Why is wellbeing important and how are you supporting it at Post?

“The context in which we work today is one of constant change – the scope and nature of change may vary but we can be guaranteed that change will occur. This is mirrored in our personal lives which may be characterised by the same constant change. This results in a potential tumultuous whirlpool for individuals who may feel at the mercy of the elements.

What makes the difference between someone who copes or even flourishes in such environments, is the degree of wellbeing they have – the physical, emotional and mental resources they have and how they can mobilise these resources to address issues at hand.

Assisting individuals to assess their situation and leverage their personal resources to manage their situation is a key requirement in my role as a leader, as well as creating the environment that supports and empowers individuals to do this.

To me, believing our  people have agency and enabling them to effectively impact their environment is the key to sustained behavioural change and productivity. Empowered people are more likely to be engaged and happy people!”

What are the benefits in using a wellbeing assessment tool to assist with this? What value does GLWS^® provide?

“Post has used GLWS through enterprise programs as well as direct team interventions to assist individuals and teams to optimise their wellbeing and performance.

GLWS provides a comprehensive and in-depth snapshot of an individual’s wellbeing. It is a springboard to a rich conversation that taps into many areas, personal and professional.

Having used many psychological and organisational instruments, GLWS strikes the balance between being work-related enough but still delving deeply and meaningfully into personal areas that some organisational assessments at best skirt over, if they even address them at all. The GLWS is user friendly, intuitive and has high face validity which makes it client friendly.  The data and information can be very compelling for individuals.

In my experience of leading others and my own independent coaching practice, I have found that presenting work problems are usually masking more fundamental issues that have been suppressed or minimised. The GLWS brings this into consciousness and, at best, can be tackled directly to enable the employee to consciously manage it or, at a minimum, sows the seeds for future action.”

Feyona Lau is an Organisational Psychologist with an extensive background in leadership development. Her experience has spanned across several industries with organisations such as NAB, TRUenergy, Mercer, Medibank Private, and Department of Defence. She previously lead the Enterprise Leadership team at Post and headed up the national L&D team. Feyona also has her own coaching and leadership development practice, Switched On People.