Health Coaching Case Report: Optimizing Employee Health and Wellbeing in Organizations

Abstract

Health and wellbeing of employees has a direct correlation to organizational performance. It is essential that organizations and successful leaders prioritize the health and wellbeing of all employees -from the C-suite to entry level positions. As rates of stress, chronic illness, and unhealthy lifestyle choices continue to increase, it is imperative that organizations discover strategies that cultivate employee wellbeing. Employees with high wellbeing are more engaged, productive, and energized and directly affect a company's bottom line; it is in the best interest of employers to invest in human capital and wellbeing of employees. Health and wellness coaching demonstrates encouraging potential as a catalyst to optimize employee wellbeing. Rooted in science-based research with the foundation in relationships, communication, and connection, health coaches partner with employees as they build selfawareness around a holistic view of health. As employees increase self-awareness, they recognize the importance of managing stress and self-care, connect to their vision and values, take active steps towards change, and address barriers and obstacles. With these strategies, individuals build resilience as they gain energy, empowerment, and work towards positive growth. This paper outlines the challenges that leaders and employees are facing, describes health and wellness coaching, and provides a group coaching case study example that demonstrates how health and wellness coaching can foster employee wellbeing. This case study is important as it supports evidence that health coaching shows promise as a strategy to optimize employee health and wellbeing.

Analysis of Work Engagement, Competence, Motivation Mediated by Resilience on Employee Performance

“…Whether failure is due to inefficient planning or uncontrollable circumstances. Resilience is also the ability to help you overcome difficult situations, grow from less than positive experiences, and achieve your goals, in line research from (Sunyoto et al, 2022); (Bulo & Tumbuan, 2015); (Yocum & Lawson, 2019).…”

Implementation Employee Wellbeing: Analysis of Work-Life Balance, Resilience, Assessment, and Coaching

“…The next variable is the coaching variable with employee wellbeing variables starting from the study (Boyatzis et al, 2013) with the results of compassionate training research can improve organizational adaptability by creating norms and relationships of care and development, further studies from (O'Connor &;Cavanagh, 2013) with the results of coaching research with wellbeing variables in one article result with the method used is qualitative, the next study from (Yocum &;Lawson, 2019) states that coaching shows a significant increase in measures of goal achievement, transformational leadership, and psychological well-being, the next study from (Onyishi et al, 2021) with the results of coaching research with wellbeing variables in the field of Health with qualitative methods used, subsequent studies (Jeannotte et al, 2021) the results of workplace research and increasing resilience continued to increase during instruction, but the gains were greater in the second half of the intervention (β = 0.08-0.18), requiring the entire duration of the intervention to achieve maximum growth, subsequent studies of (Jarosz, 2021) The relationship with the ongoing covid 19 with coaching and wellbeing variables.…”

Coaching Impact on Employees and Organizational Performance in the Middle East Healthcare Industry

“…That is why, in top companies, most of them follow coaching that helps to support behavioural change, personal change, and professional changes. According to (Yocum & Lawson, 2019), every business needs to be competitive and stay ahead in this competitive era. For this, companies used different resources to keep improving their workers' performance such as training and development sessions, coaching, etc.…”

“…Therefore, it is considered a personalized relationship which encouraging and compassionate at the time of challenges. Further, (Yocum & Lawson, 2019) stated that in the case of managers, coaching assists them to understand their roles and responsibilities so that they further delegate the same to their staff members. Thus, using coaching creates a direct impact on managers' performance more than non-managers at a personal and professional level.…”