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.
by Dean Witherspoon   Dean's profile on LinkedIn  

Conferences can be a great place to learn and make connections that will serve you well your entire wellness career. Here are some tips to maximize the experience:


  • Confirm arrangements early. You’ll get the first shot at popular workshops, discounted registrations, and convenient hotel accommodations. You’ll also have more time to decide how to delegate what needs handling while you’re gone.
  • Determine what you want from the conference. With 5-7 tracks, 60 or more speakers, and dozens of social functions it’s easy to allow the experience to become aimless. Stick to 2-3 themes for more focused learning. 
by Beth Shepard   Beth's profile on LinkedIn  

Sedentary jobs may not be as harmful for physically active workers.

Most employee wellness programs focus on the health and well-being of workers. Recognizing the influence of home and family on lifestyle, a growing number of organizations extend wellness benefits and activities to dependents. Others take a broader view and encompass the larger community, understanding that many factors outside the workplace influence well-being — and that healthy communities foster healthy workers and families.

by Beth Shepard   Beth's profile on LinkedIn  

If wellness leaders have learned anything over the past year, it’s this: The same old do this, get that approach to employee wellness isn’t going to fly in the New Year — or beyond. Workers are becoming far less tolerant of exhausting work schedules, psychologically unhealthy workplaces, and getting pressured into meeting the latest wellness criteria to earn a prize or avoid a penalty… and that’s a good thing.

Addressing a broader range of well-being factors is essential to helping people truly flourish, both on and off the job. We know, for example, that to thrive at work, people need to feel autonomy, believe their work matters, and be able to use their strengths daily. Most people want to get ahead — to grow professionally and advance their careers. They also want to leave work with enough energy to fully participate in and enjoy their families, communities, hobbies, and other things that make life rewarding.