GLWS gives you deeper insights into workplace wellbeing and performance than ever before

Discover what makes GLWS the essential wellbeing measurement tool for leaders
Wellbeing is increasingly being recognised as a crucial factor in any leader’s performance.

Historically, wellbeing surveys and corporate wellness tools have largely failed to include the myriad cultural contexts and nuances that affect wellbeing, such as how a leader’s personal wellbeing affects his/her workplace performance and vice versa.

Other measures have been too narrow, too global, too academic or too medicalised to be useful in an organisational setting. A more comprehensive, sophisticated and ‘real world’ measurement that captured the full scope of wellbeing was called for.

Meet the Global Leadership Wellbeing Survey (GLWS) – the new gold standard for measuring leaders’ wellbeing.

EEK & SENSE embarked on a rigorous 3-year initial research and development project to create a robust tool designed to expedite insights into and conversations about a range of challenges that impact leaders’ performance, change readiness and ability to achieve full potential.

Wellbeing is increasingly being recognised as a crucial factor in any leader’s performance.

Historically, wellbeing surveys and corporate wellness tools have largely failed to include the myriad cultural contexts and nuances that affect wellbeing, such as how a leader’s personal wellbeing affects his/her workplace performance and vice versa.

Other measures have been too narrow, too global, too academic or too medicalised to be useful in an organisational setting. A more comprehensive, sophisticated and ‘real world’ measurement that captured the full scope of wellbeing was called for.

Meet the Global Leadership Wellbeing Survey (GLWS) – the new gold standard for measuring leaders’ wellbeing.

EEK & SENSE embarked on a rigorous 3-year initial research and development project to create a robust tool designed to expedite insights into and conversations about a range of challenges that impact leaders’ performance, change readiness and ability to achieve full potential.

The essential wellbeing measure for leaders. Add GLWS to your corporate wellness toolkit.
What does GLWS achieve?
GLWS helps to better identify and understand the positive and negative drivers of leaders’ wellbeing, and that of their teams. It delves deeper than other wellbeing surveys, taking into account the physical, social, emotional, intellectual and spiritual components of wellbeing, contextualised to the lived life of leaders.

It offers a uniquely holistic approach to understanding what shapes a leader’s ability to perform and stay at their best, as well as practical steps to target wellbeing priorities, reinforced with additional resources and professional support.

It highlights factors that enhance and detract from wellbeing, delivering deep insights and actionable steps on how to ameliorate often debilitating executive pressures. It promotes healthier, more inclusive, connected and supportive work environments.

GLWS’ Personal, Team and Group reporting can be used as an educational and developmental source of  feedback for leaders. It provides the foundation for tailored interventions and can inform changes to team and individual leadership behaviours and the development of organisational leadership, health and wellbeing and diversity and inclusion policies and management practices.

GLWS helps to better identify and understand the positive and negative drivers of leaders’ wellbeing, and that of their teams. It delves deeper than other wellbeing surveys, taking into account the physical, social, emotional, intellectual and spiritual components of wellbeing, contextualised to the lived life of leaders.

It offers a uniquely holistic approach to understanding what shapes a leader’s ability to perform and stay at their best, as well as practical steps to target wellbeing priorities, reinforced with additional resources and professional support.

It highlights factors that enhance and detract from wellbeing, delivering deep insights and actionable steps on how to ameliorate often debilitating executive pressures. It promotes healthier, more inclusive, connected and supportive work environments.

GLWS’ Personal, Team and Group reporting can be used as an educational and developmental source of  feedback for leaders. It provides the foundation for tailored interventions and can inform changes to team and individual leadership behaviours and the development of organisational leadership, health and wellbeing and diversity and inclusion policies and management practices.

Delve even deeper into GLWS research

Comprehensive insights drawn from robust academic research

GLWS provides a comprehensive framework to explain how leaders can perform and stay at their best – at work and home. This is how we combined our first-hand business psychology experience and evidence-based research to develop GLWS:
2012
In depth research and study of wellbeing and existing measurement tools.
2013
150-item tool and initial framework is developed.

10 subject matter experts (comprising clinical and organisational psychologists, psychiatry and psychotherapy experts, human resources and leadership development professionals and executive coaches specialising in wellbeing) provide expert review.

Online delivery platform v1 is developed.

General design is refined and expanded using expert feedback, survey items and a rating scale.

2014
Trialling begins with 100+executives; comprehensive statistical analysis of results is undertaken.

Items are further refined and reduced to 125, framework and reports are enhanced.

Pilot project undertaken within a large government enterprise and one of Australia’s most trusted brands.

2015
GLWS introduced to the market.

Secure hosting on Qualtrics, ensuring world leading data security and data protection.  

First accreditation sessions held.

Quantitative and qualitative review undertaken on first 250 respondents.

2016
GLWS goes global with 121 domain items, 5 overall SWB items and an updated framework.

E-learning accreditation program and online resource centre developed.

Research findings presented at key conferences worldwide.

2017
Accredited Community expands to 150 globally, including UK, USA, Singapore, India, Hong Kong, Eire and Australia.

Project 1000 – research into the factors driving wellbeing.

Research undertaken on impact of GLWS on performance and engagement.

Custom built platform for GLWS developed to provide ultimate flexibility for GLWS clients and accredited users.

GLWS Accredited Community support increased with professional development and networking events.

Breakfast seminar series with guest speakers exploring links between wellbeing, culture and psychological safety.

Presentations to the Australian Industrial and Organisational Psychology conference on the link between wellbeing and personality.

2018
Rebrand to GLWS (formerly MEWS) in response to feedback across global markets and to add a stronger emphasis on leadership.

Online delivery platform V2 upgrade released with enhanced Personal, Team and Group Reports.

Strategic partnerships established in key sectors.

Distribution partners established for Hong Kong and Singapore.

Having a good fight

Whether you’re struggling with workplace politics or want more harmony in your personal relationships, it’s time to shed light on: How your mind...

Diversity & Wellbeing – do you think senior women are “weller” than their male counterparts?

What we have found from our research is that the factors which drive wellbeing for men and women are generally the same, apart from ... how...

Which weaknesses cost us the most happiness? How derailing behaviours and wellbeing are linked

Here at EEK & SENSE, we’ve been investigating the connection between ‘derailing behaviours’ and wellbeing. By better understanding this...

GLWS at the WGS: Part two

In last week’s edition of Wellbeing Insights, we shared the context for the World Government Summit (WGS)'s focus on wellbeing and happiness. In...

"I have really valued EEK & SENSE’s approach of working closely with their accredited partners to ensure great outcomes for clients. I would recommend the GLWS accreditation to any coach who wants to build their skills, expand their service offering, and enhance the wellbeing and performance of their clients."

Andi Pert – Facilitator & Executive Coach, Life NRG

"The GLWS accreditation workshop was extremely valuable. I learned about the GLWS model and reports in-depth, and through case studies and the experience of Karen and Audrey, gained great ideas for handling more challenging wellbeing concerns. All in all, the day was informative, practical and very enjoyable. Thank you."

Caoimhe Richmond, Capability Consulting

"After considerable market research I chose the GLWS program as it was definitely a unique offering that stood out from other diagnostic tools. Completing the GLWS accreditation allowed me to expand my qualifications and provided me with a tool that would add considerable value to my business offering. The online accreditation process was a fantastic experience and Karen and the team were great throughout. Very excited to be on board!"

Melinda Fell, Talent & Coaching Consultant, MFC Consulting

"Individual leaders have experienced a highly personalised intervention, aimed at supporting them to take personal responsibility for making positive changes to enhance their wellbeing. As an organisation, I feel we are now well placed to create targeted wellbeing interventions to address the needs, giving us a better return on investment than simply applying a wellbeing ‘band aid’."

Sean Carroll, GM of People, Culture and Innovation, Australia Post

"GLWS was an important eye-opener, a pointed and timely prompt to make some changes I knew I needed to make….and I feel so much better for it now. Nearly 6 months have passed, and I am still reaping the benefits at a personal level and I can see the positive changes happening across my whole team."

Jen Delves, Head of People Services, QANTAS

"We are witnessing a huge increase in the need and demand for executive wellness. More and more my clients and I are discussing how they spend their time and energy and the difficulties they are experiencing with integrating personal, family and work commitments. The GLWS is invaluable."

Dr Órla NicDomhnaill, CEO, Thrive Advisory

"What has been so powerful for the participants is how tangible the outcomes are. The GLWS allows you to fast-track the coaching conversation and immediately identify which aspects of wellbeing need attention. The conversation very quickly becomes about brainstorming actions that will improve overall wellbeing. It’s such a positive and empowering tool."

Lauren Jauncey, (former) Head of Diversity & Inclusion, Australia Post

For more details on GLWS research to-date
For more details on GLWS research to-date