Wellbeing Mastery is a unique one to one coaching programme for leaders. The fantastic personal and organisational benefits you can expect to gain, through this holistic and systemic focus on wellbeing, are supported by *compelling evidence.
How will you benefit as a leader?
Personal development, growth and success
- Greater resilience and stress management capabilities
- Improved focus and creativity leading to better decision-making and innovative problem-solving capabilities
- Greater empathy, composure and emotional control to nurture stronger relationships
- More energy and vitality to improve performance
- A better understanding of self to reduce internal conflicts
- A more effective support network
Organisational impact
The ripple effects of increased leader wellbeing include:
- More engaged and motivated teams
- Improved organisational culture
- Enhanced workplace harmony
- Better economic outcomes through increased productivity and reduced turnover
- Stronger environmental and social responsibility initiatives
These benefits create a comprehensive transformation that extends beyond individual wellbeing to positively impact the entire organisation and its stakeholders. This can, of course, be enhanced by additional focus on team wellbeing and wellbeing design for business.
Why this programme?
The unique, holistic approach based on the interconnected wellbeing domains sets this programme apart from standard leadership development offerings. Through the coaching you develop your own unique way forward.
Who is this for?
Ambitious leaders seeking to thrive personally and professionally by mastering the interconnected domains of wellbeing.
- Senior Executives and C-Suite leaders
- Executives with responsibility for wellbeing
- HR directors and managers
- Team leaders
- Startup founders and entrepreneurs
- Non-profit organisational leaders
Programme structure
The structure, outlined below, is shared to demonstrate the comprehensive nature of the programme. However, session content can be tailored to your personal requirements and delivered to a timescale of your choosing.
Duration
12, 24 or 52 weeks depending on your requirements.
Session breakdown:
- Session 1 – Initial assessment and goal setting
- Session 2 – Mental wellbeing: Cultivating creativity and focus
- Session 3 – Emotional wellbeing: Composure and impulse control
- Session 4 – Physical wellbeing: Habits, vitality and energy management
- Session 5 – Spiritual wellbeing: Purpose and fulfillment
- Session 6 – Social wellbeing: Relationships and network support
- Session 7 – Cultural wellbeing: Living life the way you want
- Session 8 – Environmental wellbeing: Creating flourishing spaces, places and planetary health
- Session 9 – Economic wellbeing: Prosperity and financial freedom
- Session 10 – Integrating wellbeing domains: Exploring the synergies and interconnections
- Session 11 & 12- Strategies for long-term wellbeing and final assessment
Sessions include practical exercises, reflective activities, and actionable strategies tailored to your specific needs and goals.
Measuring success
To measure the programme’s success we use the following:
- Pre and post-programme wellbeing assessments using the proprietary CANBE model
- Weekly progress check-ins and self-reported improvements
- Coachee feedback
- Follow-up assessments at 3 and 6 months post-programme to evaluate longer-term impact
Programme cost
Reflecting the long term value, potential return on investment and the highly personalised nature of this coaching the full programme is priced at £3,600.00. There are a variety of payment options which can be discussed.
What you get
- Twelve 2 hour coaching sessions
- Targeted exercises to support session reflection, learning and experimentation
- Access to support material on every topic covered
- Telephone and email support between sessions
- A copy of The Age of Wellbeing – A new leadership model for a happier world
Book your place
To ensure quality we only accept a limited number of clients at any time so please get in touch to discuss your requirements and book your place.
*Compelling evidence
Mental & emotional wellbeing
Leaders who prioritise emotional and mental health see significant performance benefits. Research shows that emotional leadership positively impacts employees’ job performance through emotional contagion and enhanced positive emotions1. High-performance work systems and transformational leadership styles show direct correlations with reduced emotional exhaustion and improved employee wellbeing2.
Physical wellbeing
The relationship between physical wellbeing and leadership performance is supported by multiple lines of evidence, showing how physical activity and fitness contribute to enhanced focus and decision making, stress management capabilities,3,4 engagement levels,5 and overall effectiveness. The discipline required for physical fitness mirrors essential leadership qualities like perseverance and adaptability. Leaders who maintain physical wellness demonstrate greater stamina and resilience in their roles.
Spiritual wellbeing
Spiritual leadership fosters improved organisational outcomes through enhanced employee life satisfaction and productivity6. Studies show that spiritual leadership positively influences task performance, knowledge sharing, and innovation behaviors7. This leadership approach creates meaning and purpose, driving stronger organisational commitment.
Social & cultural wellbeing
Leaders who focus on creating connection and belonging see improved team performance. Research indicates that when employees have a sense of wellbeing, they demonstrate higher engagement, creativity, and job satisfaction. Cross-cultural studies reveal that ethical leadership positively impacts employee wellbeing and work engagement, with varying strengths of association across different cultural contexts8. Leadership that prioritises safety consciousness and creates a positive safety climate significantly improves organisational performance. Responsible leadership acts as a crucial moderator in maintaining safety performance, particularly when environmental safety conditions are challenging9. Leaders who focus on building institutional trust and positive organisational culture create environments that foster both academic and professional success10.
Environmental wellbeing
There are clear connections between spatial environments, planetary consciousness, and leadership effectiveness. Sustainable leadership practices show significant positive relationships with employee wellbeing and organisational resilience, particularly in turbulent environmental conditions. Leaders who embrace sustainable practices demonstrate improved ability to maintain employee wellbeing and organisational performance11. The quality of physical environments significantly influences human behavior and leadership potential12, 13.
Economic wellbeing
Employee engagement, when supported by wellbeing-focused leadership, shows a strong correlation with improved organisational outcomes, including increased productivity, reduced turnover, and enhanced job satisfaction. Leaders who prioritise wellbeing create environments that foster sustainable high performance and employee retention14. When leaders fail to prioritise wellbeing, the consequences are significant. Abusive leadership styles severely impact employee mental health and psychological wellbeing, leading to decreased productivity and increased presenteeism15.
Summary
The evidence clearly shows that leaders who prioritise holistic wellbeing – across mental, emotional, physical, spiritual, social, cultural, environmental and economic domains – create more resilient, productive and sustainable organisations. This comprehensive approach to wellbeing-focused leadership represents a crucial evolution in leadership practice for building healthier workplaces and communities.
Sources
1 Wan Jin , Pan Kun ting , Peng Yuan , Meng Ling qiang, The Impact of Emotional Leadership on Subordinates’ Job Performance: Mediation of Positive Emotions and Moderation of Susceptibility to Positive Emotions, Frontiers in Psychology, VOLUME 13, 2022, https://www.frontiersin.org/journals/psychology/articles/10.3389/fpsyg.2022.917287, DOI=10.3389/fpsyg.2022.917287, ISSN=1664-1078
2 Ehrnrooth M, Koveshnikov A, Wechtler H, Hauff S. High performance work system and transformational leadership: Revisiting and questioning their implications for health-related wellbeing. Front Psychol. 2023 Feb 9;14:1072065. doi: 10.3389/fpsyg.2023.1072065. PMID: 36844326; PMCID: PMC9948034.
3 Naji GMA, Isha ASN, Alazzani A, Brough P, Saleem MS, Mohyaldinn ME, Alzoraiki M. Do Leadership, Organizational Communication, and Work Environment Impact Employees’ Psychosocial Hazards in the Oil and Gas Industry? Int J Environ Res Public Health. 2022 Apr 7;19(8):4432. doi: 10.3390/ijerph19084432. PMID: 35457300; PMCID: PMC9027864.
4 Physical Education and Sports for enhancing professional life of engineering students – An initiative towards implementing National Education Policy in Engineering Education, Tara Singh Thakur and Divya Srivastava and Mahesh Chanda, Journal of Engineering Education Transformations,2024, https://api.semanticscholar.org/CorpusID:269285499
5 The Role of Leadership Styles, Work-Life Balance and The Physical Environment in Promoting Psychological Well-Being: A Job Demands-Resources Perspective, Nor Tasnim Syahera Rasak and Muhamad Nasrullah Zamri and Muhammad Hafiz Suhaimi and Kardina Kamaruddin, Information Management and Business Review, 2024, https://api.semanticscholar.org/CorpusID:273677208
6 The Influence of Spiritual Leadership on Spiritual Well-Being and Job Satisfaction: A Conceptual Framework, JUHAIZI MOHD YUSOF, School of Maritime Business & Management, Universiti Malaysia Terengganu,MAHADZIRAH MOHAMAD, Faculty of Business Management & Accountancy,Universiti Sultan Zainal Abidin, International Review of Management and Business Research, Vol. 3 Issue.4, December 2014
7 Wang M, Guo T, Ni Y, Shang S, Tang Z. The Effect of Spiritual Leadership on Employee Effectiveness: An Intrinsic Motivation Perspective. Front Psychol. 2019 Jan 4;9:2627. doi: 10.3389/fpsyg.2018.02627. PMID: 30662419; PMCID: PMC6328445.
8 Ethical leadership, work engagement, employees’ well-being, and performance: a cross-cultural comparison, Huma Sarwar and Muhammad Ishtiaq Ishaq and Anam Amin and Roheel Ahmed,Journal of Sustainable Tourism, 2020, Volume 28, Pages 2008-2026, https://api.semanticscholar.org/CorpusID:221192966
9 Saleem F, Malik MI. Safety Management and Safety Performance Nexus: Role of Safety Consciousness, Safety Climate, and Responsible Leadership. Int J Environ Res Public Health. 2022 Oct 21;19(20):13686. doi: 10.3390/ijerph192013686. PMID: 36294281; PMCID: PMC9603379.
10 Analysing Data on Students’ Institutional Trust and Its Impact on Emotional Wellbeing, Shehzad Ahmed and Kaynat Tariq and Furrakh Abbas, The Asian Bulletin of Big Data Management, 2024, https://api.semanticscholar.org/CorpusID:271210785
11 Iqbal Q, Piwowar-Sulej K. Sustainable Leadership, Environmental Turbulence, Resilience, and Employees’ Wellbeing in SMEs. Front Psychol. 2022 Jun 28;13:939389. doi: 10.3389/fpsyg.2022.939389. PMID: 35837639; PMCID: PMC9274281.
12 The Impact of the Visual Image of the Urban Environment on Human Behaviour, Aya El-sayed and Ahmed El-madawy and Marwa Abd Elhady, MEJ. Mansoura Engineering Journal, 2022,https://api.semanticscholar.org/CorpusID:248595445
13 Rethinking Outdoor Courtyard Spaces on University Campuses to Enhance Health and Wellbeing: The Anti-Virus Built Environment, Saba Alnusairat and Zahra Al-Shatnawi and Yara Ayyad and Ala’ Alwaked and Nasser Abuanzeh, Sustainability, 2022,https://api.semanticscholar.org/CorpusID:248679016
14 The Impact of Employee Engagement on Organizational Performance: An Analysis of Key Psychological Traits and Business Outcomes, D. Poorani and R. Pradap,International Journal of Management and Economics Invention, 2024, https://api.semanticscholar.org/CorpusID:273801805
15 Detrimental Impact of Abusive Leadership on Employee Mental Health, Psychological Wellbeing, and Presenteeism in Chinese Entrepreneurial Organizations, Chen Zeyu, American Journal of Health Behavior,2024,https://api.semanticscholar.org/CorpusID:273256931