top of page

Welcome to the Green Zone: Every Organization’s Ultimate Win-Win-Win

How the Green Zone improves your company’s bottom line, and is more than worth the investment.

They say money can’t buy happiness. And I believe that’s true. 

However, in corporate America, intentionally investing money (and time and attention) to create a culture of mental well-being can improve your employees’ happiness—and seriously boost engagement, job satisfaction, and performance. 

Sound like a win-win-win for you, your leaders, and your teams? 

I agree. And I’ll show you where to start.

First, let’s talk about the worry in your workplace. 

The Red Zone is what I call the mental state we move into when we experience high levels of unwanted negative emotions. Like invasive vines, stress, anxiety, overwhelm, and frustration flourish in the Red Zone—and choke out your employees’ best ideas, brightest insights, and ability to remain resilient through change. 

Clearly, the Red Zone is not the ideal environment for productive, innovative, rewarding work!

On the other end of the stress spectrum is the Green Zone, where engagement, intrinsic motivation, creativity, problem-solving, and profitable productivity grow. 

In this zone, your leaders and teams are more flexible, resilient, and positioned for peak performance. They settle into their “flow,” welcome new ideas, and continually ideate new ways to make your workplace better, stronger, and smarter. 

Research shows that when employees are operating in the Green Zone of low stress and high creativity, they:

  • Are 31% more productive and 19% more accurate

  • Generate 37% more sales

  • Improve customer ratings by 10%

  • Drive a 23% improvement in profitability

To me, these numbers are like a massive marquee arrow pointing to the value of prioritizing mental well-being at every level of your company. 

And not just well-meaning well-being programs.

Real, high-impact, proven initiatives that drive a cultural shift towards mental fitness and sustainable peak performance. 

It’s time to invest in your workforce’s Green-Zone thinking.

When they’re in the Green Zone, your employees are able to adapt quickly to change, welcome diversity of thought and ideas, and respond to challenges with greater resiliency. Three benefits that boost the bottom lines of Fortune 500 companies and local small businesses alike. 

Here are a few places you can start:

  • Level up your leaders. The speed of your leaders sets the pace of your teams. Train your leaders at every level to process and rechannel stress, pressure, and setbacks in a positive way, so your workforce can keep moving forward. 

  • Reset your focus. You may not be able to control the market, the economy, or your competition, but you can manage how you react to them. In times of uncertainty, rather than focusing on challenging circumstances, look for ways to support, encourage, and motivate your teams through them. 

  • Equip your teams. Improve the mental well-being and real-world resiliency of your entire organization by offering your employees workshops and professional development programs to strengthen their stress management skills and extinguish burnout. 

The best companies aren’t built on products, services, or promotions. They were created by, with, and for people.

It goes without saying, engaged employees are invaluable to your company and essential to your bottom line. 

With a bit of intentional effort, and the right mindset-shifting strategies in place, you can develop a culture of Green Zone thinking at every level of your organization. 

In Work to Win, my employee engagement-boosting keynote, I give companies and their people simple steps to cultivate deeper connections, breakthrough burnout, and get out of their own way, so they can stop stressing out and start moving forward. 

If you’re looking for a better blueprint for authentic employee engagement, tap here to learn more about my signature keynotes, or explore my consulting services here. 

And now, it’s your turn to share!

How do you keep your leaders and teams engaged? How do you and your people adapt to change, setbacks, competition, and transitions? Drop your thoughts below to join the conversation. 

6 views0 comments


bottom of page