We are seeing a welcome focus on employee well-being in our organisations these days. Admittedly some may argue that it’s still not sufficiently embedded into the culture especially in the face of economic, operational and human challenges. However, well-being, mental and physical especially, is slowly making its way onto our radar.
For well-being to truly take root though we do have to address it at a more fundamental and holistic level. Let’s imagine the whole organisation as an entity, as if it were a person with a mental, physical and emotional life overshadowed by a ‘spirit’, an esprit de corps or impulse that invisibly but powerfully breathes life into the entity.
In seeing the organisation as an entity we can ‘diagnose’ its state of well-being across all four dimensions – mental, emotional, physical and spiritual. For example, on the mental level we might consider factors such as the quality and depth of thinking which shows up, or the degree of caring, loving thoughts compared to the more selfish, challenging or conflict-oriented thoughts. On the emotional level we can measure that in part through sickness and absence as well as through the levels of engagement, happiness and human well-being that we find in the organisation.
The physical level takes us into the realm of what the organisation actually manifests, its quality and value. It could also be expressed through the fluidity of its process – almost a literal expression of how smoothly the ‘blood’ flows through the organisation. And of course, all three of the levels work interdependently – just as they do within an individual person.
Reflecting on the spirit or soul of an organisation opens us up to the quality of its purpose, mission and vision – we might call it the heart of the entity. The values, the principles it adheres to, the way the organisation chooses to engage in the world and with its communities. The level of will to good that sits at the core of its being. These are all expressions of how we might consider this more energetic aspect of the entity.
Modern Organisation Development of course needs to concern itself with structures and processes, target operating models and workforce planning. If it approaches these factors by taking a truly holistic view of the organisation as an entity, it will prioritise those areas that will enable the whole entity to step into greater and greater well-being.