A Cure for the Common Company Book Summary - A Cure for the Common Company Book explained in key points

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A Cure for the Common Company summary

Name: A Cure for the Common Company
Author: Richard Safeer

Richard Safeer

A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce

21 mins

Brief summary

A Cure for the Common Company by Richard Safeer guides businesses on fostering a healthier, more engaged workforce by integrating well-being into the company culture. It provides actionable steps to promote employee wellness and improve overall productivity.

Topics

Work Culture Stress Reduction Product Management Leadership Healthy Living

Table of Contents

A Cure for the Common Company
Summary of 7 key ideas

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Key idea 1 of 7

What’s in it for me? Create a healthier workplace where your team can thrive

On average, we spend around a third of our lives at work. But when was the last time you thought about how your workplace might be impacting your health? Johns Hopkins Medical, a research hospital attached to Johns Hopkins University, had its employees’ well-being in mind when it launched “Healthy at Hopkins.” The goal: to help staff make positive lifestyle changes.

But despite a successful kick-off, interest in the initiative waned quickly. Motivation fizzled and people went back to their old habits.

If trained doctors can’t keep up a healthy lifestyle at work, what hope do the rest of us have? The answer lies in culture. Research shows that cultural influences shape individuals’ actions far more than isolated incentives or showy events. Building a culture of well-being means aligning company practices, policies, physical spaces, and messaging with making healthy choices.

In this Blink, we’ll explore how organizations can make real changes to support their employees’ health, and reap a multitude of benefits in the process. We’ll look at the key building blocks for creating a culture of wellness, such as shared values, cultural connection points, peer support, and leadership engagement.

Employee behaviors don’t change in a vacuum. They’re shaped by the cultural currents surrounding them. While culture change takes time and concerted effort, a workplace that reinforces well-being empowers individual employees to improve their health. This is your roadmap to a happier, healthier, and more engaged workforce.

Shared values

In wellness program design, there’s often a disconnect between leadership and individual employee benefits. Many people question the role of a company in employee health. So, to be successful, it’s crucial to align individual and organizational values in wellness campaigns by identifying common goals and desires.

Effective cultural change in wellness goes beyond superficial efforts, like putting up posters or throwing a party. It involves integrating health and well-being into a company’s core principles, influencing everything from customer service to workplace safety. But it’s worth the effort. An effective wellness program is a solid investment, since healthy employees take fewer sick days and also have enhanced work performance, interactions, and career trajectories.

Achieving these benefits demands a high engagement in cultural change across the organization. Employees at all levels must be able to tailor wellness initiatives to their needs. For instance, someone unpacking stock in a warehouse probably has different needs to a web developer who spends most of their time behind a desk. However, when the overarching values of wellness and health become woven into daily interactions and norms, the individual is offered healthy choices that suit their unique needs.

Culture change also requires consistency between messaging and actual company practices. If leadership promotes wellness but endorses long hours, people become skeptical. Shared values must manifest through policies, spaces, benefits, and leadership behaviors. For instance, offering flexible schedules, ergonomic equipment, and walking breaks transforms words into actions. People can tell when workplace well-being is tokenistic, instead of a true value, so make sure your leadership teams are onboard and committed.

Social climate

In 2004, Mark Bertolini – the CEO at health care insurance company Aetna – endured a severe skiing accident, leading to chronic pain, depression, and opioid dependency. His recovery included alternative therapies like yoga and meditation.

Upon returning to Aetna, Bertolini shared his struggles with pain and mental health, openly discussing his vulnerabilities. In doing so, Bertolini changed the social climate of his company. A social climate refers to the overall quality of interpersonal relationships and interactions within a workplace. It’s the “feel” or atmosphere created by how people relate to and treat each other day-to-day. A positive climate where employees feel psychologically safe is vital for fully engaging people in health initiatives.

Norms

In any group of people, shared expectations and unwritten rules guide individual behaviors and interactions. An example might be a company dress code. Although it may not be stated formally, employees might be expected to wear business attire, like suits and dresses. These unstated expectations are called norms, and help to define the professional atmosphere within an organization.

Conforming to norms helps us feel we belong and are valued by the group. But sometimes unhealthy norms develop and persist because it feels risky to defy them. Luckily, norms can be consciously shifted if you approach them with intention and consistency. Start by identifying and assessing each norm. You can do this by asking three critical questions. First, does the norm align with organizational values? Second, is it meaningful for employees? And third, is it meaningful to the organization?

Culture connection points

Formal policies and programs for well-being can sometimes feel awkward and result in people pushing back. For instance, banning all sugary drinks from the building is probably going to cause outrage. But offering healthy alternatives at work might push the culture in the right direction. Simply having a healthy option visible has a profound impact on the choices people make.

Organizations exert daily influence like this, through subtle environmental cues called culture connection points. These are the intersection between workplace design and well-being. Culture connection points include spaces, symbols, benefits, and communication channels.

Peer support

Peer support is a powerful driver of well-being culture. Our friends, family, and coworkers shape our attitudes and habits, for better or worse. When trying to build healthy lifestyles, having positive peer influences makes success far more likely.

Leaders should leverage this phenomenon by fostering peer support networks. Introduce buddy systems for support and motivation, and train peers in skills like active listening and celebrating wins together. Stories are a powerful tool, so highlight achievements or make positive changes visible to everyone. The more employees feel socially connected and cared for, the more resilient and engaged they become.

Leadership engagement

Leaders play a crucial role in fostering a culture of workplace well-being. They set the tone, design well-being initiatives, and often have the final say in things like budget or office setup. By visibly modeling healthy behaviors and consistently communicating support, leaders can significantly reduce workplace stress.

This role is not just about policy-making; it’s about shaping a holistic environment where well-being aligns seamlessly with performance. Leaders should actively celebrate those who embrace new health norms and address any resistance or skepticism. Though challenging, this journey towards a healthier workplace culture promises significant rewards, including enhanced employee satisfaction, retention, and a positive impact on the company’s bottom line.

Navigating speed bumps

Creating a thriving health culture in the workplace is a journey filled with challenges. Despite the best intentions, organizations often encounter speed bumps that hinder progress.

These include failing to follow through on initiatives, mixed messaging, and prematurely launching programs without laying a solid foundation. Successfully navigating these obstacles requires patience and thoughtful strategy.

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What is A Cure for the Common Company about?

A Cure for the Common Company (2023) delves into transforming traditional business environments into dynamic, health-centric workplaces. It emphasizes the importance of integrating well-being into corporate culture, outlining strategies for creating a more engaged, productive, and healthy workforce.

A Cure for the Common Company Review

A Cure for the Common Company (2020) is a thought-provoking book that offers practical solutions to transform your company into a thriving and successful organization. Here's why this book is worth reading:

By providing real-life case studies and actionable strategies, it guides readers in overcoming common challenges and turning their companies into extraordinary ones.
The author's data-driven approach and insights based on extensive research make this book a valuable resource for business leaders looking to drive innovation and growth.
With its engaging storytelling and compelling examples, this book sheds light on the factors that separate exceptional companies from the rest, keeping readers engaged and intrigued throughout.

Who should read A Cure for the Common Company?

Leaders who want to look after their team
Working professionals who value their health
Anyone trying to build a company culture of well-being

About the Author

Richard Safeer, M.D., renowned for his pioneering work in workplace health, currently leads the “Healthy at Hopkins” initiative at Johns Hopkins Medicine and teaches at the Johns Hopkins Bloomberg School of Public Health. His influential career includes roles as the Medical Director of Preventive Medicine at CareFirst BlueCross BlueShield and various academic positions, including on the faculty at The George Washington University and a residency in family medicine at Franklin Square Medical Center.

Categories with A Cure for the Common Company

Health & Nutrition Management & Leadership Corporate Culture Productivity

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