Transcript

Prioritizing Employee Wellbeing | Bred to Lead #005

From YouTube Channel UCNFpdzMKNcVkP3kn1x1lXMw · Episode page · Watch on YouTube

· 35 min · 5,560 words · 34 timestamped sections

This is the full, timestamped transcript of "Prioritizing Employee Wellbeing | Bred to Lead #005", an episode of YouTube Channel UCNFpdzMKNcVkP3kn1x1lXMw published July 27, 2024 (35 min, about 5,560 words). It mentions 30 people, works and ideas, including employee well-being, People First Result Second, Coaching, Well-being Resources, Servant leadership.

What is discussed, and when

  1. – 5:00: employee well-being, Quiet Quitting, Servant leadership
  2. – 10:00: employee well-being, Mental Health Training, People First Result Second
  3. – 15:00: employee well-being, You're Not a CEO Yet
  4. – 20:00: Coaching, Dallas Morning News
  5. – 25:00: Canada, Child Care, Coaching, Corporate Partnership
  6. – 30:00: employee well-being, Hustle Culture, Meeting Audit, Well-being Resources
  7. – 35:00: employee well-being, People First Result Second, Well-being Resources

Notable quotes from "Prioritizing Employee Wellbeing | Bred to Lead #005"

  • Jake Taylor Jacobs and I'm excited to dive in today's critical topic prioritizing employee well-being first and foremost let me pause right here y'all this is probably my…
    about employee well-being · at
  • Making space for human connection overc communicating magnifying what's working and embodying servant leadership but there's one fundamental element that underpins all of these…
    about Servant leadership · at
  • Deprioritized the cost are staggering burnout disengagement absenteeism turnover safety incidents quiet quitting you name it these are just a few of the consequences of a…
    about Quiet Quitting · at
  • Words but in their actions for an example one organization I work with made Mental Health Training mandatory for all people managers as part of their leadership development…
    about Mental Health Training · at
  • Especially when it comes to how I was leading before I started to adopt this my own philosophy in people first result second this people first type leadership one I would never…
    about People First Result Second · at
  • Even if it's not to the best of its ability I know that through time through coaching through advisement through training through development they'll get better but just their…
    about Coaching · at
  • Of wellbeing one of the things I implemented with my team was I got us a Life coach counselor for everybody and that person's job was only to listen to everyone's problems and help them overcome them with Solutions I made my business almost.
    about Life Coach · at
  • Managers employees to serve as ambassadors and points of contact for well-being resources these Champions help to raise awareness reduce stigma and bridge the gap between…
    about Well-being Resources · at

Who and what is mentioned in this episode?

Books & papers

  • People First Result Second — Book · 2 mentions · first at
  • You're Not a CEO Yet — Book · 1 mention · first at
    To help me how to have autonomy how to think like a CEO which is why when I wrote my book you're not a CEO yet these are that was a that was retrospective when I wrote you're…

Companies & orgs

  • Dallas Morning News — Company · 1 mention · first at
    High school and he couldn't get another job he had a high school degree he worked at Dallas Morning News for 20-some years I asked my grandfather for $150 he took me to Costco…
  • School of Business — Company · 1 mention · first at
    Of University or training inside one of the best things I love about being the dean of the School of Business of harv Christian University is and then moving forward I'm I'm…
  • Bread to Lead Podcast — Company · 1 mention
  • DEOE — Company · 1 mention
  • Harvest Christian University — Company · 1 mention
  • SIPS — Company · 1 mention

Products & tech

  • Coaching — Product · 2 mentions · first at
  • Well-being Resources — Product · 2 mentions · first at
  • Mental Health Training — Product · 1 mention · first at
  • Life Coach — Product · 1 mention · first at
  • Therapy — Product · 1 mention · first at
    Quality affordable and accessible Healthcare mental health benefits including therapy and coaching PID time off and flexible scheduling policies Family Support benefits like…
  • Child Care — Product · 1 mention · first at
    Off and flexible scheduling policies Family Support benefits like parental leave and child care for both men and women cuz the woman can take off from work when she's bearing a…
  • Parental Leave — Product · 1 mention · first at
    Off and flexible scheduling policies Family Support benefits like parental leave and child care for both men and women cuz the woman can take off from work when she's bearing a…
  • Financial Well-being Resource and Education — Product · 1 mention · first at
    Canada does in Canada both the man and the woman both get this time off I love it Financial well-being resource and education I believe that every organization should have some…
  • Well-being Champion Program — Product · 1 mention · first at
    Through People one organization I work with we implemented a well-being Champion program where they train a cohort of managers employees to serve as ambassadors and points of contact for well-being resources these Champions.
  • Meeting Audit — Product · 1 mention · first at
    Create realistic deadlines under promise overd deliver one powerful practice is to conduct a meeting audit assess which meetings are truly necessary and impact versus ones that…
  • Employee Engagement Survey — Product · 1 mention
  • Lunch and Learn — Product · 1 mention
  • MBA Program — Product · 1 mention

Concepts & topics

  • employee well-being — Concept · 13 mentions · first at
  • Servant leadership — Concept · 1 mention · first at
  • Quiet Quitting — Concept · 1 mention · first at
  • Corporate Partnership — Concept · 1 mention · first at
    Them halfway with pricing and I know that what we do with Harvest Christian when we have corporate partnership we make the enrollment cheaper especially with a long-term…
  • Hustle Culture — Concept · 1 mention · first at
    The night in the weekend y'all I still have to check myself on this are you skipping lunch and glorifying hustle culture are you taking your vacation days and truly disconnecting your people are watching and taking cues from your behavior.
  • Remote Work — Concept · 1 mention
  • Transformational Leadership — Concept · 1 mention

Places & events

  • Canada — Place · 1 mention · first at
    Have to still support that baby too so how come both can't get it I love what Canada does in Canada both the man and the woman both get this time off I love it Financial…
  • UK — Place · 1 mention

Full transcript with timestamps

welcome back to bread to lead the podcast that explores how to cultivate people first leadership in thriving organizational cultures I'm your host Dr Jake Taylor Jacobs and I'm excited to dive in today's critical topic prioritizing employee well-being first and foremost let me pause right here y'all this is probably my fourth actual podcast that I've done over my career and this Brad to lead podcast is doing something to me I'm excited about coming back to have this these conversations and dialogue with you about how we can actually make our workplaces better how we can drive change how we can create excitement in ways that I never thought of before so I just wanted to tell you that I wanted to I just wanted you guys to know that I'm giving you the be I'm giving you the best that I got because it's simply this it is my true belief that the better leaders we have in any workplace in any industry

specifically Healthcare do you understand the quality of service technology and Innovation that we'll have oh my gosh let me just keep going in our last episode we talked about key ingredients for creating a positive work work culture things like living your values making space for human connection overc communicating magnifying what's working and embodying servant leadership but there's one fundamental element that underpins all of these practices and that's a deep commitment to employee well-being when we talk about well-being at work we're talking about far more than just physical health or the absence of illness we're talking about a holistic state of thriving across multiple Dimensions physical mental emotional social financial and more it's about showing up to work as a whole person and finally support it to be your best self and here's the thing employee well-being is not a nice to have or a

feel-good inov uh initiative it's a fundamental driver of every metric That Matters to your organization productivity creativity engagement retention customer satisfaction you name it when people feel well cared for and empowered to prioritize their well-being they bring their aame to everything that they do on the flip side when employee well-being is neglected deprioritized the cost are staggering burnout disengagement absenteeism turnover safety incidents quiet quitting you name it these are just a few of the consequences of a Workforce that stretched too thin and operating in a state of stress and depletion in fact there was a recent study by deoe yeah I believe it was deoe where they found that poor mental health cost UK employers up to $45 billion each year and that was before the massive disruptions in press of covid-19 which has only Amplified the well-being challenges that workers face

the bottom line is this investing in employee well-being is not just the right thing to do from a human perspective it's the smart thing to do from a business perspective it's a Cornerstone of building a sustainable high- performing organization in today's volatile and everchanging world but what does that actually look like to to prioritize employee well-being in practice how can leaders create the conditions for their people to truly Thrive not just survive here are a few key practices I've seen make a meaningful difference one you know Dr Jake loves the numbers pull out your pen and your pad it's time to take notes number one make well-being a strategic priority not just a HR program too often employee well-being in initiatives are siloed off in HR and treated as a side project or an employee perk but to truly move the needle well-being needs to be woven into the fabric of how the organization operates and makes

decisions every day this starts with explicitly calling out well-being as a core value and strategic imper imperative move on par with other key business priorities it it means integrating well-being considerations into every people's process hiring on boarding Performance Management Learning and Development Etc it means holding leaders accountable for modeling and championing well-being not just in their words but in their actions for an example one organization I work with made Mental Health Training mandatory for all people managers as part of their leadership development curriculum they also added well-being related questions to their Employee Engagement surveys and made the results part of each Leader's performance dashboard these kind of systematic changes sends a clear signal that well-being matters and is important for everyone to prioritize when working with this client we adopted what they

did best into our organization and we saw tremendous growth dramatic change and some of the people that I was like yo what what what's going on what when you first got the job you did everything you could but now you're just like the shell of a person but the pace that we were operating at was so fast and the reach was so broad that I eventually was like ah I can see why cuz I'm burning out and if I am burning out and this is the vision that God gave me I can only imagine what they're feeling the p was too fast the growth was too fast there is a such thing of is growing too fast you have to scale back to ensure that your assets the people that help the business operate that your assets get the most you get the most out of them in order to get the most out of your assets think about if you were a farmer if you had animals how often do you care for your animals how often do you make sure that they're happy how

often you make some them cows that you're milking have a stress-free life because it changes the chemical of of the of the quality of the milk that you're that you're getting the eggs that you're eating from the from the chickens how you take care of your horses your dogs all of those matters how you take care of your form how do you take care of your home do you do you do you clean do you make sure the foundation's checked all the time or do you wait until a crack happens for you to actually do work have you did you not realize that waiting until something happens actually cost you more and affects you your business more this is something that is no longer something we can push to the side in today's society people are ever more clear in understanding of the need of protection of energy space and body and mind we' have access to more information covid-19 changed a lot of people's perspective of what's

important which takes me to number to we have to take a holistic employee centered approach employee well-being is multifaceted and highly individual what makes one person feel supported and energized might be very different from what works for someone else that's why it is so important to take a holistic employee centered approach rather than a oniz fitall checklist start by really listening to your people and seeking to understand their unique needs preferences and challenges conduct focus groups surveys and one-on-one conversations to get a pulse on how they're doing and what would make the biggest difference in their well-being pay special attention to the diverse experiences of different employee segments such as working parents Frontline workers or historically underrepresented groups then use those insights to co-create Solutions with your employees rather rather than dictating from top

down Empower them to be active Partners in designing and implementing well-being initiatives that work for them the more you can involve your people and give them a sense of control and ownership the more likely they are to engage and benefit one powerful example is this manufacturing company that engaged its Frontline Workforce in completely redesigning its assembly line process to reduce physical strain and injury Risk by leveraging the firsthand experience of the people closest to the work they were able to increase both safety and efficiency while also giving employees a greater sense of autonomy and impact one of the biggest things that I do realize especially when it comes to how I was leading before I started to uh adopt this my own philosophy in people first result second this people first type leadership one I I would never tell you guys to do anything that I haven't first done myself two

I was so upset that my leadership team was waiting on me to make every decision and I never once realized that I was the handicap oh this is good I didn't realize that I was my own bottleneck I I I never cultivated and developed them and trained them on how to help me how to have autonomy how to think like a CEO which is why when I wrote my book you're not a CEO yet these are that was a that was retrospective when I wrote you're not a CEO yet I was writing to me telling myself all of the areas that I needed to fix what I needed to get done better what I the holes that I had that was that was hurting my own organization you know the hardest thing leaders for us to do as leadership is to smell your own sank one of my favorite songs Andre said I know you like to thank your don't stank but lean a little bit closer see roses really smell like bo boo y'all my roses was stanking and you know the CEST thing there's there's this

there's this saying that if you stay around a stench long enough you become immune to it I was immune to my own stanking ways as a leader and upset that my team was waiting on me to make decisions so we have to normalize that getting people involved and can I tell you something most people that are involved in making changes in setting rules as a collective actually stick by the rules that they have agreed to I mean let's be honest most of us are adults here and you couldn't be a leader if you just followed rules right especially the change agents I'm talking about the people F leaders where you will break a rule because it just doesn't make sense and it's hurting team and you're willing to take the risk to get fired or take the risk of losing a contract because you're not going to allow anyone to talk to you on your team that way respectfully now most of us are rebellious at nature some of the

greatest leaders were Rebels you can go biblical or you can go historical whichever one both are truth and both are history why is that because whatever the subset of rules that were created and set didn't make sense to the collective it only made sense to the One 2 three 4% that controlled the narrative or the company we have to change that number three write this down stay with me we have to normalize and destigmatize conversations about well-being one of the biggest barriers to employee well-being is the persistent stigma in silence around mental health and other well-being challenges many people feel they they can't speak up or ask for help without jeopardizing their reputation their relationships or career prospects this suffering and silence only compounds the problem and prevents people from assessing the support they need as a leader you have a critical role to play in normalizing and

destigmatizing well-being conversations this starts with your own willingness to be vulnerable and share your personal experiences and challenges es when you open up about your own mental health Journey or the steps you take to manage stress and avoid burnout it gives others permission to do the same can I tell you something your team wants to connect with a human not a superhero Jake what do you mean I'm glad you asked vulnerability and showing weakness shows your team where to support you oh my goodness I wish I had a button or something hold on let me see if I can find a button nope nope there we go vulnerability vulnerability brings about connectivity because your team is looking to connect to the areas that you're weakest because they're the strongest there but if you always show you got it then they feel like you have no need for them it's fine you got it and when you break break down you're

upset at the world but in truth you're the one that did that to yourself you should also and have to create proactively spaces for well-being conversations in both formal and informal ways y'all I am the most I am the most irradical leader possible I I am both this and that I am hot and I am cold I'm up and I'm down simultaneously why because everybody actually feels that way and when you're a leader and you're performing and you you're breaking rules and I mean you're you're you're you're setting new standards you're you're changing the game and if you are a transformational leader and they still see your weaknesses and your vulnerability and you're still performing it actually makes them want to follow you more not that you have everything figured out I see this in a church all the time where the pastor puts themselves in such a position like their Jesus or like their God so when they make mistakes or

they show their human side it's almost like catastrophic to the organization when in truth we're all supposed to be showing our thorn in our side how can you get support if you never show you need support y'all I would even go to the extreme I'm the leader that needs to know every aspect of the organization just in case someone lets me down but I'm the leader that will allow for you to mess up and act like I have no idea what how to do something so that my team can feel like man I'm helping Dr Jake with something even if it's not to the best of its ability I know that through time through coaching through advisement through training through development they'll get better but just their feeling to say man I helped you with something I remember when my dad lost his job and I was in high school and he couldn't get another job he had a high school degree he worked at Dallas Morning News for

20-some years I asked my grandfather for $150 he took me to Costco I sold out of my candy in the same day I gave my grandfather back his $150 I went back back to Costco I refilled again I sold out again within a half a month and a half two months I had a candy business in four high schools most people had no idea I was giving my mom $2,000 a month to help her with bills and mortgage you want to know why because when I walked in the kitchen my mom was cooking and crying my dad told me he lost his job he began to start drinking heavily even more that space of vulnerability made me go from a child to a young man immediately I saw where I could help my parents and I'm not saying that leading an organization is like Parenthood but it kind of is and you got to give your team range to see when's enough's enough or they'll keep pushing you too you can start by creating these well-being conversations

just with Team meetings well-being checkins hosting a regular lunch learns about learns on well-being topics simply asking people how you really doing in one-on-one conversations and being fully present to listen this key the key to this approach to these conversations is to lead with empathy and nonjudgment in a spirit of problem solving Your Role is not to be their therapist or have all the answers but rather just to show that you care you're paying attention and you're committed to finding solutions to support together now it's going to be overwhelming until the culture is set but then you start to create silos and groups that people can express themselves and to be honest sometimes you may have to hear that you suck how can you know to get better at something if no one exposes to something that you need to get better at and it stings oh it hurt bad my relay time to getting bad information it took me used

to take me about week or two before I got over it before I said you know what you right now it just take me a day I'm being honest it takes me a full day somebody tell me something I don't like I I'll smileing oh thank you so much inside I'm boiling but then what I do for that entire day I'm seeing if there's validity in what they're saying those are the things that change in organization those are the things that make people say I'm staying here even though I could get paid more somewhere else I'm staying here because I know you actually care about me you care about my family you care about my health and I'm going to be honest with you you have to bake well-being trainings in development and all of that inside of the all of the trainings you have if you truly want this to be a part of your culture and your organization this is something that you have to do number four provide robust resources and

support of course normalizing conversations about well-being is only impactful if it's backed up by robust resources and support employees need to know that when they do speak up and they do ask for help they'll be met with tangible assistance not just lip service this starts with ensuring that you have comprehension comp I'm sorry comprehensive benefits and programs in place to support the various dimensions of wellbeing one of the things I implemented with my team was I got us a a Life coach counselor for everybody and that person's job was only to listen to everyone's problems and help them overcome them with Solutions I made my my business almost like the hospital some would say even church cuz sometimes I be preaching y'all I'll be preaching I'll be preaching I'll be preaching why because these people your people they spend more time with you than they do their family they leave Vacations To Go answer an email they

take their phones in their pockets to their children's recital think about that the least you can do is to find some type of resources to provide some type of supply support to them and helping them digest and solve those issues so here are some of the things you can Implement high quality affordable and accessible Healthcare mental health benefits including therapy and coaching PID time off and flexible scheduling scheduling policies Family Support benefits like parental leave and child care for both men and women cuz the woman can take off from work when she's bearing a child and she has the child doesn't the father have to still support that baby too so how come both can't get it I love what Canada does in Canada both the man and the woman both get this uh time uh time off I love it Financial well-being resource and education I believe that every organization should have some type of University or training

inside one of the best things I love about being the dean of the School of Business of harv Christian University is and and then moving forward I'm I'm relatively new to the role but one of the biggest initiatives that I wanted to create that I am creating and connecting with Harvest Christian is Corporate corporate entry into our NBA program and because we have such a different in Revolutionary enrollment process into the NBA program even if you didn't have an NB a bachelor's degree or not depending on all of the holistic admissions that we look we we look at the holistic person the person in a in a whole holistically excuse me and yes having a bachelor's degree so that you can learn but there are other ways that we have that you can enter into our NBA program directly with corporate straight corporate integration so if you don't have the resources to re build a full robust system partner with a university

that you can roll people into it meet them halfway with pricing and and I know that what we do with Harvest Christian when we have corporate partnership we make the the enrollment cheaper especially with a long-term partnership these are things that we have to think about and that's what we're implementing Here With Sips social connection and community building activities professional development and learning opportunities but it's not enough just to have these programs available you also need to actively promote them and remove any barriers to accessing them this could look like regularly communicating about benefits in multiple channels hosting benefit fairs and information sessions or or providing conci a service to help employees navigate their options and enroll just like you're promoting your products on a regular basis why do you promote your products and services all the time even if people know where you

are why because it's front of mine so it's important to promote it the same way you can't talk about well-beings and benefits and all these things one time and then expect for that's it that's all folks can't do it it's important to provide training and support for manager ERS to have effective well-being conversation connect with employees connecting the employees to the right resources managers are often the first line of defense in identifying and addressing well-being concerns but they need tools and confidence to do so in a helpful way honestly there's a lot of managers that are managers that shouldn't be managers because they weren't taught how to be a manager when you are a manager you're transitioning from the technical as aspect of the business to the people aspect of the business so if you're management team isn't getting trained on how to see understand grow develop lead people are they

managers are they tacticians good at what they do but terrible at people the most terrorizing thing is to have a manager in place that don't know how to develop Talent don't know how to find people don't know how to create Success Through People one organization I work with we implemented a well-being Champion program where they train a cohort of managers employees to serve as ambassadors and points of contact for well-being resources these Champions help to raise awareness reduce stigma and bridge the gap between employees and support services in a more personal peer-to-peer way most people don't know how to ask for help because asking for help is taboo it makes you look weak it makes you look like you're you're not capable enough but inside you're burning and breaking we have to change and we have to get better lastly number five write this down we have to model and enable healthy work

practices finally one of the most impactful things leaders can do to prioritize employee well-being is to model and enable healthy work practices the way work gets done the pace the expectations the boundaries has an enormous influence on people's ability to thrive this starts with taking a hard look at your own work habits and the example you're setting are you sending emails at all hours of the night in the weekend y'all I still have to check myself on this are you skipping lunch and glorifying hustle culture are you taking your vacation days and truly disconnecting your people are watching and taking cues from your behavior whether you realize it or not here's one of the the the the things that hit me when I was talking to my corporate uh coach they said have you ever considered Dr Jake that the reason you feel obligated to work on vacations and over the weekend I'm not talking about when when you're

being creative cuz y'all I absolutely love what I do I want to write books and write articles and I I love what I do I'm talking about the work piece like the the the the not the idea creation where you're texting you throwing ideas and talking about things positively or just addressing the I'm talking about the work part he said have you taken into consideration that because you are inefficient with the time that you have while working you take that into areas you're supposed to be resting my goodness my my my my my my my my mama I said oh you oh why you got to do me like that why you got to do me like that sir you're working on your off time because you wasn't working on your own time M yeah that one hurt me and I know some of y'all probably when I said that to you just now you said M yeah that one hurt me it's crucial to set clear expectations and boundaries around work norms and Communications create team

agreements about what off hours really mean when people are not expected to be responsive I know I'll send stuff but I'll typically say you ain't got to think about this now just talk to me when you talk to me Monday but I just had to get out of my head encourage people to take regular breaks and use their vacation time if you as a leader are not forcing your team to take their vacation time you're going to create somebody who's going to burn out and when they burn out it will be in the most in efficient time the most the the the the not right now time of your life like please don't quit right now yep they gone they gone like Justin Timber say gone they gone encourage people to take regular breaks y'all be intentional about assigning workloads and deadlines create realistic deadlines if you're dealing with a client a patient a staff leadership stop telling them you'll get something done when you know you're

going to burn yourself out to do it create realistic deadlines under promise overd deliver one powerful practice is to conduct a meeting audit assess which meetings are truly necessary and impact versus ones that could be shortened less frequent and eliminated altogether some people just be meeting to death just meet to meet we just meet so that we can meet about the meeting that we just met about and think about the meeting that we just met about to meet again and not get nothing dumb because we always in meetings reducing this the volume of meetings can even go a long way and freeing up time for focused work and reducing the sense of C constant busyness another game changer is giving employees more autonomy and flexibility and when and where and how they work now I'm not saying just to give it to everybody it has to be earned when you know that they can produce but when they can produce get off their back you

remember when you was a teenager and your mama and your dad used to be on your back just on the back like a backpack just everywhere just just hanging on you like a koala Bell nobody wants that and a lot of us don't we we're we're we're leading adults and talking and treating them like their children the pandemic has shown us that many roads can be done effectively remotely and on more flexible schedules continue to offer this optionality within constraints of the business needs having off and on one one half is to can work from home the other half comes in the other half have to work from home the other half comes in even switching things like that being creative with your workplace and giving them that freedom to do what they need the bottom line is this as a leader you have tremendous influence over the conditions that enable or inhibit employee well-being by being intentional about your own

modeling the expectations you set and the choices you make about how work gets done you can create an environment where well-being is the norm not the exception prioritizing employee well-being is not a one-time project or a box to check it's an ongoing commitment in a daily practice there will be times when the pressures of the business or Pace of change make it challenging to keep well-being at the front and center I'm not saying that is perfect there will be times where you stumble and fall back into your old patterns the key is to keep coming back to your values and why to keep listening to your people involving them in co-creating Solutions and to keep taking one step forward at a time knowing that every action makes a difference listen every company has an a an on season in an off season when you're in the on season season it's going to be hard to keep this up cuz paac is up clients up

this is just your on season but when you're in your off season that's when you help them get their risk imagine if NBA NFL and all these athletes were 24/7 non-stop their bodies will be breaking down after year two or three they're still working in the off season but just not as grueling so figure out when your hot seasons and your off seasons and your midseason are within your organization and then create an environment that caters to when to be on and when to be off the payoff of investing in employee well-being is immense not only will you boost all of your traditional business metrics but you'll also create a workplace where people can show up as their full selves and do their best work you'll build a culture of trust care and belonging that attracts and retains top toown like you can't believe and you'll make a meaningful difference in the people's lives at the world in the World At Large

so as a leader I invite you to reflect on how you can make employee well-being and even greater priority in your organization if you're not the leader yet but you are a leader in the department meaning like you don't have a leadership role but you aspire to be a leader think about what you can do just in the small role that you have to make a larger impact in the department what's one conversation you can have or one action you can take today to show your people that you're that their well-being matters how can you involve them in shaping a culture that enables everyone to thrive and how would you hold yourself in others accountable for following through remember your leadership has a ripple effect on the well-being of every person in your span of of Care by focusing on well-being as a critical driver of both people in business success you will create a powerful Legacy and a better world for

it thank you as always for being a part of this community and having these conversations with me id love to hear your experiences and ideas about prioritizing employee wellbeing please join the discussion on my LinkedIn find me on LinkedIn Jake Taylor Jacobs my Instagram on Facebook those are larger platforms that I that I do have but I'm just not on those as regularly right now I'm building a community on LinkedIn so follow me there share this episode with anyone that could benefit and if you have not gotten your copy of people first result second the leadership book that's going to teach you how to walk this thing out in complete go to Amazon it's available on Amazon people first result second go get the book get a couple of them if you're in leadership buy a couple of books as gifts for your team use that book to create that dialogue use this podcast to be your other said voice and I would love to

hear questions that you guys have because eventually we're going to have off days where we only break down questions or break down case studies to give you more depth with the show if you're looking for more tools and guidance be sure to check out well-being resources that will be on our website and until next time keep leading with empathy compassion and a deep commitment to flourishing your people in your organization the world needs a more human- centered leader like you and Lastly lastly I love you and there is absolutely nothing you can do about it peace for

Questions about this episode

What is discussed in "Prioritizing Employee Wellbeing | Bred to Lead #005"?

In order: 0:00 employee well-being, Quiet Quitting, Servant leadership; 5:00 employee well-being, Mental Health Training, People First Result Second; 10:00 employee well-being, You're Not a CEO Yet; 15:00 Coaching, Dallas Morning News; 20:00 Canada, Child Care, Coaching, Corporate Partnership; 25:00 employee well-being, Hustle Culture, Meeting Audit, Well-being Resources; 30:00 employee well-being, People First Result Second, Well-being Resources.

What is mentioned in this YouTube Channel UCNFpdzMKNcVkP3kn1x1lXMw episode?

30 people, works and ideas are mentioned, including employee well-being, People First Result Second, Coaching, Well-being Resources, Servant leadership, Quiet Quitting. Each one on this page links to its own page with every episode that mentions it.

How long is "Prioritizing Employee Wellbeing | Bred to Lead #005"?

The episode runs 35 min; the transcript is about 5,560 words in 34 timestamped sections.

More from YouTube Channel UCNFpdzMKNcVkP3kn1x1lXMw

About this transcript: the episode's spoken words as captioned on YouTube, split into timestamped sections. Reclip.Me locates every person, work and idea in the text, keeps the time it is first named, and quotes the words around it verbatim. Last updated November 19, 2025.