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Resilience key to well-being on the job

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in Career Management,Workplace Communication

Marc Tinsley is an author and speaker who works with people to remove the obstacles that are standing between them and success. Recently we got in touch with him to learn more about the importance of resilience when it comes to success and how people can foster it.

APT: What is the difference be­­­­tween the “resilience” you promote and general health or well-being?

Tinsley: Resilience and health are very closely related, but they are not the same thing. You must be healthy to be resilient, and being resilient is a sign that you are healthy.

Being resilient is the ability to adapt to stress, whether it be cog­­ni­­tive, physical, emotional or spiritual. Because there are different types of stress, it is important to approach health and wellness holistically. Therefore, you must be physically, spiritually, emotionally and cognitively resilient.

Healthy adaptation in response to stress allows you to grow stronger and healthier.

APT: How can companies boost their performance through im­­prov­­ing employee resilience?

Tinsley: Most people want to take better care of themselves so they can be happier, healthier and more productive, but they don’t know where to start. Giving employees the education, the tools, the resources and the opportunity to be more resilient boosts performance.

Resilient employees are better em­­ployees. They deal with challenges and manage stress better. They are more focused, creative and productive. They also miss less work.

APT: What kind of workplace wellness programs are the most effective, and how can companies boost effectiveness?

Tinsley: The most effective workplace wellness programs are com­­prehensive programs that focus on results rather than processes. It doesn’t have to take a lot of time or money. The programs should be kept as simple as possible and make it easy for employees to participate.

A good program should create a culture of wellness that permeates the organization. Too many companies simply put up posters or hand out pedometers. You need to do more than that. Employees, and customers, should know without being told when they walk through the door that this is a company that takes health and wellness seriously.

APT: What sort of inspiration are employees looking for when it comes to taking charge of their well-being?

Tinsley: Employees want to have control of their health, so it’s important to focus on intrinsic motivation rather than carrots and sticks. Incorporate the principles of autonomy, self-determination and flow for long-lasting change.

A cookie-cutter approach isn’t the way to go. Employees should be given the opportunity to customize their own programs with activities and resources that interest them and provide them the greatest opportunity to enhance their health.

APT: Any final words?

Tinsley: Workplace wellness programs have a great potential to increase productivity, control health care costs, and other factors that contribute to the company’s bottom line. Done well, an effective workplace wellness program can generate a nice return on investment. But an ineffective program can just be a waste of time and money.

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