Someone from a major health organization once told me that the person
you report to at work can be more important to your health than your
家庭医生. 外围十大菠菜app还不能证实这一说法，但是
是有意义的. 想想看. 不是要诋毁在
medical community, but how often do you see your primary health care
与你在工作中见到领导的频率进行比较?
《外围十大菠菜app》最近引用了我的话
在一篇关于工作场所健康的文章中. 这是我的观点之一
is that you can’t address wellness with exercise programs and then
把人当垃圾对待. 直到组织能更好地让
their people know they are valued and cared for, we won’t even begin to
提高团队成员的幸福感.
Most leaders understand their influence on team members’ lives
during work hours, but often enough, they don’t think about how their
leadership affects team members outside of the workplace as well.
One of the profound truths we’ve discovered at Barry-Wehmiller is this: 的 way we lead impacts the way people live.
And, that extends to the health and wellbeing of those within our
照顾范围. 我经常谈论工作压力以及两者之间的联系
压力与健康. 压力通常会导致或加剧健康问题，
以及造成压力的主要原因之一? 工作!
的 美国压力学会
says that “Numerous studies show that job stress is far and away the
major source of stress for American adults and that it has escalated
在过去的几十年里. 工作压力增加
as assessed by the perception of having little control but lots of
demands have been demonstrated to be associated with increased rates of
心脏病、高血压等疾病.”
的y also say that in many municipalities, because there is such a
correlation between job stress and heart attack, if a police officer has
a heart attack while on duty or off, it is considered a work-related
受伤. 即使那个警官在度假!
An 美国职场态度研究 发现了这些可怕的数据:
- 80% of workers feel stress on the job, nearly half say they need
help in learning how to manage stress and 42% say their coworkers need
这样的帮助
- 14% of respondents had felt like striking a coworker in the 过去的一年, but didn’t
- 25% have felt like screaming or shouting because of job stress,
10% are concerned about an individual at work they fear could become
暴力
- 9% are aware of an assault or 暴力 act in their workplace and
18% had experienced some sort of threat or verbal intimidation in the
过去的一年
In the same McKinsey article in which I was quoted, Scott Taylor,
an associate professor at Babson College, said: “Up to 75 percent of
people say that the most stressful part of their job is their immediate
主管. 我不知道有多少经理一觉醒来就说，‘我想要
让我的族人痛苦度日.即便如此，外围十大菠菜app还是会在工作中对待员工
用外围十大菠菜app从未对待过家人和朋友的方式. 所以问题可能不是
that people need to learn how to care, it’s that people need to learn
如何在工作中保养.”
再一次，你的领导方式会影响人们的生活方式.
As leaders—as Truly Human Leaders—we need to do good while doing
更少的伤害. 外围十大菠菜app应该提供资源，帮助促进健康
living, while fostering caring environments where team members have
有机会成为最好的自己.
Organizational stress is exacerbated by people feeling that they’re
不欣赏. 如果外围十大菠菜app只是关心外围十大菠菜app生活的人
privileged to lead, and send them home each night feeling valued, we
能降低医疗成本吗. 当88%的人感觉不到
他们是一个关心他们的组织的一部分，外围十大菠菜app是
加剧了医疗危机. 然后是副产物
to solve it, which is pills and medications and hospital visits.
这并不是说健康项目不好. At
Barry-Wehmiller, we’ve seen great things happen in the lives of our
因为外围十大菠菜app的健康计划. 但外围十大菠菜app往往不是
解决问题的根源. 正如盖洛普在他们最近的报告中所说 美国职场状况报告,
“If 员工 don't have great managers, if they don't know what's
expected of them or if they are not in roles that match their talents,
then the longest possible list of perks is not going to be a cure-all.”
这里有一个深刻的引用 哈佛商业评论文章
在这个问题上. “研究表明，最有力的方式
leaders can improve employee wellbeing is not through programs and
而是通过日常的行动. 例如，来自a
large study run by Anna Nyberg at the Karolinska Institute shows that
有一个苛刻的老板与员工的心脏问题有关. 在
other side of the coin, research demonstrates that leaders who are
inspiring, empathetic, and supportive have more loyal and engaged
员工.
Leaders set the tone for their organization, and their behavior
determines whether interactions in their organization are characterized
by trust, forgiveness, understanding, empathy, generosity, and respect.
我的好朋友和合著者 Raj西索迪亚 is working on a new book on businesses as healing organizations. 他最近在圣. 路易在外围十大菠菜app赞助的活动上 查普曼 & Co. 领导学院 外围十大菠菜app在外围十大菠菜app的 人人重要播客.
Raj says that the decision of whether a business is going to be a
healing organization or a hurting organization is rooted in leadership.
“If the leader is stuck in a certain level of consciousness, the
组织不能超越这一点，”拉杰说. “如果领导者是有根基的
在恐惧和不安全感中，组织会反映出这一点. 你可以
have a hurting leader that creates conditions where everybody then
在某种程度上，成为了一种伤害. 或者你可以有一个领导者
coming from a place of love and care and healing and everyone then
变成了它的延伸. 再一次，外围十大菠菜app的责任
consciously creating that kind of culture is extraordinary – whether our
善良的天使或内心的恶魔在人类中盛行. 所以，这一切
depends on leadership and as Ghandi said, We must be the change we wish
去看世界.”
Years ago, a senior executive at a major automobile company asked
me what kind of return Barry-Wehmiller received for our investment in
外围十大菠菜app的文化. 我回答说:“你在开玩笑吧? 你刚问我什么了
这是我关心别人的经济回报?他说:“在我的公司，
外围十大菠菜app非常注重数字.我说:“真可怜。.然后他说
me that only 30 percent of the people at his company would recommend a
给朋友或家人的工作. 没有在开玩笑.
关心的投资回报率是多少? 这是有队友
healthier because they feel valued and understood by their leaders and
队友. 因为他们对自己在外度过的时光感到满足
from their homes and families, they are inspired and energized instead
的强调. 当他们回到他们所爱的人身边时，他们会分享这些
joy and fulfillment instead of the stress and bitterness of feeling
不被赏识和无足轻重.
的 return on investment for caring may very well lead to reduced
costs in medical benefits for your company and higher profits from a
更敬业的员工. 但这与创造一个
更美好的公司内外世界.