I often think about our wellness internally, but it can be our external environment that is crucial. As leaders in both workplace and educational settings, we have a unique and powerful role—we are the designers of the environments in which people work, learn, and grow. When we begin to see our leadership roles through the lens of well-being, we realize that we are not just managers of tasks and outcomes; we are designers of experiences, shaping the spaces—both physical and emotional—where our teams and students can thrive.

But what does it mean to be a designer of well-being? It’s about more than just setting up ergonomic chairs or implementing flexible work hours, although those are important. It’s about the intentional design of a culture that fosters holistic wellness, which, as research highlights, goes hand-in-hand with effective leadership. We are reminded that true wellness is multidimensional. It encompasses the physical, emotional, social, and spiritual aspects of our lives.

Let’s break it down. Imagine you’re an architect working on a new building. You wouldn’t just think about the aesthetics, would you? You’d consider how the space will be used, how people will move through it, the materials that will make it durable, and the features that will make it energy-efficient and comfortable. As a leader, you need to apply the same level of thoughtfulness to the environment you create for your team or students. This means considering not only the physical workspace but also the policies, practices, and social dynamics that shape the daily experiences of those you lead.

As a leader, this was something I always tried to balance. It is very clear to me now that although I could complete an Ironman, I was not totally well.

For instance, I reflect on the high levels of unpredictability and self-expectation that leaders face, which can lead to significant stress if not managed well. This is where the design of well-being becomes critical. By actively creating systems that support continuous self-awareness and self-assessment, as they suggest, leaders can mitigate these stressors. It’s like building in safety features that protect against wear and tear in a physical structure—only here, you’re safeguarding the mental and emotional health of your team.

Stress on leadership is huge. Many pretenders will tell you how to alleviate it. But you need to find your way, what works for you. I found swimming created clarity and calm. My wife would say I was a different guy after it. Find yours.

In the world of education, we’re already used to thinking about how our environments affect students. We carefully design curricula, choose pedagogical approaches, and offer support services with the goal of helping every student thrive. But, as the article points out, there’s often a gap between how we support students and how we support our staff. It’s time to bridge that gap. Just as we create learning environments tailored to the needs of our students, we must also create working environments that nurture the well-being of our educators and support staff. After all, when we feel supported and well we are far more likely to be effective, just as an engaged and healthy employee is more productive.

However, the work of a well-being designer doesn’t stop after the initial design phase. Like any good building, the environments we create need regular maintenance and updates. This ongoing process of reflection and adjustment is much like renovating a space to meet new needs or correct emerging issues. By staying attuned to the evolving needs of your team and being open to new ideas, you ensure that your design remains relevant and effective.

Moreover, embracing this role as a designer of well-being allows us to create environments that are not just about surviving, but about thriving. We move beyond simply meeting the basic needs of those we lead and begin to foster a deeper sense of purpose, belonging, and fulfilment. It reminds us that wellness is not just about the absence of illness, but about a positive state of physical, mental, and social well-being.

Consider the practical strategies, such as engaging in mindfulness or leveraging personal and social networks as sources of support. These are not just nice-to-have add-ons; they are essential elements of the wellness design we are building. Mindfulness, for instance, helps leaders cope with stressors in a way that prevents burnout and fosters resilience. Leveraging social capital, on the other hand, ensures that leaders don’t become isolated—an all-too-common experience in high-pressure roles like school leadership.

Every morning, I now find meditation centers me. I call it meditation, but it is really prayer in a Confucian way.

At the end of the day, the environments we create today will have a lasting impact on the happiness, success, and overall well-being of everyone involved. Whether we’re talking about employees in a corporate office or students in a classroom, our role as leaders is to design spaces where people can truly thrive. And that’s not just a professional obligation—it’s a profound responsibility and a remarkable opportunity. By approaching our leadership with intentionality, creativity, and a commitment to continuous improvement, we can become transformative designers.

The blueprint we follow is one of holistic wellness, and by embracing it, we ensure that our teams are not just surviving, but thriving. This is more than just good leadership—it’s the foundation of sustainable success, both for today and for the future.