think part of it is getting people connected to the resources that are in place. And, you know, the ''How are you doing? Question is one that, you know, society speaking, we ask that all the time. What we might want to get to is, well, how are you doing -really? And get beyond the typical platitudes of I'm fine, but really, how are you doing? Sometimes that comes in a conversation, sometimes that may come in a more of a survey like thing where it's, it's more anonymous, and then it's to give people the menu of support services that are available and make sure that's front and center, easy to access. So some of it can be individual linking people to support services, others it can be making sure that people know where to find them and make it easy for them to access them. Gina DiPietro  7:27  You alluded to some of the resources in place. Are you able to discuss the How We H.E.A.L. program and how that's being utilized right now at Novant Health? Dr. Thomas Jenike  7:36  How We H.E.A.L. is going back to - what do we do coming out of the pandemic? What is the new normal? And how do we acknowledge all the sacrifices we made? How We H.E.A.L. is an acronym. So H is for honor. So this goes back to honoring the sacrifices people have made, honoring the losses that we had even honoring the feelings that people have, he is for empathy. So showing empathy for those that are impacted and not trying to make them feel like they need to be in a certain place where they need to get better, faster, just being empathetic. And then the A is for appreciate. So appreciating the hard work that people have done, and Alice for loving and supporting each other. And what we've done as we put into place workstreams under each of those acronyms. So honoring, we have memorial services, ways that team members can honor people that they've met and lost part of closure when a health care provider loses a patient is just to talk about them and honor them. So creating a space where they can do that creating a way for people to really share how they're feeling and have forums peer support, which is under the empathy part. And then having celebrations around, you know what we've done and made sure we say thank you as part of the appreciate and then also giving more resources for team members around their own personal development. We have numerous programs that allow team members to turn to build on their personal wellbeing journey. So that's another way we want to appreciate and love and support them. Gina DiPietro  8:59  COVID didn't just impact the healthcare industry. Some may be grieving the loss time spent with elderly family members or others may have lost their jobs picked up new side hustles like driving for Uber just to pay bills and a lot of kids were home more often with virtual schooling. What is the process people can go through to grieve or cope in a healthy way? Where can they start? Dr. Thomas Jenike  9:25  In my experience for myself and for the people that we work with, I think it is all about communication and connection. People suffer worse when they're in silence when they're by themselves, just creating a dialogue around how they're really feeling like really like you talked about. I think that's a great place to start that can be done on a corporate level. And it can be done individually, however you are feeling along this journey because as you said, everyone's been impacted by this pandemic in some way. I can assure you that there's other people who are feeling the same way our minds might suggest to us I'm the only one suffering or I'm the only one feeling this way, I can assure you that other people feel that way. So just being able to support whether it's your family, your friends, your work colleagues, being able to talk about the struggles, and just name them is a great place to start. And again, that can be done just on an individual level or can become part of a corporate culture. Gina DiPietro  10:20  I'd like to transition to this concept of workforce burnout, which was likely exacerbated by COVID. How else can organizations approach team member resiliency and wellness? Dr. Thomas Jenike  10:33  Yeah, as you said, this is something that's always been in play. And I think COVID has been an accelerant to many things, and this is one of them is accelerated, the need to really highlight this, because of the constant give, it can start to wear people out even more. So I think one of the things that we have found to be most important, is to really start to tether the performance of the organization to the well being of the people that are taking care of the organization. Meaning that we don't want to do this, because this is the right thing to do, we want to do it because of that. And that for a company, whether it be a healthcare organization or some other industry, they know that from a business standpoint, they can't be the type of organization they want to be, and sustain that level. If they're not taking care of the people who are making up the organization, what I've learned is that if you can get the most senior leaders talking about, the only way for us to maintain our high level performance or be the type of organization we want to be, is if we invest in our people. And that becomes how they run the business that really starts to work. And I know at Novant Health, our CEO Carl Armato knows that this is a human industry. And if we aren't investing in humans, we can't take care of others. So I think what you get that mindset to be high performing on a consistent basis, you have to build this into the organizational fabric and make it part of the thing we talked about regularly, and offer things that are in support of human being growth and development. Otherwise, you're just going to lose people from burnout and have to keep replacing them. Rather than keeping together the team and having them come together through this to stronger. Gina DiPietro  12:11  How has that mindset proved successful? What sort of results have you seen from some of those tactics that you've put in place?Dr. Thomas Jenike  12:18  What we've noticed is that when a person feels that their company cares about them, not just as cares about them, and the role they played, but cares about them as a human being as an individual, as a father, son, mother, friend, as they care about all those aspects of their lives, that person cares back about the company. So the company cares about the person. And through our research and through our data, the person cares back about the company, meaning they're more engaged. And this is like any human relationship. If I know you care about me, from a personal basis, I'm going to care more about you. And the same thing works corporately as well. So when we put processes into place programs in place, that is for the sole benefit of personal growth, or personal well being, that people who go through those processes, those programs, they become much more engaged with the organization, they become much more aligned with the organizational mission, and they take greater pride in the outcomes of the organization, they feel more of a sense of we. And when you have that engagement, drives, performance drives retention. And it's a very simple formula. But it takes commitment, and it takes persistence. You don't just talk about we care about you, but you have to keep putting into place. things that make people feel that we care about you that it's really driven engagement, alignment and performance. Gina DiPietro  13:40  You mentioned engagement and retention, as key strategic initiatives. How do you quantify the business value of employee satisfaction and retention because this costs money for organizations to implement?  Dr. Thomas Jenike  13:56  I think there's a couple ways to think of this one is certainly you can do a very detailed analysis on the business case of investing into people. We know that for example, when a physician leaves the organization has replaced a typically costs two to three times their salary to replace them. So just on that fact alone, if you can save one physician from leaving the organization, you more than make up for the investment. So we know that. And then there's the what's the cost if you don't do it conversation, which is really the one that probably resonated most with our leadership and may resonate most with a lot of other leaders is that if we don't do this, what's the cost on the performance of our team? What's the cost on the engagement of our team, we know that engagement equals performance. There's plenty of data to suggest that so in healthcare, for example, we get paid now on quality. So if a physician a nurse is less engaged or less well, there is a direct correlation to quality, which will then correlate to the bottom line. So the business case is pretty simple to make, you can get really down into the details of the numbers. But the bottom line is, when you invest in people, it typically returns about three fold. And if you ask our CEO, what's the single best investment he made as a CEO, time and time again, talk about the investment he makes into his people.Gina DiPietro  15:25  For organizations who are thinking critically about this concept of wellness, how do they parlay that into a program that an entire workforce can benefit from? Dr. Thomas Jenike  15:37  Well, you know, I don't think there's a one size fits all, I think it is starting to understand your workforce, what are the needs of your workforce, even inside of Novant Health, we need to get very specific about who needs what, not everyone has the same needs. So it starts first with the decision that we're going to care about you, we're going to care about you holistically, not just so you can show up at work and be productive, but we're going to care about you. From an emotional standpoint, from a physical standpoint, financial social standpoint, we're going to care about you. And then you have to start to understand well, what are the needs of the different subsets of our employees? Who are team members? And then having a commitment to start to tactically look at? How do we solve for the financial needs that some people may have? But others don't? How do we solve for the emotional needs that some job families or people might have, and others may not? So it becomes a first decision than a commitment. And then you start to look at what are the needs we have and start to tackle them one at a time. And my advice would be don't get overwhelmed. Don't feel like you have to boil the ocean, but just start to show something that is tangible. And then just stay in the game and keep asking what people need and ask them well, how did this program or this benefit impact your life? Gina DiPietro  16:54  That's an interesting point that you made about one size not fitting all I think, you know, even personally, just as an employee with different companies over the years, sometimes I think the tendency is just sort of slap a band aid on it and say, Hey, here's a pizza party. Dr. Thomas Jenike  17:10  Yeah, I agree with you. I think some of those things are nice, right? And then they make you feel better in the moment. If that's not really what speaks to me, it's not going to give that lasting effect. So this is why organizations that are on the cutting edge have a department of wellbeing resiliency or a human resources department that don't just look at, you know, how do we tear language, throw a band aid over this, but really have solutions for all of our team members and really understand them better. So I think that's critically important. If you're going to play this game, in the highest level for the longest time.Gina DiPietro  17:42  Is there anything else that you would add that you think folks could benefit from?Dr. Thomas Jenike  17:46  I think that's the take home point is that if you aren't talking about this, you're missing the boat. If you aren't talking about it, honestly, and from a place of true authenticity and vulnerability, it's a risk point. Not only to the individuals that are struggling, his risk point to the organization, just like wounds that are not covered, they will fester. Addressing them head on is really important. What do we talk about most consistently? What do we do behaviorally, what seems to be valued here, that really starts to set your culture. And it starts with just the honest acknowledgement that this is an important topic, and one that our company and the mission that we are striving to achieve dependent upon. So I think that's really the most important take home point. Gina DiPietro  18:31  If you're really creating a culture, it's not just a one-time conversation, or a two-time conversation, it's really embedded into what you're doing month after month. Dr. Thomas Jenike  18:42  Even more importantly, it's what you're talking about. If the messaging to the team members is strictly about the bottom line, for example, like this week, we're gonna talk about the bottom line. Next week, we're talking about where the gap is on our budget. And then the next week we talk about the next year's budget, well, it becomes very clear to the people that what's valued here is certainly the bottom line. And of course, that's important. But if you're going to create a culture, you have to talk about the things that are most important. So I promise you every time our CEO gets in front of our people, he is talking about performance, but he's also talking about well being. And when the most senior leaders start talking about this regularly, people start to get an idea of like, Wow, that's really valued here. As a leader, I better make sure that I take care of myself and I take care of my team because that's valued in this organization. So you're right. It's a constant drumbeat. It can't just be a campaign. It has to be part of the normal conversation. And behaviorally, we have to walk the talk.Gina DiPietro  19:48  Gina DiPietro again. And a great takeaway there from Dr. Jenike that when a person feels their company cares about them, and not just as an employee, but as a human being, it drives alignment, performance, engagement and employee retention. And next time you see a co-worker, you might ask them, 'How are you? Really?' Thank you for listening to this episode of Industry Insights. You can find more episodes under the Industry Insights channel of the Novant Health podcast family. There's tons of great content there. So feel free to browse around. We're on Apple, Google, Spotify, or anywhere you listen to podcasts. 

Mark Anielski Economist & Author President and Chief Wellbeing Office of Anielski Management Inc Episode #9 “What is Wealth?” Mark Anielski is the President and Chief Well-being Officer of Anielski Management Inc. an economic consultancy specializing in economics of happiness and well-being. He is also the Chief Wellbeing Economist with the Indigenomics Institute. He has been advising communities and countries since 2000 on integrating well-being analytics into conventional economic cost benefit analysis and impact investment decision making . He has extended his reach to different countries including Canada, China, South Korea, the Netherlands and many more. His framework focuses on building a better and happier world. He has written two books, including the award-winning publication - "The economics of happiness". Mark believes that most people aspire to live a life of joy and well-being. Highlights of the Episode: Mark shares his wisdom as he discusses the origins of the word “wealth” and how the meaning of wealth has been lost in translation over the yearsWe discuss the role of “wealth” in our well-being journeyMark discusses the study of Oikonomos (household well-being)Mark talks about how shopping local is great for supporting local businesses BUT is also a reflection of your values.Knowing your monthly “burn rate” is a step towards financial well-beingMark shares his vision on how to teach your kids the tenets of financial well-beingMark discusses how money is an expression of your values……and what would your values show?Mark has a strong stance on debt. Here is a quote from the show “Debt is the real epidemic as it attacks us just like cancer cells, taking more and more of our oxygen or life energy, time, to service the ever-growing mountain of debt, it's time to release the toxicity of the economic growth addiction, in what I call the cancer of debt.” Links & Mark's Books Books: The Economics of Happiness By Mark AnielskiAn Economy of Well-Being: Common-sense tools for building genuine wealth and happiness By Mark Anielski Podcast:  The Economics of Well-being LinkedIn Shownotes: Shaun gives a brief introduction on Mark Anielski [00:29] Mark and Shaun discuss their ideas on what the word "wealth" means to them [02:32] Mark Anielski looks back on his life, and points out the moments where he decided to take a  pause , realizing that everyone  was trading their time for money [08:24] Shaun and Mark  discuss the emotional toll of working only for money and not loving the actual job and mortgage payments [12:20] Mark shares his own money relationship and money script [18:57] Mark and Shaun talk about "burn rate" and how to decrease it [20:27] Mark shares his views on mortgage payment and getting a new house for young couples [22:32] Mark discusses his views on how a parents can help their children take on a healthy money script and money relationship [24:59] Mark shares why he makes money[28:30] Discussion on balancing life such that people can coexist with their passion and their money.[30:45]

As our world gets more complex & the next existential crisis humanity is facing is just around the corner. Thy-Diep Ta (Yip) gives us insights into the work of Brainboost a company that uses neurofeedback for higher capacity and life quality. As former Mc Kinsey and now "Chief Well Being Officer" at Brainboost Yip is diving with us into how we can use mindfulness to: - make better decisions in a complex world - dealing with stress & uncertainty The last topic we talked about is the needed infrastructure so we as humans, friends, mothers etc. can enable our environment. As humanity is facing more and more social "diseases" what is your opinion on that utopia in which society becomes its own mental health coach?