Traditional wellbeing has often been about preventing illness or helping people recover just enough to function at work.

It’s a deficit model, focused on reducing what’s wrong rather than building on what’s strong.

But what if we reframe it as an asset based model of Positive Wellbeing?

Here at Maynard Leigh, we don’t see wellbeing as a distraction from output, we think it is the foundation for it. True wellbeing doesn’t come at the cost of productivity – it can magnify it.

Yet many organisations still treat wellbeing as a tick-box exercise. We believe it’s time to move beyond the traditional view and make the case for Positive Wellbeing.

We could characterise the traditional view of wellbeing as being about stopping you being unwell or getting you back to status quo so that you can function.

It is a deficit model. But what about an Asset  based model of Positive wellbeing?

In other words, how you can move your teams from merely functioning to flourishing?

It’s an evidence-based approach that responds to the data on declining employee engagement and seeks to go further than traditional wellbeing approaches by offering a more dynamic and human-centred alternative.

Our model is designed to equip managers with the insight and tools to raise wellbeing, shift people from struggling to thriving, and in doing so, driving both engagement and performance.

Because at its heart, Positive Wellbeing is built on two essential qualities: Dynamism and Decency.

Are you looking for support in helping people improve their ability to manage their Wellbeing?

Would you like to find new ways to create an empowering environment at work?

Our Wellbeing Service

What is wellbeing?

We see positive wellbeing as a holistic approach, affecting how people feel, function, and evaluate their work lives.

When people feel a greater sense of wellbeing the evidence is that it nurtures heightened levels of employee engagement.

When people have a sense of wellbeing this can influence their engagement at work and therefore affect their performance.

For more information on how we view wellbeing, click here

How does wellbeing affect productivity?

When people have a sense of wellbeing this can influence their engagement at work and therefore affect their performance.

At an individual or team level, wellbeing can prevent or reduce stress, and contribute to a positive working environment, where people can perform at their best.

How does wellbeing link to emotional intelligence?

Leaders need to apply their emotional intelligence to understand what motivates and inspires people and builds wellbeing for individuals, teams, and the entire organisation.

For this, leaders need to use emotional intelligence, requiring empathy, compassion, and good listening skills.

These may require personal development, professional help, and enough time to practice and learn.

Is wellbeing part of your company culture?

Organisations and their leaders often claim to believe in wellbeing and its benefits. Indeed, companies that actively pursue employee wellbeing outperform those that don’t.

To ensure that well-being is sustainable, it should permeate the organisation’s culture, or “the way we do things around here.”

Who will champion wellbeing in your company?

All employees have a personal stake in supporting the development of wellbeing. There must also be observable action on the ground, not just assurances of intention.

Successful organisations develop a corporate strategy that involves everyone in supporting the culture of wellbeing. What will you do about it?

For more information on how we view wellbeing, click here

However you want to learn we're here to help.

Call our experts on +44 (0) 207 033 2370 or email us at info@maynardleigh.com