How A Strategic Well-Being Plan Can Make CEOs Better Leaders?
Employee well-being and staff satisfaction can create better workplaces
Posted on 04-24-2018, Read Time: Min
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Without great leadership a CEO is stagnant only concerned for the status-quo. Mills in his book, Leadership: How to Lead, How to Live, argues that leaders play a critical role within companies and fundamentally affect the way corporate functions run. The question arises whether employee well-being and staff satisfaction can be a source for CEO effectiveness. This basic question remained unexplored to date.
Based upon this gap, I pose that an ineffective vision and strategic plan may expose organizations to missed opportunities and lack of using leadership opportunities to their benefit given the existing opportunities in international and domestic markets, and how this lack of judgment may concern stakeholders. I assume that the lack of a structured vision and strategic well-being plan may make organizational members ineffective employees. The assumption addressed in this article is that the crucial role of employee well-being and staff satisfaction may be underestimated and underutilized.
Employees can in fact create new ideas and acquire knowledge from external environments and factors. This vital important process embraces generating knowledge form existing intellectual capital through developing organizational innovation. In fact, this knowledge exchange with external business partners develops innovative environments that can enable CEOs to create a more innovative climate within companies.
This also enhances the capabilities of CEOs to play an inspirational role to directly set highly desired expectations to recognize the merging opportunities in external business environments. This can also positively contribute to CEOs to develop a more effective vision, including a more comprehensive array of information and insights about external environments. A strategic well-being plan also provides important directions for employees in order to conduct ongoing training within companies, which potentially empowers employees and develops the role of CEOs in empowering human resources at all levels in the organization.
Ergo, a strategic well-being plan can have a significant impact on CEO effectiveness to accumulate the right knowledge that the company needs to compete in today’s competitive environment.
A strategic well-being plan also enhances the effectiveness and efficiencies in various systems, as well as to be more responsive to market changes. In fact, strategic well-being plans focus on evaluating the current status of environmental health, defining and recognizing core knowledge areas, coordinating workplace health professionals, sharing organizational knowledge, and scanning the required changes to keep the quality of healthy environment, which potentially improves staff satisfaction and eventually increases the quality of their production or services in-line with market demand.
Therefore, a strategic and effective well-being plan can help CEOs to assess the required changes in order to keep the quality of healthy environment at maximum levels. A systematic process of coordinating company-wide workplace health professionals can also enable CEOs to facilitate innovation, which creates a more innovative environment.
In conclusion, the evidence from these cases suggests that employee well-being and staff satisfaction can make CEOs better leaders. In the absence of effective strategic well-being plan, companies lose the required direction to achieve a high degree of competitiveness, and CEOs cannot implement a successful change in order to adapt to today’s uncertain business environment.
References
Mills, D.Q. (2005). Leadership: How to Lead, How to Live. Waltham, MA: MindEdge Press.
Based upon this gap, I pose that an ineffective vision and strategic plan may expose organizations to missed opportunities and lack of using leadership opportunities to their benefit given the existing opportunities in international and domestic markets, and how this lack of judgment may concern stakeholders. I assume that the lack of a structured vision and strategic well-being plan may make organizational members ineffective employees. The assumption addressed in this article is that the crucial role of employee well-being and staff satisfaction may be underestimated and underutilized.
Employees can in fact create new ideas and acquire knowledge from external environments and factors. This vital important process embraces generating knowledge form existing intellectual capital through developing organizational innovation. In fact, this knowledge exchange with external business partners develops innovative environments that can enable CEOs to create a more innovative climate within companies.
This also enhances the capabilities of CEOs to play an inspirational role to directly set highly desired expectations to recognize the merging opportunities in external business environments. This can also positively contribute to CEOs to develop a more effective vision, including a more comprehensive array of information and insights about external environments. A strategic well-being plan also provides important directions for employees in order to conduct ongoing training within companies, which potentially empowers employees and develops the role of CEOs in empowering human resources at all levels in the organization.
Ergo, a strategic well-being plan can have a significant impact on CEO effectiveness to accumulate the right knowledge that the company needs to compete in today’s competitive environment.
A strategic well-being plan also enhances the effectiveness and efficiencies in various systems, as well as to be more responsive to market changes. In fact, strategic well-being plans focus on evaluating the current status of environmental health, defining and recognizing core knowledge areas, coordinating workplace health professionals, sharing organizational knowledge, and scanning the required changes to keep the quality of healthy environment, which potentially improves staff satisfaction and eventually increases the quality of their production or services in-line with market demand.
Therefore, a strategic and effective well-being plan can help CEOs to assess the required changes in order to keep the quality of healthy environment at maximum levels. A systematic process of coordinating company-wide workplace health professionals can also enable CEOs to facilitate innovation, which creates a more innovative environment.
In conclusion, the evidence from these cases suggests that employee well-being and staff satisfaction can make CEOs better leaders. In the absence of effective strategic well-being plan, companies lose the required direction to achieve a high degree of competitiveness, and CEOs cannot implement a successful change in order to adapt to today’s uncertain business environment.
References
Mills, D.Q. (2005). Leadership: How to Lead, How to Live. Waltham, MA: MindEdge Press.
Author Bio
| Mostafa Sayyadi Ghasabeh, CAHRI, AFAIM, CPMgr is a senior corporate trainer at NIGC. In recognition of his work with Australian Institute of Management and Australian Human Resources Institute, he has been awarded the titles, “Associate Fellow of the Australian Institute of Management” (AFAIM), “Certified Professional Manager” (CPMgr) and “Certified Professional in Human Resources” (CAHRI). Connect Mostafa SayyadiGhasabeh Follow @mo_sayyadi |
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