a day ago
Wellness isn't a perk—it's a leadership imperative
In the wellness industry, there's a motto I adopted a long time ago: 'Live the brand.' For me, that means showing up for myself first—mentally, physically, emotionally. The reason is simple: I can't champion health if I'm constantly running on empty. And yet, every day I see high-profile leaders in the wellness space doing exactly that.
Creating a culture of wellness within the organization begins with embodying that mindset ourselves. Leadership is more than just ensuring we hit our quarterly numbers or leading strategy sessions—it's about modeling the behaviors we want to see within the organization.
If you want your team to prioritize their health, show them what that looks like. Be the one who arrives with energy, not burnout. Put proper nutrition before convenience in the office—for example, replace snack machines with access to fresh, healthy food. Go for a lunch-hour walk to unwind. Say 'no' to a second round of drinks at work functions. When leaders 'walk the talk' it has the potential to change the entire energy in a workplace.
It's a common misconception that great leaders have to sacrifice themselves to be effective. I learned the hard way that the opposite is true. I lead better when I carve out time in my day to move, to clear my head, to eat something real, to take time to just breathe and reset my emotions. This is strategic self-care, not selfishness.
The habits leaders model serve as silent permission slips. Your team will mirror your example. If you push through exhaustion, they'll feel they must do the same. But if you normalize rest and well-being, you give others the freedom to care for themselves, too.
Yes, we're all busy. But wellness isn't what happens after your to-do list is done—it's what helps you get through it without burning out.
I start with small but steady rituals. I express gratitude first thing in the morning—even before checking texts and emails. That one habit changes how I show up. I also take 10-minute breaks in the afternoon to reset. These aren't luxuries—they're essentials. And they're accessible to anyone willing to try.
Wellness doesn't require hours every day, but it does require intention. That might mean checking in on stress levels or using mindfulness to stay focused. If we're not intentional, we carry stress home—into our relationships, our families, and our long-term health.
This isn't theoretical for me. I've been on the edge of burnout more than once. Not because I lacked tools, but because I wasn't using them.
That's the irony of working in wellness. You know what to do, but when life gets overwhelming, it's easy to let those habits slip. I knew the value of movement, real food, rest, and mindfulness, but I prioritized everything—and everyone—else.
Things shifted when I stopped treating wellness like another to-do and started living it. My focus improved. My leadership did, too. I remembered: You can't give what you don't have. Leading strong, resilient teams starts with caring for the humans doing the work—including yourself.
People often ask about the ROI of wellness programs. I get the skepticism—many programs are performative. A bowl of fruit or an unused meditation app doesn't move the needle.
But when wellness is truly integrated and linked to outcomes, it becomes a competitive advantage. That means fewer sick days, better retention, lower medical costs, and stronger performance.
When I was at My Fit Foods, we partnered with oil and gas companies to provide employees with healthy meal subsidies. While improving employee nutrition was one of the goals, performance was the driver. Employees reported better focus, fewer energy crashes, and overall improved well-being. Wellness wasn't a perk—it was a productivity tool.
Start small. Try something specific, such as a wellness allowance, guided meditation times, or delivery of nutritious meals. Monitor the outcomes and expand on what is found to be successful. When you connect wellness to outcomes leaders already care about, the conversation changes from 'Why do this?' to 'What can we do next?'
Above all, participation by leadership is an absolute must. When leaders not only encourage, but also model wellness in the workplace, wellness becomes the culture—not just a policy.
If your company's just starting out on its wellness journey, here's my best advice: keep it simple, keep it human, and lead your team with empathy.
You don't need a huge budget or overly complicated plan. What you do need is a real commitment to supporting your team. Ask them what they actually need to feel supported—physically, mentally, emotionally, even spiritually. Use surveys, town halls, and conversations.
Use their feedback to build meaningful and inclusive pilot programs. And more than anything, work toward making wellness part of your culture. This wellness program isn't about a new benefit or perks. Rather, it's about creating a place where your team feels safe, energized, and genuinely valued for their contributions.
In the end, wellness isn't about perfection; it's about showing up for yourself and your team, consistently. You don't need to overhaul your entire life overnight. But you do need to start somewhere, even if it's a small step in the right direction.
So, take the walk. Book the workout. Close the laptop at a reasonable hour, and keep it closed until the next day. Your team, your family—and most importantly, your future self—will thank you.
