1 © Relational Values Alliancerelationalvalues.com/thriveYou as a Leader Who T.H.R.I.V.E.s!Human flourishing or well-being can be described as “the place in which all aspects of a person’s life are good.” There are different perspectives about how to define, “all aspects of life,” but researchers do agree on the priority of assessing life holistically. This means when we assess our well-being, we must consider EACH of the important domains of life and how well we are flourishing in them.The Human Flourishing Program at Harvard has developed a tool to assess human flourishing around five categories or domains: (1) happiness and life satisfaction, (2) physical and mental health, (3) meaning and purpose, (4) character and virtue, and (5) close social relationships. The sixth (6) domain relates to the stability of our finances or access to practical and financial resources that allow us to flourish and sustain well-being (VanderWeele, 2017).To thrive means “to grow or develop in a healthy or vigorous way; to flourish; to live a satisfying, meaningful life.” We can label the six domains of human flourishing with the acronym, T.H.R.I.V.E.T — Transformation in character and virtueH — Health: physical, mental, and emotionalR — Relational closeness in caring connections I — Identifying as happy, hopeful, and satisfied with lifeV — Vocational fulfillment, adequacy, and purposeE — Enjoy financial stability and freedomIndividuals who THRIVE have a great life. Leaders who THRIVE help create a great culture!Individuals Who Thrive Can Enjoy:1. An overall higher quality of life and well-being2. Lower risk of hypertension and high cholesterol3. Lower risk of depression (32%) and better mental and physical health4. More social connectedness and stronger relationships5. Financial well-being and less financial stressLeaders Who Thrive Help Create a Caring, People-First Culture.• “If you could make one change at your current employer to make it a great place to work, what would it be?”—The #1 answer from employees (41%), “A change of culture!” (Gallup, Inc., 2023).• During the global pandemic, the percentage of employees noting that their companies made employee well-being a priority DROPPED from 49% to only 24% (Gallup 2020–2022 findings).Groups or organizations that want to prioritize wellbeing build a culture that prioritizes their people!Characteristics of a People-First Culture:1. Leaders truly care about others’ well-being.2. People trust their senior leadership.3. People feel they are treated fairly regardless of age, gender, and ethnicity.4. People feel respected and appreciated.5. Leaders help others during stressful times.6. Caring about the celebrations and struggles of one another is a top priority.Pause and Reflect:Share about a work, team, or small group experience where you experienced one of these characteristics and why it was meaningful to you.“I remember being part of a culture like this when ___and it meant a lot to me because________________.”Transformation in Character and VirtueT.H.R.I.V.E. Solutions
© Relational Values Alliancerelationalvalues.com/thrive 2People and Organizations Who T.H.R.I.V.E. Prioritize Overall Well-being.People care about more than their job or their physical health; they care about good relationships, financial stability, a sense of purpose, being a good person, and living a happy and satisfied life. Humans genuinely care about this broad spectrum of topics related to well-being.Because of these truths, organizations that intentionally address a more holistic view of human well-being also benefit. Those benefits include:• More happiness and growth in character• Increased relational/emotional self-awareness • Decreases in conflicts and misunderstandings• Growth in relational skills that can easily be transferable to home, school, and community• Improved job satisfaction, worker performance, and teamwork• Decreased absenteeism, work injuries, and turnover• Improvements in work-life balance and fulfillmentPause and Reflect Review the seven items listed above and then:• Share one that you see as a strength in your important relationships, team, or organization.• Share one that you see as a growth area in your important relationships, team, or organization.The flourishing research at Harvard has recently been expanded and broadened into the Global Flourishing Study across 22 countries. Scan or click the QR code to explore this overview video from Harvard.VanderWeele, T.J. (2017). On the promotion of human flourishing. Proceedings of the National Academy of Sciences, U.S.A., 31:8148-8156.Leaders Who T.H.R.I.V.E. Give Attention to Their Continued GrowthScan or click the QR code to take the 12-question T.H.R.I.V.E. Assessment. Next, invite a colleague, friend, or family member to take the assessment. Discuss your results with a focus on encouraging and supporting one another in your journey toward well-being. Pause and Reflect Based on your assessment, demonstrate a small step of humility and vulnerability by sharing: • What is one of the current areas of strength in your well-being? • How are you living out this strength as you relate to and lead others? • What are some additional ways you could demonstrate this strength and become a source of encouragement for others?• What is one of the areas of well-being you would like to improve or change?