Students should be reminded that their flaws do not define them, and they should be encouraged to continue working hard in class. This will not only improve their self-worth but also significantly boosts their academic performance. We collect information about your usage and activity on the Site using certain technologies, such as cookies, web beacons, and other technologies. The use of these technologies by such third parties is subject to their own privacy policies and is not covered by this Policy, except as required by law.
The law states that we can store cookies on your device if they are strictly necessary for the operation of this site. For all other types of cookies we need your permission. Your consent applies to the Sites. Strictly Necessary Cookie should be enabled at all times so that we can save your preferences for cookie settings.
If you disable this cookie, we will not be able to save your preferences. This means that every time you visit this website you will need to enable or disable cookies again. Physical Wellbeing The degree to which a student feels physically protected and healthy is linked to their physical wellbeing in schools and other environments. Why is Student Wellbeing important in Schools? Social Integration School is more than just a setting where kids learn to spell, write, and do arithmetic.
Behaviour For students who encounter difficulties at home, due to traumatic events, an environment that promotes emotional well-being is essential. Personal Satisfaction When it comes to school, some students have a natural sense of self-assurance in the classroom. Academic Performance Students who lack confidence typically concentrate solely on their shortcomings.
More on this topic. Academics Blended Learning Wellbeing November 3, Student Wellbeing Wellbeing October 27, Get our weekly newsletter!
Join 7, subscribers. No spam. Unsubscribe any time. This field is for validation purposes and should be left unchanged.
Schools touch nearly everyone from faculty and students to parents and community leaders. Overall wellbeing enhances intrinsic motivation, decreases disciplinary problems, increases academic achievement, improves school satisfaction and leads to flourishing of individuals, communities, and nations Buecker et al.
Simply put, those who feel better can learn better. Our best learners and teachers are those who have the skills, resources, and environments necessary for them to experience wellbeing and reap the benefits of feeling good and learning more. Even more benefits are connected to individual aspects of wellbeing. Facets of wellbeing, such as gratitude, hope, and emotional regulation, have been found to improve academic performance across several areas.
For example, students with high levels of hope can make adaptive attributions and overcome failure by making corrections. Thus failure ceases to be a long-term detriment to their self-worth. Thus both generally and specifically, wellbeing gives our students a happy though competitive advantage both inside and outside the classroom.
Students are not the only ones who benefit from wellbeing on the agenda. Teachers who persist with low levels of personal wellbeing are more exhausted, more cynical, and more distant from their students. They question their own self-efficacy, limit their own achievements, are demotivated when faced with challenges, and are more likely to experience burn-out. In contrast, teachers who enjoy wellbeing are better able to interact, teach, and achieve Bentea, In some cases, prioritizing wellbeing may only require a few changes to classrooms, procedures, and priorities, but these changes can lead to long-lasting positive impacts for both students and teachers.
Wellbeing does not spontaneously grow s in the sidewalk cracks of time between class assignments and teacher meetings. If we are not deliberate about teaching and fostering wellbeing, students will grow up without knowing wellbeing is within their internal locus of control. Shawn Achor observed,. What was going on here [at Harvard] was that like so many people in contemporary society, along the way to gaining their superb educations, and their shiny opportunities, they had absorbed the wrong lessons.
They had mastered formulas in calculus and chemistry. They had read great books and learned world history and become fluent in foreign languages. We have the opportunity to formally teach our students to maximize their potential, and prioritizing their wellbeing is a good place to start.
Your first step in enabling your students and educators with the power of wellbeing is to assess it. Then respond to the assessment in ways informed by research and adapted to your context. But Mohamed, we're kind of spending the next four sessions after this one discussing really tactical initiatives with, with other Gallup experts that we'll bring in here, and we'd love for you to kind of help us -- you talked about this with Dan a little bit, about a month ago.
Can you help us think about one or two things that leaders can do right now to enhance wellbeing kind of within their workforce? I think No. You got to get your people, your, your folks, your team to see that you are, as a leader, taking wellbeing seriously as an input or an impactful factor in the work you all do as a team together, No. So break the taboo.
That implies that wellbeing is something that's going to happen in a meeting. And then we're going to go back to basically what was before, as opposed to really thinking about it in terms of, What do I do throughout my day?
And how are those things impacting my wellbeing? How can I improve my wellbeing if I did them a little bit differently? So there it's like, you know, how I eat, how I work, when I sleep -- all the things you mentioned, physical, etc.
So undo the taboo. Make it a thing that is always relevant. It's not just something we do on Wednesdays. Mohamed Younis And then I think my last piece of advice would be, Root it in science; root it in measurement and data, if you can, to the degree you can.
Don't take the route of massage rooms at the office, because what's going to happen is essentially, a few people who are really already into wellbeing will probably be like, "Hey, that's really cool.
We'll do that. This is ridiculous. I'm here to work. I'm not here to get a massage. It's really about understanding where the person is coming from. Mohamed Younis And also, don't sit people down and say, "Let's talk about your wellbeing. I think what you want to do is create opportunities for, as a community, your team to talk about wellbeing, to focus on it, to have opportunities to improve it in one way or another.
At Gallup, Ryan, you do a great job on physical wellbeing of just being our Go To, like proposing activities we do, contests that we all can keep track of online, reinforcing that it's not about running the fastest or jumping the highest. So there are really basic things. I think this is a time when there are a lot of resources out there on this topic. But those would be my, my three things: Undo the taboo; don't make it like a one-time thing that happens in a meeting; and root whatever program you institute in science and in measurement.
Ryan Wolf I really like how you said, Don't sit someone down and say, "Let's talk about your wellbeing. So appreciate that. So we've measured wellbeing for, for quite a long time, right? So George Gallup actually was infinitely curious about wellbeing; he conducted a study in the late s to unlock the secrets of, of long life, which is an article and a book that he wrote in after he interviewed several hundred residents of the world who were 95 years of age or older.
Ryan Wolf So that framework that he utilized is, has been modernized, but it's been utilized still today in our World Poll as we kind of, kind of discover what is important to people. And through it is our framework of wellbeing. So I'm curious if you could tell us a little bit more about how that's going, tell us more about what we can expect in the future as we modernize our and kind of diversify our, our framework of wellbeing even more. You know, it was, it's a testament to his, his career and his life that Ed Diener was actually working on this very project when, when we lost him.
The -- Wellbeing for Planet Earth is an amazing organization. It's a foundation that's based in Japan. But its mission is really to understand how wellbeing can be measured and improved across the entire world.
So one of the things we've been working with them on is how to expand what has been traditionally a very Western-centric scholarship or academia, academia-focused approach to wellbeing. Mohamed Younis So obviously, wellbeing is not Western-centric, but the way we've studied it and defined those metrics have mostly come from Western institutions of higher education, the United Nations, you know, based in New York, and Geneva, etc. So our mission with them is really to expand the definition of wellbeing to the research community that goes beyond anger, happiness, stress, etc, which are really important metrics.
But there are a lot of other Eastern traditions and Eastern concepts of wellbeing that have a lot more to do with things like calmness, and more neutral states of mind and affects than the extreme positive or extreme negative that have been really the go-tos for the wellbeing research in the past. Mohamed Younis So with them, we are developing new items that we're testing all over the world, in terms of trying to understand how we can most expand the horizon of research around wellbeing, how we define it.
Because once we do that, we can also understand, at a more intimate level, what drives it in different countries, different cultures, different societies across the world.
So Wellbeing for Planet Earth is honestly one of my favorite and most exciting things to talk about and think about. Joe Daly is really the brainchild, he's, you know, it was his brainchild. But Alden Lai and his whole team are amazing partners. We hopefully will be together again in person after this COVID reality passes us and have another awesome summit on how we expand the definition But the work continues. We're polling the world on it now. And we're going to be reporting actually on our first kind of gathering of those data in a couple months.
Ryan Wolf Nice. So if, if you're, if you're a wellbeing leader, if you're thinking, if you're leading initiatives and integrating wellbeing into organizations, or even, even just your team, or even just for yourself, it's kind of, it makes sense, right?
So there's really a lot of high arousal types of Western-centric ways that we've evaluated wellbeing -- things like excitement and positivity and enthusiasm, but Wellbeing for Planet Earth is bringing in, like, like Mohamed talked about, the calm and peace and balance and things like harmony, and also the value of the group over the individual. So that's something that, that we're both very interested in.
I'm sure everyone else is as well, as we kind of think about, What's the next, the next, next topic and the next, next chapter in iteration of wellbeing for the whole, for the whole world? Jim Collison Ryan, I'm gonna open this up to some questions from, from our chat room. So if you want to drop your questions in right now, you can. While we think about what's coming up next, Ryan, we've got four more in this 5-part series. We have a special guest next time on this. Talk a little bit about who's coming, and what we hope to accomplish in the next session.
And he's, he's a wizard. And he crunches our data and our, and our numbers. And he also is a good storyteller. So he, I'm excited, really excited to have him come in and kind of explain the methodology so we understand it a little bit more.
We talked a little bit about it today with our, our ladder scale and net thriving, but we'll go into it more and get his, get his perspectives on it. Jim Collison He's gonna, we're really gonna dig in from a, from a numbers perspective on this and how it's actually done.
I'm kind of excited for it. So Jon asks this question; I'll throw it out to you guys: I've noticed a lot of content on increased anxiety and depression with some posting that it's due to more remote work and less connection. Any thoughts on insights here on a macro level?
And, and Mohamed, I'm gonna ask you as well: socio, socioeconomically, does that matter? Like, am I less depressed if I'm farther up the chain or I'm making more? It seems to me every, OK, go ahead and talk a little bit about that. Mohamed Younis Yeah, we, that's, that's absolutely a flat "No. When it comes to remote work, I think it's important to understand that a big part of wellbeing in the workplace setting is about connection.
And it's about connection anywhere. But really, it's about the connections you have with the people you work with. And if being remote is disabling you from growing those connections, maintaining those connections, it is going to have a negative impact. Mohamed Younis Ben did some, Ben Wigert did some really great research that highlighted that people who are consistently doing remote work are more likely to miss out on promotions and other opportunities for advancement.
And it makes sense, because if you're not around and communicating and socializing and learning, you may not hear that there's a new position opening up or, you know, we need somebody to lead this new team.
So we, the initial research shows that absolute total remote work definitely has a negative impact on those factors. Mohamed Younis Now, that being said, there are jobs definitely that can and should be done that way. I think one of the big premises that we need to keep in mind of this research is that we're assuming that working in the office setting is the normal for that person.
And now they're going remote, and we're looking at that compared to if they were in the office. And it's -- not to be like too research geek here, but that is a really big bias that I think we're still, all of us are still dealing with as we move forward and really internalize that remote work or hybrid work -- is it a COVID thing? It was already happening a lot. A lot of folks at Gallup were studying it for a long time. And it's gonna stay with us, because the demands for talent and access to that talent will absolutely necessitate organizations to be more flexible about where they can tap into that talent.
Jim Collison Ryan, you want to add anything, or do you have anything to add to that? It was probably January or February. It's a great listen. It's a, it's a tactical -- he, he, Hickman is a great researcher. He is a Ph. Jim Collison We spent, Ryan was, or Adam was talking about remote working a couple years ago.
I think his Ph. And so we have a lot of resources. I guess, Mohamed, what I'm hearing through this whole podcast is, If coaches aren't plugged in to the Gallup Podcast , that's just as important -- like there's a lot of -- Mohamed Younis It's like, you're totally, you know. No, I think that, though, but seriously, though, I would encourage you guys to check out the Podcast. We're always having conversations, I think, that are really relevant to coaches, because you're, you know, we're all coaching people in the real world.
And that real world of those events on a personal level, and now social and personal, is kind of one and the same with COVID. They're, they're, it's where people are coming from. And I think it'll be really helpful to anyone to just have a better feel of, you know, what your folks are dealing with before you sit down and talk with them. Jim Collison The Gallup Podcast , if you just want to search for that on any podcast app, The Gallup Podcast, we, it's a super original name.
And so if you want to head out there and get that done. Mohamed, one last question before we go. And Jenn Selke, who we did a podcast with , she does a lot of work with veterans in her coaching. Is anyone looking at, as we think about those veteran groups from a research perspective, are we looking at doing any research in that area in wellbeing? Mohamed Younis As she mentioned, we have in the past. We're not currently doing it, but we should.
We would love to. And we're always looking honestly for partnerships that will enable us to do that. And I think it's, given what has been happening in Afghanistan the past couple of weeks, it's, it's more important now than ever to really provide resources to those of us that have served and are now really trying to make sense of a very difficult fact pattern. But yeah, we need to do more. Unfortunately, we're not current, I couldn't lie and say we're doing it now.
But hopefully we will. Jim Collison Lots of things to study. Lots of work to do. Ryan, let's bring this in for a landing. Kind of wrap it for us -- thank Mohamed for coming out, and then let's just wrap it together. Thanks, Mohamed. Appreciate you bringing all your insights to us today. It was fantastic. So looking forward to listening to you ongoing, and encourage everybody to come back.
We're going to be back here in 2 weeks. Jim, you can give us maybe the exact date if you've got it handy. If not, if not, check it out online. But that's when we'll have Anthony Blue on. And you'll definitely want to, to hear what he has to say. Jim Collison Yeah, the easiest way to do that is just to go to gallup. You can follow all the sessions, maybe you're listening to this a year from now.
And you know, we've gotten through the whole series. But we have more learning for you that's out there. So go to gallup. And you can, if you follow us there, you'll get a notification -- every time I put something new in there, you'll get a notification from it. And it's kind of a way to keep. Mohamed, it's always great to have you.
We got to do this more often with you. We spent some time last year catching up with you and Adam on this -- all of a sudden, his name, man, we've dropped his name a lot in the last Ryan Wolf He will love it. Jim Collison He's a fabulous researcher. Mohamed, thank you for, for taking the time today as well from me. And we got to do some more partnership together. So thanks for coming on Called to Coach. I appreciate it. Mohamed Younis Thanks for having me. And Ryan, you're awesome.
Jim, thanks for being the legend. Jim Collison Yeah, well, I appreciate you saying that. With that, we'll remind everyone to take full advantage of all the resources we do have available. Go to gallup. And for what Ryan was mentioning earlier, if you go to news. So just click on the little search, and you can find all the topics that are available there. We do have a lot. So it's good to kind of keep up with it. It's one of those kinds of things you don't want to get too far behind.
You know, you guys have ever had those dreams where you, you're in college and you've forgotten. Like, "We've been in this class, but I haven't been going for the last 4 or 5 weeks! Stay up to date. The Gallup Podcast is a great way to do it.
Staying, you know, subscribing to Called to Coach as a podcast and listening to that. I know it's an hour, but it's the best hour that you're going to get every single week. And so we want you to get that done. All that information, gallup.
For coaching, master coaching or to become a Gallup-Certified Strengths Coach -- which both, both of you are, and appreciate that -- you can send us an email: coaching gallup. And, and then, like I said, don't forget to stay up with everything that we're doing: gallup. Follow us on any social platform by, either by searching "CliftonStrengths" or just "Gallup.
And we want to thank you for joining us live today. Thanks for coming out. We will be back in a couple weeks with Part 2, and we're looking forward to it. With that, we'll say, Goodbye, everybody. Notice: JavaScript is not enabled. Please Enable JavaScript Safely. Webcast Details What are the 5 elements of wellbeing, and how do people thrive? How does wellbeing at work affect wellbeing in the rest of your life?
What has Gallup discovered about wellbeing during the pandemic? Learn more about using CliftonStrengths to help yourself and others succeed: Watch more CliftonStrengths webcasts like this episode. Sign up to get CliftonStrengths content sent directly to your inbox.
0コメント