Understanding Wellbeing: Back to Basics with the PEP Model™
In today's fast-paced corporate environment, the term 'wellbeing' is frequently used, but what does it truly mean, and why should leaders prioritise it? As evidence-based specialists in this field, we believe it's crucial to establish a clear understanding of wellbeing's fundamentals and how organisations can systematically support it.
Defining Wellbeing: More Than Just a Buzzword
At its core, wellbeing is a physical, emotional and psychological experience characterised by feeling good and being satisfied with life. This definition, while seemingly straightforward, encompasses complex dimensions that affect every aspect of our daily lives, both personally and professionally.
Drawing from established research, including Ed Diener's Subjective Wellbeing theory (1984), Martin Seligman's PERMA model (2011), and the World Health Organisation's definition of health, the PEP Model™ is a practical framework that breaks down wellbeing into three essential components: Physical, Emotional, and Psychological.
The PEP Model™: A Comprehensive Approach to Wellbeing
Physical Wellbeing
The foundation of our wellbeing starts with our physical health, which significantly influences our emotional and psychological states. This dimension comprises two crucial elements:
Physical Activity: It's not just about intense exercise; it's about understanding how we move our bodies throughout the day. This includes reviewing our daily movement patterns, weekly exercise routines, and maintaining proper hydration and nutrition. Small changes in these areas can lead to substantial improvements in overall wellbeing.
Recovery: Often overlooked in our achievement-oriented culture, recovery is vital for sustainable performance. Quality sleep and strategic breaks throughout the workday aren't luxuries—they're necessities that enhance both wellbeing and productivity.
Emotional Wellbeing
Our emotional state colours every aspect of our experience and significantly impacts our effectiveness at work:
Positivity: This isn't about maintaining constant happiness, but rather about cultivating moments of joy, satisfaction, and fun. Research pioneered by Barbara Fredrickson shows that actively seeking positive experiences enhances creativity, problem-solving abilities, and resilience to everyday stressors.
Connection: As inherently social beings, we thrive on meaningful interactions with colleagues, friends, and family. Interestingly, research from the University of Derby also demonstrates the positive impact of connecting with nature on our emotional wellbeing - something often forgotten in our increasingly digital world.
Psychological Wellbeing
The psychological dimension focuses on our mental growth and sense of meaning:
Growth: While professional development goals are important, psychological growth extends beyond the workplace. Whether it's mastering a new sport, learning to cook, playing an instrument, or pursuing spiritual development, the experience of progress and achievement is crucial for our wellbeing.
Purpose: Perhaps the most profound aspect of wellbeing is our sense of purpose - the understanding that we're part of something greater than ourselves. This can manifest through meaningful work contributions, parenting, community involvement, or other forms of service that provide a sense of impact and meaning.
Why This Matters for Leaders
Understanding and implementing a systematic approach to wellbeing isn't just about being a 'good' employer - it's about creating sustainable high performance. When people thrive, they demonstrate:
Increased resilience in facing challenges
Enhanced innovative thinking
Higher levels of engagement
Greater success in both personal and professional domains
Creating Systemic Support for Wellbeing
Leaders must move beyond viewing wellbeing as merely providing occasional workshops or gym memberships. True organisational support for wellbeing requires:
Understanding that wellbeing challenges stem from both internal and external factors, including mental and physical health issues, as well as social, environmental, political, financial, and cultural pressures.
Creating systems and policies that actively support all dimensions of the PEP Model™, from flexible working arrangements that enable physical activity and recovery, to social initiatives that foster connection and community.
Modelling wellbeing practices personally, demonstrating that taking care of oneself is not just permitted but encouraged within the organisation's culture.
The Path Forward
As we continue to navigate increasingly complex work environments, understanding and supporting wellbeing becomes more critical than ever. The PEP Model™ provides a practical framework for leaders to assess and enhance their organisation's wellbeing initiatives systematically.
Remember, wellbeing isn't a destination but a continuous journey. By taking an evidence-based approach and creating supportive systems, leaders can help their teams not just survive but truly thrive in today's challenging world.
By focusing on the fundamental aspects of Physical, Emotional, and Psychological wellbeing, organisations can create environments where people feel supported, engaged, and capable of managing both everyday challenges and major life transitions.
Citations
Diener, E. (1984). Subjective Well-Being. Psychological Bulletin, 95, 542-575.
https://doi.org/10.1037/0033-2909.95.3.542
Fredrickson, B. L. (1998). What good are positive emotions? Review of General Psychology. Rev. Gen. Psychol. 2, 300–319
Pocock, M.J.O., Hamlin, I., Christelow, J., Passmore, H. and Richardson, M. (2023). The benefits of citizen science and nature‐noticing activities for well‐being, nature connectedness and pro‐nature conservation behaviours. People and Nature, 5(2). https://doi.org/10.1002/pan3.10432.
Seligman, M. E. P. (2011).Flourish: A visionary new understanding of happiness and well-being. Free Press.
World Health Organization. (2024). Promoting well-being. World Health Organization. https://www.who.int/activities/promoting-well-being