Human resources (HR) and well-being professionals play important roles in developing a plan for fostering a culture of well-being at the organizational level. This package includes online Well-Being Culture Coach Training and podcast series of over 160 episodes (links to sample episodes are available below). Graduates earn a Well-being Culture Coach certificate. The goal is to empower HR and well-being professionals to implement a systematic culture change plan for their organization.

Well-being Culture Coach Certification

Online Option. Six sessions May 25 & 27, June 1, 3, 8 & 10 5:00 -7:00 PM  EST). Information and Registration.

In Person Option. Art and Science of Health Promotion Conference Intensive Training September 29 – 30. Hilton Head Island, South Carolina. Information and Registration.

The twelve-hour Well-being Culture Coach Training is led by Judd Allen, Ph.D. and Richard Safeer, MD. The training is highly interactive and features examples from a variety of businesses, universities, health care institutions, community organizations, and government agencies.  Participants learn how to make the case for well-being cultures and to conduct a cultural analysis. The training also empowers participants to develop initiatives for: (1) well-being leadership, (2) peer support, (3) household support, (4) changing norms and values, (5) social climate, and (6) organizational purpose.

Beginning in 2010, this Well-being Culture Coach Training has been offered annually at the National Wellness Conference and the Art of Health Promotion Conference. The training was also offered to graduate students at a number of colleges and universities. Certified Well-being Culture Coaches have applied their skills as external consultants and as professionals throughout the world in businesses, health care settings, government agencies, the armed forces, and educational institutions.

Culture Coach Training Agenda

  1. What a Well-being Culture Is, Why It is Important and How it is Achieved
    • Defining a culture of well-being and its dimensions
    • Naming the primary distinctive benefits of a culture-based approach
    • Developing Strategies for achieving a culture of well-being
  2. Closing the Values-Norm Gap
    • Developing the well-being value proposition
    • Aligning values and norms
    • Bringing about systematic culture change
  3. Conducting Cultural Analysis
    • Quantitative measures
    • Qualitative measures
  4. Developing Leadership Support for Well-being
    • The role of executives
    • The role of middle managers
    • The role of well-being committees
  5. Increasing the Quality and Quantity of Peer Support for Well-being
    • Eight skills for more effective peer Support
    • Bringing well-being home
    • Utilizing community well-being resources
  6. Strengthening the Social Climate
    • The special role of social climate in health and productivity
    • Strengthening the sense of community, shared vision, and positive outlook
    • Building cultural support for purpose

Key Concepts for a Culture of Well-being Series

Cultures are complex webs of social influences. Some of these influences are written into formal policies, but most are informal and can be shaped by managers with the support of well-being committee members. The goal is to shift these cultural touch points so that they better support well-being. We need to tip the balance of these influences so that well-being becomes a part of the cultural fabric and the “way we do things around here.”

This series teaches how to define a culture of well-being, explain why it is important, and develop a culture-change plan. The series also explains how to conduct a cultural analysis and how the cultural approach to well-being addresses shortcomings in existing well-being programs.

Play Sample Episodes

Fostering Well-being Values Series

Human resources and well-being professionals need to be able to make the case for well-being. It is important to identify a benefits list that will resonate with your audiences. It is also important to show that such a commitment is not superficial but has practical implications. This is not just “lip service.” Cultural support for well-being will help people achieve their personal goals.

This series explains strategies for establishing well-being as a primary cultural value. It defines cultural values and their relationship to other cultural dimensions such as norms and touch points. The goal is make the commitment to well-being real by embedding it in the culture.

Play Sample Episodes

Aligning Cultural Touch Points Series

Take a deeper dive into day-to-day influences that shape workgroup behavior. Twelve informal and formal influences are discussed, including onboarding, training, communication, traditions, story, and resource commitment. The goal is not to create an entire new layer of bureaucracy, but rather to align existing influences with well-being.

Play Sample Episodes

Fostering Social Climate Series

Social climate is sometimes referred to as engagement, morale and teamwork. A sense of community, a shared vision and a positive outlook contribute to both individual well-being and to important organizational indicators such as customer service, innovation, employee engagement, and teamwork. Where they are noticeably absent and people don’t get along, well-being suffers and productivity slows. The Fostering Social Climate Series defines each social climate element and recommends strategies for improving the work atmosphere.

The social climate concepts featured in this series were first introduced in a journal article by Robert Allen, Ph.D. and Judd Allen, Ph.D., published in the American Journal of Health Promotion in 1987. A movie, entitled Working Well, was created to illustrate key concepts. It includes interviews from employees working at the University of Vermont, Burton Snowboards, the Vermont State Agency of Natural Resources and Fletcher-Allen Health Care. The Social Climate Training Manual features a toolkit for addressing social climate in an organizational setting. A social climate survey measures employees’ perceptions of the work climate. A management training featuring social climate strategies has been delivered in both classroom and online formats.

Play Sample Episodes

Cultural Support for Purpose Series

A sense of personal purpose is important to health and productivity. Measures of individual purpose are closely correlated with healthy lifestyle practices and employee engagement. Culture provides the context for purpose. Well-being initiatives can play a supportive role in helping people achieve personal purpose. HR and well-being professionals should select those approaches to purpose that are well suited to their settings. This series features 25 field-tested initiatives that have been used by organizations to support a sense of purpose. Although several of these strategies are best implemented on an organization-wide basis, they can also be adopted for a workgroup.

These 25 field-tested initiatives for supporting a sense of purpose first appeared in the book Leading for Purpose: How to Help Your People and Organization Benefit from the Pursuit of Purpose, by Judd Allen, Ph.D. and Donald B. Ardell, Ph.D.

Play Sample Episodes