Professional Wellbeing

Low levels of emotional wellbeing not only affect the individual but also have far-reaching consequences for the organisation’s performance and profitability. Mental distress is responsible for a substantial 40% of absenteeism in the UK and Australia, and disengaged employees, according to Gallup, can cost the organisation 18% of an individual’s salary.

To reverse these trends demands a paradigm shift, a cultural transformation that empowers employees to advocate for their wellbeing and take ownership of its impact to create an uplift in performance.

At Inkling, we are focussed on the evidence-based drivers and solutioning which help individuals, leaders and organisations lean into their responsibilities relating to wellbeing.

We focus on mindsets, and motivations and instill sustainable actions, to create a culture of comprehensive wellbeing for individuals, leaders, and organisations.

Why we do it

We understand that wellbeing is multifaceted, recognising that feeling inspired, connected and capable are all critical for leading more fulfilling lives – both at work and at home.

For organisations, our focus is to empower leaders with the knowledge, strategies, and skills to cultivate positive and high-performing workplace cultures, and the ability to support their people to better adjust to whatever changes and challenges they face.
What we do

We drive change across the whole organisation with insights for leaders, education and training for managers and tailored coaching and support interventions that meet your people where they are at on the spectrum of wellbeing, creating higher-performing teams.

Our approach follows official guidelines for workplace mental health and wellbeing and managing psychosocial hazards and safety at work.
How we do it

Our services provide powerful strategies that seamlessly blend the latest emotion management techniques from organisational and positive psychology with practical, evidence-based coaching tools. We maximise wellbeing by addressing its underlying facets and equipping your people with personalised, easy to implement tools and strategies to holistically manage their professional and personal wellbeing.

Our approach to Professional Wellbeing in the workplace

Our Head, Heart, Habit Model © is a holistic approach that focuses on mindsets, motivations, and instils sustainable actions, to create a culture of comprehensive professional wellbeing for individuals, leaders and organisations.

Inkling's Professional Wellbeing Approach

Inkling's Professional Wellbeing services

Managing burnout

Burnout directly impacts every part of a person’s life. How people experience their workplace has a stronger influence on something like burnout than how many hours they work, or the complexity of work they take on. What organisations and leaders can do to help identify and alleviate burnout, starts with recognition, followed by action. Topic includes:

Recognise the signs of burnout and develop strategies for early intervention and management.
Policy and permission measures to make managing burnout a collaborative responsibility between individual and organisation.
Explore ways to express burnout and seek support early.

Hybrid and flexible working practices

A lack of connection is one of the biggest drivers of voluntary turnover in our ever-normalised hybrid world. Organisations are faced with striking the balance between delivering the needs of the business with adapted individual ways of working. New habits and ways of working must be established to prevent direct impacts of disengagement, loneliness and lacking purpose, which a growing number of professionals have started to report and Leaders play a key role in supporting this. Topics includes:

Types of connection which create genuine and meaningful impact, establishing healthy boundaries, communication and trust.
Taking a team based approach to flexible working rather than a one-size fits all and a focus on performance outcomes rather than face-time
Hybrid ways of working to support relationship development and engagement.

Leading individuals with mental health and wellbeing needs

Research indicates that 1 in 5 Australian’s are living with a mental health condition, which can be anything ranging from anxiety and depression to chemical brain imbalances. Whilst the stigma around mental health continues in the working landscape, a leader’s ability to effectively manage and lead those who may warrant certain care and conditions to thrive are consistently overlooked, even resulting in performance management in some cases. Topic includes:

Myths and truths about mental health, to build understanding and overcome bias.
Recognise differences between personality, style and mental health.
Tips and advice on engaging in conversations around mental health.

Career and life stage transitions

With an unprecedented 5 generations currently represented in the workforce, we are facing an ever changing and complex landscape of needs, expectations and milestones. When it comes to family leave for the arrival of a child, or grievance leave for loss of a family member, what happens when other life stages arise? By exploring the breadth of what’s possible and what’s likely, we take a case study approach to examine how best to navigate these needs. Topic includes:

Intermitted absence for physical and mental health conditions, for self and others.
Dealing with loss, caretaking responsibilities, divorce or legal issues.
Elective absence, such as sabbatical, continuous education or school leaver support.
Other less recognised life stages, such as approaching retirement, experiencing menopause, family planning and IVF.

Neurodiversity

Neurodiversity is something every person holds. No two people think exactly the same, and this can and should be considered a strength in the workplace. Overcoming the tendency to see neurodiversity as a mental health deficit is something leaders should actively engage in. Starting with understanding, this topic includes:

The untapped potential of neuro-diverse representation.
Navigating the breadth of identifiable factors of neurodiversity.
Exploring best practice ways to normalise and become an advocate for neurodiversity.