Special Report:



3 Meaningful Ways to Improve
Your Staff Engagement and
Empower Your Organization


Short and Sweet Headlines are Best!

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How Important is Wellbeing in Your Workplace Culture?



“Behind the many pages of cold statistics,
our painfully real human stories still unfold… ”


09%

AMERICANS ARE NOT ENGAGED
AT WORK, BUT SIMPLY "THERE"

100

CANADIANS ARE UNABLE TO WORK DUE TO MENTAL HEALTH ISSUE

12%

OF LONG TERM ABSENCE IS CAUSED BY STRESS OR MENTAL ILLNESS IN UK, FOR NON-MANUAL WORKERS

0%

OF WORKERS IN ONTARIO WOULD NOT TELL THEIR MANAGERS ABOUT THEIR MENTAL HEALTH CHALLENGE

The Challenge: Mental Fitness @ Work.


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You're likely a thoughtful, bold leader who cares about your workplace culture, well-being and mental health. Also, you're well aware that improving the "mental fitness" or "workplace wellbeing" of your organization can contribute to more focused employees and productive colleagues.*

Perhaps you're familiar with the cold, hard statistics about disengaged employees. For example, Gallup reports:

  • Out of 100 million Americans between 2015-2016, 1/3 are engaged at work, 16% are actively disengaged, and 51% are not engaged, but simply “there”.*
  • In Canada, over 500,000 employees are unable to work on any given day of the year due to a mental health challenge.**
  • In the UK, over 40% of long term absence among non-manual workers is caused by stress or mental illness.***

As the numbers suggest, employee engagement challenges are locally and globally pervasive.

Importantly, I'm sure you can also imagine the very real, human stories often hidden behind those cold statistics on mental and emotional wellness, work, and the workplace.

For example:

  • Perhaps your otherwise star employee is unable to focus after learning how his son was just diagnosed on the autistic spectrum yesterday
  • Maybe you've noticed how your most reliable coworker has been making all sorts of uncharacteristic mistakes since he learned his closest friend is scheduled for a risky surgery next week.
  • Your team might be burnt-out from last week's 70hr work-week. Some of their partners and kids aren't happy with them for working those late nights and weekends. So, they're just not able to give you the energy or effort you need.

Of course, you might be seeing any number of other reasons for disengagement. Maybe what you're seeing play out include tales of bereavement, separation or divorce, family troubles at home, compassion fatigue and any number of possible concerns in one's wellbeing.

Depending on the mix of your colleague's openness to "speak-up" and how your organizational culture handles your employee's mental/emotional fitness--the overall challenge is this: perhaps there are some "systemic gaps" to be addressed.

Even the most "mental health savvy" workplaces are not 100% mentally and emotionally fireproof. There are just so many wheels to turn and only so much time in a day that it's sometimes difficult to sustain your best intentions and implementations.

While there has been great progress from the more thoughtful workplaces (e.g. offering flex days, some mental health accommodations in policy), you're also here because you also believe that much more can be done.

  • You'd like to maximise the sustainability of mental fitness at work, and even grow it.
  • You want to create habits, promote attitudes, and even practical systems to ensure your employees are given the best opportunity to succeed--for themselves and for your organization.

Whether you've learned about the importance of employee engagement and mental health from research reports, white papers, or from your own daily observations and interactions--your efforts to promote and support mental fitness at work are more important than ever, for a time such as this.

So what would it mean for you to discover and implement meaningful solutions for mental and emotional well-being in your workplace culture?


The CAT Solution : "How's Your CAT?"


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We believe that the first step to addressing organization and workplace wellbeing is by asking the initial question:

"How is your organization's CAT? (Culture, Assets, Thermometers)" *:

  • CULTURE (the "software" of the organization): e.g. leadership, diversity, social trust, interpretation of rules

  • ASSETS (the "hardware" of the organization): e.g. policy, marketing, HR, procedures, personnel management, hierarchies vs. flat structure, etc.

  • THERMOMETERS (assessing the "alignment" between Culture & Assets): E.g.
    • How much time and resources are spent focused on "hardware" vs "software" of the organization?

    • How "aligned" is the organizational mission or Theory of Change with its key program outcomes?

    • How much attention is spent on mental health accommodations?

    • How many organizational "thermometers" are established and maintained regularly?

Of course, the CAT solution is merely an initial step in a comprehensive strategy to scaffold and strengthen your workplace well-being and mental fitness of your team.

Nonetheless, if you dedicate yourself to this first part of the process, you'll likely see the following results:


Result 1: Strengthen Your Culture With GRIT


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By developing "gritty" individuals with mental fitness, you'll see this grit "expand" through your team, and across the organization. For example, you'll be facilitating:

  • increased employee engagement through mental health awareness and emotional intelligence training

  • deepened empathy, emotional intelligence, stress management, and effective feedback with candor across your teams

  • industry-leading mental health accommodations / workplace policies and well-being in your organizational culture


Result 2: Deepen the Alignment of Your Purpose & Outcomes


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By aligning the deeper purpose of your vision with the meaningful results you want to see, you'll more effectively measure your outcomes, and pragmatically produce impact reports that support your mission. For example, you'll

  • powerfully align your Theory of Change (or Core Vision, Mission) with your inputs, outputs and key outcomes (e.g. “What input most effectively delivers your hypothesized outcomes?”; "How would you measure significant moments of change?

  • co-create and customize social responsibility or meaningful community initiatives that sustain and evolve your efforts

  • improve your research design that more effectively evaluates program outcomes and impact measures.


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Result 3: Amplify Your Own Wellbeing


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By focusing on your own mental fitness, you'll be modelling a culture of well-being that permeates across your team, departments, and communities you serve.

  • develop a healthy rhythm between your "working life" and personal life (e.g. clear priorities of time with your family or friends free of work distractions)

  • learn how to improve your own energy levels, lower your stress, and sustain daily habits that make you feel better every morning.

  • cultivate practical changes in your direct working "space" (e.g. table, desk, physical environment) that can raise your mood and improve productivity and focus.


Learn More:


We're convinced that a growing, innovative organization or business prioritizes mental fitness and emotional wellness.

If you wish, feel free to connect with us. Let us know how we can best help your organization thrive. We'd be glad to help.

The best way to reach out is by emailing nathan@thecounterstory.com

Looking forward to chatting with you!

Best,


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Nathan

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