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Embedding Well-being into Corporate Culture, Mindset, & Leadership Model - Employee Well-Being Exchange

Employee well-being has evolved from being regarded as a benefits issue, to a broader culture issue. Organizations need to tie their commitment to well-being and leadership development to the foundations of its culture and values.

The behavior of an organization’s leaders (at all levels) has a direct effect on the type of culture the organization has and on the overall level of workforce well-being. Leaders who believe that investment in employee well-being is not only a sound business move, but also the right thing to do, are critical to setting the tone of the culture to optimize both well-being and bottom lines. 


Together we were able to:

  • Hold space for the event the recent mass shooting in Uvalde, TX.
  • Examine how investment in and commitment to flexibility, DE&I strategies, and the purpose/mission of the vision impacts several elements of the employee value proposition (EVP) (data from The Talent Imperative study).
  • Learn about Kaiser’s initiative to refresh and revitalize the EVP, particularly through stakeholder interviews and embedding it into leader training.
  • Discuss where the greatest potential to advance well-being in the organization lies.


Many recognized leaders who prioritize well-being in their own lives and share authentically have the greatest impact upon well-being within an organization.


We also heard great insights including:

  • Courageous conversations can create a new culture of psychological safety. Even though the conversations can feel uncomfortable, employees feel listened to. That creates a positive outcome.
  • Authentic storytelling from senior leaders can also inspire organizations and open conversations that were not happening before.
  • It’s important to prepare leaders of all levels to have these types of conversations, be authentic storytellers, prioritize well-being in their own lives, etc.
  • Some leaders may feel a lack of support to model well-being behaviors that contribute to the overall EVP. We should consider how to address this in new and established leader trainings.


Consider these next steps:

  1. Join an upcoming panel discussion. Let us know if you are interested in exploring a topic or willing to share about a practice or initiative in your organization.  
  2. Share tools. We continuously gather and share member-contributed resources (and genericize if required) and tools. Please submit them via email or on our i4cp Exchange page: https://www.i4cp.com/groups/employee-well-being-exchange/schedule/upcoming  
  3. Update your calendar. We hope to see you in our next meeting on July 27th.


Building on groundbreaking research by both i4cp and Rob Cross, the Employee Well-Being Exchange is a peer-driven community working group that explores the relational sources of well-being, how personal networks impact this, and the tools to support individual performance and well-being.

This meeting is exclusively for members of the Employee Well-Being Exchange. If you'd like to participate, please contact us to see if you qualify. If you are an i4cp member, please log in to access the registration/meeting details.
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This event is approved for certification credits.