What will I learn about: why isolated wellness incentives fail and learn how to build a true culture of well-being that aligns company policies, physical spaces, and messaging?

Discover why isolated wellness incentives fail and learn how to build a true culture of well-being that aligns company policies, physical spaces, and messaging.

What will I learn about: the importance of matching organizational values with actual workplace practices, ensuring leadership's wellness messaging isn't contradicted by demands for long hours?

Understand the importance of matching organizational values with actual workplace practices, ensuring leadership's wellness messaging isn't contradicted by demands for long hours.

What will I learn about: foster a positive social climate and psychological safety by modeling leadership vulnerability, which helps break down the stigma around health struggles?

Learn how to foster a positive social climate and psychological safety by modeling leadership vulnerability, which helps break down the stigma around health struggles.

What will I learn about: the art of shifting unhealthy workplace norms by evaluating whether your unwritten rules truly align with company values and meaningfully serve both employees and the organization?

Master the art of shifting unhealthy workplace norms by evaluating whether your unwritten rules truly align with company values and meaningfully serve both employees and the organization.

What will I learn about: how to encourage healthier employee choices through gentle environmental nudges, like making stairs more visible, rather than relying on rigid rules that curb autonomy and cause pushback?

Find out how to encourage healthier employee choices through gentle environmental nudges, like making stairs more visible, rather than relying on rigid rules that curb autonomy and cause pushback.

Theme Song

A Cure for the Common Company

A Well-Being Prescription for a Happier, Healthier, and More Resilient Workforce

Richard Safeer

★ 3.7 / 5(3 ratings)

Start ListeningDownload QR code that opens AudiobookHub on the App Store

Try free on iPhoneScan to start in 5 seconds

Categories:

Health & Nutrition Management & Leadership Corporate Culture Productivity

If You're Curious About These Questions...

You should listen to this audiobook

💡Did you know that most workplace wellness initiatives fail because they overlook one critical cultural component?
💡What if you could transform your business into a high-performance engine simply by prioritizing your team’s well-being?
💡Are you curious about the specific leadership strategies that turn a 'common company' into a thriving, health-first community?

Listen to A Cure for the Common Company — Free Audiobook

Loading player...

Key Takeaways from A Cure for the Common Company

✓Discover why isolated wellness incentives fail and learn how to build a true culture of well-being that aligns company policies, physical spaces, and messaging.
✓Understand the importance of matching organizational values with actual workplace practices, ensuring leadership's wellness messaging isn't contradicted by demands for long hours.
✓Learn how to foster a positive social climate and psychological safety by modeling leadership vulnerability, which helps break down the stigma around health struggles.
✓Master the art of shifting unhealthy workplace norms by evaluating whether your unwritten rules truly align with company values and meaningfully serve both employees and the organization.
✓Find out how to encourage healthier employee choices through gentle environmental nudges, like making stairs more visible, rather than relying on rigid rules that curb autonomy and cause pushback.

Learning Tools

Reinforce what you learned from A Cure for the Common Company

Mind Map

A Cure for the Common Company

Core Premise+

Shared Values+

Social Climate+

Norms+

Culture Connection Points+

Peer Support+

Leadership Engagement+

Navigating Speed Bumps+

Quiz — Test Your Understanding

Question 1 of 8

Why did the 'Healthy at Hopkins' initiative initially struggle to maintain employee motivation?

A. It lacked a sufficient budget to sustain long-term programs.
B. Employees felt the incentives offered were not financially valuable enough.
C. The workplace culture did not actively reinforce and support the healthy choices.
D. The doctors and staff were too busy to attend the wellness seminars.

Question 2 of 8

According to the book, what happens when a company's leadership promotes wellness but simultaneously endorses working long hours?

A. Employees become skeptical because company practices contradict the messaging.
B. Productivity increases as employees balance hard work with wellness activities.
C. Employees appreciate the flexibility to choose between wellness and career advancement.
D. Wellness programs become more effective due to the high-pressure environment.

Question 3 of 8

How did Aetna CEO Mark Bertolini improve the social climate of his company following his severe skiing accident?

A. He mandated that all employees participate in daily yoga and meditation sessions.
B. He openly shared his vulnerabilities regarding pain and mental health with his employees.
C. He hired a team of psychologists to evaluate the mental health of all executives.
D. He implemented strict policies against discussing personal health issues at work.

Question 4 of 8

Why did The Motley Fool decide to shift its workplace norms by openly posting all project opportunities?

A. To comply with new federal labor regulations regarding equal opportunity employment.
B. To reduce the financial costs associated with the spontaneous formation of project teams.
C. To address issues of in-group favoritism and career stagnation caused by informal team formations.
D. To transition the company from an egalitarian culture to a more traditional, hierarchical structure.

Question 5 of 8

What is a 'culture connection point' in the context of workplace well-being?

A. A formal HR policy that dictates mandatory health screenings for all employees.
B. An annual corporate retreat designed to build team cohesion and strategic alignment.
C. A subtle environmental cue, such as workplace design or communication channels, that influences choices.
D. A designated employee who serves as a liaison between staff and management regarding health benefits.

Question 6 of 8

What was the primary purpose of the buddy program launched at Massachusetts General Hospital during the COVID-19 pandemic?

A. To ensure that medical errors were minimized during long, understaffed shifts.
B. To provide emotional support and alleviate loneliness through regular coworker check-ins.
C. To train new nurses and doctors more efficiently under high-stress conditions.
D. To track and report the physical health metrics of frontline workers to administration.

Question 7 of 8

How do managers at pharmaceutical giant Johnson & Johnson embed physical wellness as a cultural norm?

A. By participating in physical activities alongside staff in the company's gyms.
B. By offering financial bonuses to employees who reach specific fitness milestones.
C. By making gym attendance a mandatory requirement for annual performance reviews.
D. By replacing all traditional office desks with standing and treadmill desks.

Question 8 of 8

How does Johns Hopkins evaluate the effectiveness of its employer health promotion efforts?

A. By tracking the reduction in corporate health insurance premiums over a five-year period.
B. By using the CDC Worksite Health ScoreCard to benchmark various factors annually.
C. By calculating the exact number of sick days taken by employees each quarter.
D. By hiring external auditors to conduct anonymous employee health screenings.

A Cure for the Common Company — Full Chapter Overview

1Recommendation
21 — Common values
32 — Social environment
43 — Shared norms
54 — Cultural connection points
65 — Support from peers
76 — Leadership involvement
87 — Navigating obstacles
98 — Final summary

A Cure for the Common Company Summary & Overview

A Cure for the Common Company (2023) delves into transforming traditional business environments into dynamic, health-centric workplaces. It emphasizes the importance of integrating well-being into corporate culture, outlining strategies for creating a more engaged, productive, and healthy workforce.

Who Should Listen to A Cure for the Common Company?

Leaders who want to look after their team
Working professionals who value their health
Anyone trying to build a company culture of well-being

About the Author: Richard Safeer

Richard Safeer, M.D., renowned for his pioneering work in workplace health, currently leads the “Healthy at Hopkins” initiative at Johns Hopkins Medicine and teaches at the Johns Hopkins Bloomberg School of Public Health. His influential career includes roles as the Medical Director of Preventive Medicine at CareFirst BlueCross BlueShield and various academic positions, including on the faculty at The George Washington University and a residency in family medicine at Franklin Square Medical Center.