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A state of physical, mental, and emotional exhaustion that develops when stress becomes chronic and overwhelms coping resources. It typically involves reduced energy levels, difficulty interacting with others, difficulty completing tasks effectively, behavioural changes including irritability, and feelings of helplessness and powerlessness.

“Compassion is a sensitivity to suffering in self and others, with a commitment to try to alleviate and prevent it.” (Prof. Paul Gilbert, 2009)

A leadership approach rooted in courage and wisdom that is sensitive to distress and difficulty (both in oneself and others) and is committed to taking wise, helpful action to prevent and alleviate suffering within teams and systems.

Using methods and strategies that are supported by rigorous research and scientific data. An evidence-based approach combines the best available information with clinical expertise and consideration for context.

A view of wellbeing that highlights the rich resources  (psychological, social, and interpersonal) that enable people to flourish at work and in life. Mental wealth focuses on developing and protecting these resources over time.

The phenomenon of physically attending work while experiencing poor health or reduced capacity, whether due to stress, illness, or overwhelm, which results in lower productivity and engagement.

Assessment measures that evaluate aspects of workplace wellbeing (e.g. stress, engagement, or psychological safety) and guide organisations in making informed, data-driven decisions.

“Psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, questions, concerns, or mistakes. It is not about being nice or being comfortable, nor is it about lowering performance standards. It’s about creating a climate where the focus can be on getting the work done, rather than on self-protection.

Psychological safety isn’t the goal – excellence is the goal. Psychological safety is the means to that end.” (adapted from Prof. Amy Edmondson)

The ability to adapt, recover, and grow in the face of stress and adversity. Resilience is not a fixed trait but a set of skills and resources that can be cultivated and strengthened. We can also differentiate between individual resilience (which is finite) and collective resilience, which is more sustainable across teams and organisations.

A measure of the financial and non-financial benefits gained from investing in workplace wellbeing initiatives, reflecting the value that healthy, supported employees bring to an organisation.