Globally Grounded: Episode 12
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In this episode, Kyra kicks off 2026 by unpacking a timely Fast Company article that argues this year could mark a real turning point for employee well-being. Drawing on global research, lived experience, and shifting workplace realities — from investor pressure to AI acceleration — she explores why well-being is no longer a “nice to have,” but a strategic imperative. Through global patterns and practical insights, Kyra reflects on how work can be designed to support human cycles, meaning, and connection as we move into a year that asks more of leaders, organizations, and all of us.
Episode Takeaways
Employee well-being isn’t a soft idea, it’s a proven performance driver: Decades of research now show a clear link between employee well-being and profitability, innovation, retention, and long-term value. Companies that support flourishing don’t just feel better to work for, they consistently outperform their peers. The case for well-being has moved from philosophy to hard data.
Talent expectations have fundamentally shifted: People — especially women and younger generations — are no longer willing to sacrifice health, flexibility, or dignity for a paycheck. What many are asking for isn’t perks, but agency: a meaningful say in how work fits into their lives. This shift isn’t entitlement; it’s clarity.
AI raises the bar for well-being, not the need for it: While AI promises efficiency and innovation, it also introduces uncertainty, pace, and cognitive load. Human skills like creativity, emotional intelligence, and adaptability matter more than ever…and they collapse under chronic stress. Organizations that invest in technology without investing in people undermine both.
Global wisdom reminds us that humans aren’t built for constant output: Across cultures, well-being is supported by honoring cycles of work and rest, processing experiences collectively, spreading identity beyond job titles, and embedding pauses into daily life. Sustainable work isn’t about endless optimization. It’s about rhythm, meaning, and connection.
Well-being works best when it’s built into systems, not bolted on: Real change happens when well-being is designed into how work operates, from leadership expectations and scheduling to performance management and community rituals. When pauses, recovery, and trust are structural, people don’t just survive disruption, they adapt and thrive.
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