MindWell-U Mindful Organization Model

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Wild fact: in the last two decades, there has been and over 22,000% increase in the number of mindfulness articles published in scientific journals! Mainstream media coverage of the benefits of mindfulness also exploded along with it and people’s perception of the practice have begun shifting.

The same way brushing our teeth, jogging or avoiding smoking shifted from obscure ideas for healthy living to an obvious part of our wellness routines, the value and perception of mindfulness will continue to shift.

Many organizations are also a part of this shift. Companies are more frequently offering mindfulness training to their organizations as part of their employee wellness programs, understanding the value it has on employee emotional, psychological and physical well being.

What is perhaps less obvious, is the value that mindfulness training can bring to an organization as a whole when it is integrated into a company’s culture. Mindfulness practices are certainly helpful when taught at the individual level, but they can also be utilized within organizations and teams to create a culture of focus, appreciation and alignment, and to foster creativity and innovation.

When we take a comprehensive approach to mindfulness in the workplace, we work with the entire organization from executives to the front lines to shift the culture on the individual, relational and organizational level.

MindWell-U Mindful Organization Model

ME: Targeting Individuals

This is the most common focused type of mindfulness training, with the target and benefit being individual employees. Mindfulness training is introduced as a Workplace Wellness Initiative, for Mental Health & Resilience and as an element of Disability Management.

What we see:

  • Individuals develop a personal practice and increase awareness of their own thoughts, emotions and actions

  • Mindfulness shifts one’s relationship to the work, as well as improving focus and energy

WE: Targeting Relational Levels

In order to build psychological safety in the workplace it is important to train employees how to enact the behaviours and skills of mindfulness in relationship with others.

Mindfulness training taken as a team or group as a Team Building opportunity, can be enacted in the daily behaviours and interactions with team members. Mindfulness training at the relational level extends the benefit and value of mindfulness from individuals to an interpersonal level, benefiting groups and teams.

What we see:

  • Development of Relational Mindfulness Skills such as mindful communication, conflict resolution and leadership

  • Practice with colleagues creates awareness and mindful actions with our colleagues; mindfulness can positively influence work between colleagues and make a team more efficient, productive and collaborative

U: Targeting the Organizational Level

Moving beyond human capital (Individual & interpersonal), the benefits of mindfulness training can also include those at the Strategic, Policy and Collective level.

Leaders and Organizations learn custom ways to integrate mindfulness into their organizational policies, procedures and culture. Protocols to nurture a mindful organization, such as no emailing after work hours, for example, become normalized.

What we see:

  • A shift in organizational cultural norms, policies and procedures around workload expectations and balance

  • Leaders develop a commitment to uncovering long held unconscious biases intrinsic within the organization

  • Managers make a commitment to facilitating mindful moments in meetings

  • Most sophisticated and deep level of integration

Call us to learn more and discuss how you can shift your organization's culture from mindless to mindful!

Modèle d’entreprise consciente de MindWell-U

Fait épatant : dans les deux dernières décennies, le nombre d’articles sur la pleine conscience publiés dans les journaux scientifiques a augmenté de plus de 22 000 %!

La couverture médiatique sur les bienfaits de la pleine conscience a également explosé et la perception du public à l’égard de la pratique a commencé à changer.

De la même façon que les comportements comme se brosser les dents, faire du jogging ou éviter de fumer sont passés d’idées obscures pour une vie saine à des composantes évidentes de nos routines de bien-être, la valeur et la perception de la pleine conscience continueront de changer.

De nombreuses entreprises prennent également part à cette transformation. Les sociétés offrent de plus en plus souvent une formation à la pleine conscience à leurs organisations dans le cadre de programmes de bien-être du personnel, saisissant son importance pour le bien-être émotionnel, psychologique et physique de son personnel.

Ce qui est peut-être moins évident, c’est la valeur qu’une formation à la pleine conscience peut apporter à une organisation dans son ensemble lorsqu’elle est intégrée dans sa culture d’entreprise.

Les pratiques de pleine conscience sont certainement aidantes lorsqu’elles sont enseignées à l’échelle individuelle, mais elles peuvent également être utilisées au sein des organisations et des équipes pour créer une culture de concentration, d’appréciation et d’alignement, et pour favoriser la créativité et l’innovation.

Lorsque nous adoptons une approche globale à la pleine conscience au travail, nous travaillons avec l’ensemble de l’entreprise ⎼ des cadres au personnel de première ligne ⎼ pour changer la culture à l’échelle individuelle, relationnelle et organisationnelle.

Intégrer la pleine conscience dans une entreprise