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As a business leader, you have an important duty and task to protect your company´s people, assets, information and brand reputation. And you must set an example for others to follow – mentally and physically, ethically and digitally, personally and professionally.

Real change happens through people, and real risk management happens via the security culture. It is not just about putting up a fence or install an antivirus system. To lead to and assure the highest – and necessary – security standards and culture, it must be rooted and spread.

The first step towards culture change is a shift in mindset, which means that management and staff need to change their habits. If we define a company culture as shared everyday habits, leaders must take steps to improve these daily habits in order to create a new awareness and a new security awareness culture. The risks and stakes are too high not to do so.

I always know what risks might be ahead for my company, business and staff. It enables me to have the proper mitigation processes in place. They are constantly developing and changing, along with the risks and business world. Tomorrow is a new day with new risks and new opportunities. In the security sector, we always look ahead. We think of the unpredictable too, as new risks are constantly arising, along with new measures being required.

To lead or follow

By being aware of the risks, we can prevent. And we must be proactive and preventative in your mindset and actions and take the lead.

In essence, security specialists are the voice of the inconvenient truth and leaders should be too. We must pay close attention to the importance of listening to people and organizations with other views than our own. It is the only way that we can broaden our horizons, know a fuller picture – and lead in the right direction.

It is easy to follow – maybe too easy – what everyone else is doing, but it does not make you a business – or political – leader. It does not minimize risks to the maximum and it certainly does not secure next year´s turnover and your current business

I encourage people to have or to find the courage to speak up if there is something you do not agree with or have critical information about. It can save your business, your reputation and it can save people.

Ways to lead by example

‘Lead by example’ also means that you listen to the people around you. You see what is going on (and you investigate further if there is something you do not understand). You speak with your staff and with the people around you. Make sure you are available to them when they have something they want to say and share. Show respect – also to people you do not agree with. And have the courage to lead.

By following these simple steps, you become a better leader, make sure that your company is open for a new and better security culture, which at the end of the day – and financial year – can mean a higher turnover and valuation of your company and reputation.

Managing Risks & Risk Management

We do business in increasingly uncertain times. Risks are dynamic and predictably unpredictable. We are more interconnected and technological than ever before. The global business environment is constantly changing and leaders should rise and adapt to this new reality. Risk management should be key from a strategic perspective and a key factor to achieve strategic goals and turnover.

With the world being more interconnected, we are also seeing a strong tendency for communities, people and companies to come together, joining forces and operating cross sector and cross borders. Especially in times of crisis, knowledge sharing and synergy are essential and we all need to take responsibility, professionally and also on a private level. One of my contributions is to democratise my extensive security and intelligence knowledge and crisis management experience gained throughout the past 25 years on the global security scene. I recently wrote the book “Your Urban CRISIS SURVIVAL PLANNER” to share and raise the security awareness, understanding and ultimately improve it. We should all contribute in our own ways and lead by example.

A game of dominoes

A crisis can be seemingly small or even insignificant. However, a crisis always creates a domino effect that should not be overlooked. And a crisis is very likely – directly or indirectly – to have an impact on turnover and human resources, customers and employees both internally and externally, and in the present and future. As we are in the midst of a global pandemic and its domino effect, we have a unique opportunity to prepare for and prevent future crises by learning from the current crisis and experiences.

With crises and crime, there are often hidden costs of chain reactions, many of which are long term. From an increase in insurance premium to operational disruption or destruction, lost value in customer relationship and contract revenue, devaluation of brand, etc. Crises certainly never come alone.

The future now

A lack of awareness of risks and of people’s roles and responsibility as far as preventing and controlling risks, and of ways of using risk data and new technologies and tools, increase the challenges of risk management.

Risk management should play an important offensive and defensive role. It is an important tool to preventatively and proactively assist a company in achieving strategic goals, innovation, and resilience. And a future.

As the pandemic rages on, companies everywhere are scrambling to find ways to support the well-being of their employees. Stress levels are at an all-time high, and employees are experiencing burnout in record numbers. On top of this, turnover rates are climbing as employees seek out new opportunities in a hot job market, a trend coined as “The Great Resignation”.

Everyone knows the tremendous costs of turnover – It’s roughly 150% of someone’s salary to replace them when you factor in recruiting fees, loss of productivity, ramp up time, bonuses for the right candidate, etc. Retaining top talent in this market should be a priority for every business.

Fortunately, both issues can be addressed by implementing a comprehensive well-being program for mental, physical, emotional, social, and financial health. Employees are stressed out, stretched thin, and overwhelmed with the pandemic, which is affecting focus, morale, and health outcomes. Providing resources and tools to support them through this challenging time helps employees feel appreciated, which goes a long way toward job satisfaction.

What to look for in a comprehensive wellness solution

With a multitude of solutions on the market, it’s important to get clarity about the vision for wellness within your business. What is your reason for wanting to implement a wellness program? What behaviors or health outcomes are you looking to change? What kind of culture are you trying to foster that a wellness program can support?

Most companies still have remote workers, making a virtual wellness solution an ideal option for greater engagement. But what should it include? Before landing on a solution, it’s always valuable to gather feedback from your staff to better understand their needs and interests. Have you done a pulse survey to see how your people are feeling and what areas of support they need right now? This is always the best place to begin so that you can find solutions that fit their needs.

After gathering information from your team, reach out to your insurance company and see if they can give you data on your Top 10 health care claims for the year. It’s always a wise strategy to incorporate programming that addresses specific health conditions that your staff is already dealing with. That allows the programs to feel more personalized and relevant.

Do you want wellness challenges? Mental health programs? Fitness programs? Nutrition programs?  Inspirational or motivational content? Therapy sessions? Team building activities? Or do you want a comprehensive platform that includes all the above? Narrowing down what you are looking for will guide you toward the right solution.

In general, a comprehensive wellness strategy will incorporate elements of physical, mental, emotional, social, and financial health. The idea is to support the whole person, providing them with access to resources that will help them in all aspects of their lives. You want your people showing up happy, healthy, balanced, and motivated each day. That’s a success strategy to spark greater innovation and results in the business.

Other considerations to keep in mind are ease of use, reporting and metrics, and promotional strategy. You can have the best program in the world, but if you don’t promote it well internally, it won’t succeed. It’s important for leaders to walk the talk. How can they lead by example, demonstrating the importance of self-care? Another element to consider is whether you have the internal resources to design and manage a wellness program, of if it’s easier to hire a wellness consultant to drive the initiatives for you.

Communication is key.

The most important way to keep your employees engaged is by talking to them, listening to them, and helping them feel valued for their contributions. Retain your top talent by reimagining your culture to be one of health, diversity, inclusion, collaboration, and appreciation. Offer attractive benefits, a positive work environment, and greater flexibility. Gather insight from your people as you map out your return-to-work policies. Determine what level of flexibility and responsibility you wish to give your employees regarding when and where they work, keeping in mind that this can be a major factor in their overall job satisfaction.

Employees have been through a lot since the start of the pandemic, which has affected each person in a unique way. We are facing a mental health crisis due to the fear, trauma, isolation, and uncertainty associated with this pandemic that has no end in sight. Don’t shy away from the difficult conversations. Talk about the stigma of mental health as you encourage participation in the wellness initiatives that you choose to provide. Drive well-being into your corporate culture by encouraging walking meetings, or by starting Zoom team meetings taking a few collective deep breaths to release tension and feel more grounded. Your people will appreciate it, and it will help them feel supported in showing up as their best selves each day and doing their best work.

Nicole Mixdorf is the Chief Wellness Officer at Balance by Nature, an award-winning employee wellness company. She was recently awarded as a Top 100 Healthcare Leader in the World, and as Most Influential Woman in Corporate Wellness Services USA 2021. You can find out more about Balance by Nature’s programs at www.balancebynature.com.