The wellbeing of leaders is increasingly recognised as a crucial determinant of organisational success. The Global Leadership Wellbeing Solutions (GLWS) survey has emerged as a vital tool in this context, providing invaluable insights into the holistic wellbeing of leaders. This article explores how organisations can leverage wellbeing data, particularly from the GLWS survey, to drive leadership development and foster a thriving workplace culture.
Understanding the GLWS
The Global Leadership Wellbeing Solutions survey is a comprehensive assessment designed to measure various dimensions of a leader’s wellbeing. The GLWS covers six key domains: psychological wellbeing, physical wellbeing, work wellbeing, social wellbeing, community wellbeing and values alignment. By evaluating these domains, the GLWS offers a detailed picture of a leader’s overall health and effectiveness.
The Importance of wellbeing data
Research has consistently shown that a leader’s wellbeing significantly impacts their performance and the broader organisational climate. For instance, a study by the Corporate Leadership Council found that employees are 23% more likely to perform at a high level when their leaders demonstrate high levels of wellbeing (Corporate Leadership Council, 2018). Additionally, leaders who prioritise their own wellbeing are better equipped to foster positive relationships, make sound decisions and navigate the complexities of the business environment.
Utilising GLWS data for leadership development
- Identify areas for improvement
The first step in using GLWS data is to identify areas where leaders may need support. The detailed feedback provided by the survey can highlight specific domains where a leader’s wellbeing may be compromised. For example, if a leader scores low in psychological wellbeing, it may indicate stress or burnout, prompting the need for interventions such as stress management training or counselling services.
- Tailored development plans
Wellbeing data allows for the creation of personalised development plans. Rather than adopting a one-size-fits-all approach, organisations can tailor their leadership development programs to address the unique needs of each leader. For instance, a leader with low scores in physical wellbeing might benefit from a wellness program that includes fitness activities, nutritional guidance and regular health check-ups.
- Promote a culture of wellbeing
Using GLWS data to drive leadership development also involves promoting a culture of wellbeing within the organisation. Leaders who prioritise their own wellbeing can model healthy behaviours for their teams, creating a ripple effect throughout the organisation. This can be achieved through initiatives such as wellbeing workshops, mindfulness sessions and the integration of wellbeing metrics into performance evaluations.
- Measure progress
Regularly measuring and tracking wellbeing data is essential for monitoring progress and making necessary adjustments. By conducting the GLWS at regular intervals, organisations can assess the effectiveness of their wellbeing initiatives and make informed decisions about future strategies. This continuous feedback loop ensures that wellbeing remains a priority and that leaders receive the support they need to thrive.
Conclusion
The Global Leadership Wellbeing Survey provides a powerful framework for understanding and enhancing the wellbeing of leaders. By leveraging the insights gained from wellbeing data, organisations can develop targeted interventions that not only support individual leaders but also foster a culture of wellbeing across the organisation. As research continues to highlight the link between leadership wellbeing and organisational success, the use of tools like the GLWS will become increasingly vital in driving effective leadership development.
