by Dean Witherspoon   Dean's profile on LinkedIn  

Not a month goes by we’re not dazzled by the talents of wellness managers we have the good fortune to work with. It got us thinking about what sets the best apart from the rest. Here’s a partial list. Amazing wellness leaders…

  • Manage people, not tasks. While top managers have good processes in place, more than anything they work to bring out the best in every individual under their direction. It can be exhausting and often goes against a wellness professional’s natural inclination to just get it done, but they’ve learned they can accomplish more by helping others grow than completing a lengthy task checklist every day.
  • Are focused on meaning and purpose. Risk and cost data aren’t the primary measurement criteria. Great wellness leaders are laser-focused on quality of life scores that ultimately tell them whether the wellness program — and the organization — are headed in the right direction. And it’s reflected in their programming and communication as well, where you’re more likely to see interventions aimed at finding balance than lowering cholesterol scores.
  • Are voracious consumers and prolific givers of feedback. Exceptional leaders don’t rely on their innate intelligence to assess, process, and act. They seek input from all corners of the organization, primarily through conversation and open-ended assessments. And they’re better than most at setting aside or limiting their personal biases when the evidence supports another direction.
  • Are steady, but not stuck. Consistency, credibility, and cohesiveness are hallmarks of great wellness leader personalities, but they’re not entrenched in “the way we’ve always done it.” Indeed, most are constant tinkerers of interventions and promotions, with a deliberateness to their approach that makes those around them feel safe to experiment in a responsible way.

As you begin the new year, take a few moments to assess your style against our list, then make plans to become the amazing wellness leader you were meant to be.


# Beth S 2016-01-22 18:28
Hi Nikki,
Here are some good resources:

Hope that helps; thanks for the question.
Reply | Reply with quote | Quote
# Anna Rose R 2016-02-02 13:00
These links were very helpful Beth. Thank you! Are there ways to assess groups who take these surveys in aggregate form?
Reply | Reply with quote | Quote
# Beth S 2016-02-02 15:59
Great question, Anna; I don't know the answer. I recommend contacting the publisher of each of these resources to ask about the utility of these surveys as aggregate assessments; they should be able to give you some guidance.
Reply | Reply with quote | Quote
# Nikki 2016-01-21 19:21
Is there a tool you recommend to measure quality of life in the workplace?
Reply | Reply with quote | Quote

Add comment