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Forbes
12 hours ago
- Health
- Forbes
Men's Health At Work: A Silent Threat To Culture And Productivity
Men's health in the workplace is a silent issue brewing. In Corporate America, you'll rarely hear male leaders admit they "need a break" or openly ask for help. Yet behind the scenes, many high-performing men are silently burning out, neglecting their well-being, and pushing onward until something breaks. Men's health is lagging behind that of women. As of 2023, U.S. men live, on average, 5.3 years fewer than women—75.8 years compared to 81.1. As it pertains to the workplace, according to the Journal of Occupational and Environmental Medicine, psychological distress in men drives $8,432 per person annually in presenteeism losses and $2,796 in absenteeism, which is double the impact seen in women. June may be Men's Health Month, but for corporate America, men's health needs a 365-day focus. The cost of ignoring it is significant: diminished productivity, increasing healthcare claims, leadership attrition, and untapped potential not realized. Addressing this requires reframing men's health and how organizations approach performance, well-being, and leadership sustainability, starting with these three foundational shifts. Rest Doesn't Equate To Weakness Or Lower Ambition In many high-pressure environments, rest is viewed as a luxury or, worse, a risk. Taking a break can feel like you're falling behind. This mentality quietly undermines leaders' ability to operate at their highest level. Just as athletes suffer when recovery is skipped, so too do executives. When rest and circadian-aligned living are neglected, judgment erodes, creativity stagnates, and leaders become reactive rather than responsive. As burnout and retention strategist Chazz Scott shared, "Most people can't say, 'I took a break today and still felt successful.'" That quiet guilt, he noted, is deeply embedded in many male leaders and often stems from inherited beliefs that rest equals weakness. However, the reality is the opposite. Rest, recovery, and restoration aren't the enemies of ambition. Instead, they're essential components of your optimal performance infrastructure. Ignoring these pillars doesn't just affect the leader; it affects everyone downstream. Leaders can build systems and cultures that support performance and recovery through: Well-Being Isn't A One-Size-Fits-All Equation There's been a much-needed shift toward prioritizing well-being in the workplace. However, most initiatives still fall short. While meditation apps and fitness challenges are well-intentioned, they often miss the mark, especially for male leaders navigating unique physiological, cultural, and socioeconomic stressors. Health risks are not distributed equally. Black men, for instance, face significantly higher rates of hypertension, cardiovascular disease, and chronic stress, regardless of income level or professional title. Potential reasoning for this is, in some circles, attributed to what researchers call the weathering effect: the cumulative toll of enduring racialized stress over time, which accelerates biological aging and worsens long-term health outcomes. As Justin Grant, author of Company Men: A Wellness Guide for Black Men in Corporate America, shares, the higher Black men rise in corporate spaces, the more likely they are to experience anxiety, isolation, and declining health. And they're not alone. Latino, Asian, and even first-generation professionals each face distinct challenges that generic wellness programs don't address. A more precise and culturally strong wellness strategy might start with: Guard Your Mind And Don't Marginalize Yourself For many male leaders, performance and identity become inseparable. Output becomes an ever-growing proxy for self-worth. Titles become personalities. And over time, the line between the person and position blurs. In this environment, mental health isn't just about managing stress. It's about preserving a sturdy sense of self. As Scott noted, when leaders operate in emotional isolation, they lose what he calls "social capital": the trust, rapport, and influence required for meaningful and effective leadership. The health risks are serious. A study published in World Psychiatry found that isolation and a lack of social support increase the risk of burnout, anxiety, depression, and PTSD in professionals—no amount of success or compensation shields against this erosion. High performance doesn't require abandoning your identity. Yet many men, in pursuit of growth and achievement, entirely sacrifice their hobbies, passions, and relationships, only to arrive at the top with fractured lives. Leaders rooted in their identity and a strong sense of self, rather than just achievement and accolades, tend to be more resilient. Organizations can support this by: Men's Health in Corporate America Men's health struggles don't show up on quarterly reports until it's too late. By then, they've already surfaced as stalled leadership pipelines, costly turnover, disengaged teams, and declining innovation. High-performing men aren't immune to exhaustion, disconnection, or identity loss. They're often the most skilled at hiding it. When that happens, companies not only lose talent but also trust, longevity, and untapped potential. Much like women's health, the well-being of your male leaders isn't just a personal matter; it's a business imperative. And it's also key to winning the future of work.
Bloomberg
17 hours ago
- Business
- Bloomberg
‘GRFT' ETF Aims to Let Americans Bet on Washington Insider Ties
In an era of anti-establishment ire, Matthew Tuttle is betting there's demand for a retail-friendly fund designed to profit from political influence in Corporate America. The investment manager filed this week to launch an exchange-traded fund — ticker GRFT — that aims to hold a portfolio of companies with demonstrated ties to the politically connected, ranging from the inner circle of a sitting US president to members of Congress.
Forbes
3 days ago
- Business
- Forbes
The Future Of Growth: When Human Capital Meets AI Innovation
Business investment and AI artificial intelligence data analysis technology. Businessman and robot ... More future investor, stock market, forex, and crypto currency finance investment. A recent Wall Street Journal article titled, "Corporate America is convinced: Fewer employees means faster growth," casts a spotlight on a troubling shift in today's corporate strategies. Companies across industries are reducing their workforces, fueled by a belief that leaner operations equate to greater efficiency and faster growth. At first glance, this approach may seem both logical and inevitable in a world increasingly shaped by generative AI and automation. However, as we dig deeper, we're forced to confront an uncomfortable question: Are we sacrificing long-term sustainability and undervaluing human potential for the sake of short-sighted numerical goals? This response unpacks the risks of such strategies, emphasizing the enduring value of human capital. Yes, technology has revolutionized how we work. But without a disciplined partnership between human ingenuity and technological innovation, we risk losing more than we stand to gain. The Hidden Costs of Doing More With Less The Wall Street Journal article notes a growing sentiment among corporate leaders that those employees retained after workforce cuts should do more with less. While this mantra may sound efficient on paper, its implications for employees are far from empowering. For many, the expectation to continuously deliver amid shrinking teams and mounting pressures results in burnout, stalled creativity, and a growing disconnect from the organization's mission. The 2025 Microsoft Work Trend Index Annual Report captures this reality. It reveals that 80% of the global workforce feels they lack the time and energy to meet business demands. Employees are interrupted an average of 275 times a day, every two minutes during core work hours. This chaotic environment is not conducive to the deep focus or creative problem-solving that drives growth. I've seen executives deploy cost-cutting measures only to watch their organizations suffer long-term. Talented employees leave, innovation pipelines collapse, and team cohesion erodes. What remains is a workforce that is physically present but emotionally disengaged. Their fear of expendability creates an innovation vacuum where unique ideas and vibrant collaboration once flourished. Organizations may gain short-term efficiencies by trimming headcount, but the broader cost to their culture and resilience is immeasurable. Research shows that workers who feel dehumanized no longer bring their creativity or passion to work, and the ripple effects are devastating. The Peril of Over Reliance on AI The Wall Street Journal article underlines the accelerating role of generative AI in displacing jobs and streamlining operations. While the efficiency benefits of AI are clear, we must resist the temptation to view it as a one-size-fits-all solution to complex challenges. The 2025 Work Trend Index frames this issue within the context of 'human-agent teams,' where AI augments human effort rather than replacing it. These teams enable businesses to operate with agility while retaining the human elements of empathy, creativity, and judgment. However, over-reliance on AI threatens to compromise these strengths. Innovation doesn't arise from algorithms alone. It is the product of diverse human perspectives coming together, often in unexpected ways. AI can process data and provide insights faster than any human, but it cannot replicate the spark of intuition or the depth of relationships that drive meaningful transformation. Machines solve problems, but it's people who envision possibilities. The long-term risks of neglecting this balance are profound. Organizations that treat AI as a total substitute for human capital will find themselves outpaced by those who understand the indispensable value of creativity and collaborative ingenuity. Leadership at a Crossroads The Wall Street Journal article indirectly raises an essential leadership challenge for our time. What does effective leadership look like in an era of workforce reductions and technological upheaval? It's tempting for leaders to measure success by how quickly they can cut costs and streamline operations. But leadership isn't about efficiency at all costs. It's about creating environments where individuals feel valued, supported, and inspired to do their best work. Flattened hierarchies may look efficient, but cutting critical layers of leadership erodes mentorship and trust, leaving employees adrift during periods of change. The 2025 Work Trend Index introduces the concept of 'agent bosses'—leaders and employees who work side-by-side with AI systems, guiding their contributions to advance organizational goals. This shift requires leaders to expand their priorities from cost-cutting to empowerment, trust-building, and innovation. Great leaders reject the view of employees as mere costs and instead lean into their role as stewards of both human and technological potential. By doing so, they create organizations that are not only efficient but enduring. Striking a Balance Between Technology and Humanity Organizations don't have to choose between humans and technology. The 2025 Work Trend Index highlights 'Frontier Firms' as trailblazers in the art of integration. These companies combine AI's analytical power with human creativity to achieve optimized results. They move beyond efficiency to focus on adaptability and sustainable growth, demonstrating what's possible when organizations invest equally in people and innovation. The report also reveals that 82% of leaders see this as a pivotal year to rethink core strategies, and that's the essential call to action. Organizations that recalibrate their focus to balance technological advancements with the enduring power of human capital will ultimately lead the future. The question for corporate leaders comes down to this: Are you building an organization that is merely fast, or one that is truly resilient? Your willingness to invest in people, upskill them, and empower them to work collaboratively with technology will define your legacy. If leaders want to build companies that stand the test of time, they need to prioritize human capital reinvention alongside technological adoption. The most successful organizations will be those that align AI's power with the creativity, judgment, and emotional intelligence that only people can provide. The 2025 Work Trend Index offers a compelling roadmap. 47% of leaders are prioritizing upskilling their workforce, and 78% are considering adding AI-focused roles. These actions reflect a clear shift toward integrating human and technological capabilities rather than sidelining one for the other. Now is a critical moment for corporate America to move beyond quick cost-cutting measures. It's time to stop viewing employees as expenses and instead see them as the architects of innovation. The complex balance between human and machine is not just a challenge, it is the new mandate for leadership in the age of AI. Only by recognizing the irreplaceable value of human capital can we ensure both lasting growth and meaningful impact. The future is in the hands of those who embrace reinvention readiness through continuous learning, unlearning, and relearning. And it's just getting started.
Forbes
20-06-2025
- Business
- Forbes
Use Therapeutic Techniques To Transform Employee Performance
Brittney Van Matre is an advisor and coach blending strategy, systems thinking, and clinical psychology to create the future of work. getty The field of psychotherapy may seem worlds apart from Corporate America, but both systems grapple with a common challenge: how to motivate individuals who feel powerless, resistant or ambivalent about change. Whether it's a mandated client in therapy or an employee disengaged at work, resistance often stems from feeling unheard, undervalued or trapped in systems that prioritize compliance over agency. In my work as both a psychotherapist-in-training and a leadership strategist, I've seen firsthand how motivational interviewing (MI)—a collaborative, person-centered approach—can break through resistance and inspire meaningful behavioral shifts. Originally designed to treat addiction, MI is now used in healthcare, education and even criminal justice because it addresses a universal truth: People change when they feel empowered, not pressured. These same principles are remarkably effective in the workplace, especially for managers navigating difficult conversations, low engagement or performance issues. A 2022 study in the Harvard Business Review found that employees whose managers practiced 'coaching-like' communication (e.g., asking open-ended questions, reflecting emotions) reported 34% higher job satisfaction and 21% higher productivity. Here's how leaders can apply MI techniques to build trust, reduce resistance and empower employees. Directive language like, 'You need to improve your productivity,' triggers defensiveness because it mirrors the top-down power dynamics that fuel resistance in the first place. MI flips this script by eliciting the individual's own motivations. For example: 'What do you think is getting in the way of hitting your targets?" 'How would you like to grow in this role?" A study in the Journal of Applied Psychology from 2022 found that employees who set their own performance goals were 2.7x more likely to follow through than those assigned goals. By positioning the employee as the expert in their own experience, you create psychological safety and ownership. MI uses 'double-sided reflections' to acknowledge tension without judgment. For example, if an employee says, "I'm overwhelmed, but I don't want to disappoint the team," a manager might respond: "You care about contributing and you're feeling stretched thin—let's explore how to balance both." This subtle shift avoids polarization and keeps the conversation solution-focused. In therapy, resistance signals unmet needs or fears—not stubbornness. The same applies to employees. If a team member pushes back on feedback, avoid escalating the power struggle. Instead, probe gently: "What concerns do you have about this new process?" "What would make this feel more manageable?" MI teaches that over-investment in a client's outcomes breeds resistance. Managers often fall into this trap by micromanaging to alleviate their own anxiety, but this erodes trust. Instead: • Delegate problem-solving. 'How would you approach this?' • Reframe setbacks. 'What did we learn from this?' Provide resources and clarity, then step back. Motivational interviewing isn't just for therapists—it's a leadership superpower. By trading coercion for curiosity, managers can transform adversarial dynamics into partnerships for growth. In a world where 34% of employees cite poor communication as one of their top workplace stressors, these skills aren't just nice to have; they're critical for retention, performance and a healthier workplace culture. A Challenge For Leaders: The next time an employee resists, ask yourself: Am I arguing or exploring? The answer could redefine your leadership impact. Forbes Coaches Council is an invitation-only community for leading business and career coaches. Do I qualify?
Fast Company
17-06-2025
- Health
- Fast Company
The real reason wellness programs fail? No one uses them
Fast Company recently posed the question: 'Why isn't your workplace wellness program reducing stress?' The answer, as the article rightly pointed out, isn't about bad intentions—it's about bad execution. Most wellness initiatives are still treating symptoms, not causes. But we need to go even deeper. Workplace wellness isn't failing because it's frivolous. It's failing because employees aren't engaging with it. Stressed and burned out Corporate America spends an estimated $65 billion a year on wellness perks, from mindfulness apps to meditation pods yet 77% of employees still report feeling stressed, and 82% say they're at risk of burnout. In the largest academic study of U.S. programs, fewer than half of eligible employees ever engaged with the resources on offer (RAND Corporation). Digital-only benefits fare even worse: 'app sprawl' and discovery fatigue mean that most perks are forgotten before they're used. A meditation app buried in a browser tab can't move the needle on mental health, absenteeism, or retention. It's easy to blame employees for being disengaged, or to point fingers at toxic culture. But the truth is more subtle—and more solvable. Complexity kills engagement When HR teams assemble a buffet of stand-alone apps—financial coaching here, sleep tools there, therapy platforms somewhere else—every login is another cognitive task. Overwhelmed workers don't skip your yoga discount because they dislike yoga. They skip it because they don't remember where the link lives. At YuLife, we partnered with the University of Essex to study this problem. We found that bundling insurance, rewards, virtual care, and micro-challenges into one gamified experience radically changed engagement patterns: Users take healthy actions on 20 of 30 days, double the norm 54% return monthly, 50% engage daily Daily steps rose 13%, equivalent to adding 4.5 years of life expectancy Self-reported stress dropped 53%, productivity rose 57% Crucially, activity inside the app predicted use of other benefits. Those included 4× more Employee Assistance Program utilization, 2.4× more virtual GP visits, an 11.5% drop in absenteeism, and a 2.75% drop in turnover Engagement is the missing variable Wellness programs aren't underperforming because employees don't care. They're underperforming because the programs weren't designed with real behavioral engagement in mind. Three blockers we can eliminate today: Perk fragmentation Consolidate your well-being tools. If it takes more than two clicks or logins, it's too much. Build a single front door, ideally integrated where work already happens (Slack, Teams, a unified app). Slow-burn rewards Points that take months to redeem lose meaning. When users can swap earned 'coins' for gift cards the same week, engagement jumps 30% and rises again with leaderboards or friendly duels. One-size-fits-all content A new parent, a cyclist, and a burnt-out manager don't need the same nudges. Personalised AI-driven prompts that respond to user behaviour drive a 3x increase in healthy habits. Well-being is infrastructure, not a perk We often hear that wellness is 'hard to measure.' But that's usually a reflection of low engagement, not flawed strategy. At 20% adoption, noise drowns out signals. At 50%+, the ROI becomes clear, including a 5% drop in claims costs for employers integrating preventive data into group-risk underwriting. If fewer than half your people open the app, the program doesn't work. No matter how many perks you fund.
