Indicators of individual health and wellbeing (signs of flourishing)

• Physical
  • Gets adequate sleep most nights. Most healthy adults require 7 or more hours of sleep nightly; regular shortfalls are linked to obesity, hypertension, diabetes, depression, and cardiovascular risk.
  • Has a routine of healthy eating. Eating a variety of nutrient-dense whole foods (fruits, vegetables, lean proteins, whole grains, healthy fats) supports metabolic, immune, and cognitive health.
  • Exercise frequently (average 30 minutes a day of activity) (Mayo Clinic and WHO).
• Mental and Emotional
  • Emotional Awareness & Expression
    Recognizes, names, and reflects on one’s emotions (anger, sadness, joy, fear, shame, guilt, etc.).
    Can share or express uncomfortable feelings in appropriate contexts (to safe others, therapists, trusted confidants).
    Can receive negative feedback or emotions from others and offer space for the mental health of others on their team.
  • Emotional Regulation & Stress Management
    Uses adaptive strategies to regulate mood (e.g., mindfulness, journaling, self-soothing, seeking support).
    Does not habitually rely exclusively on avoidance, suppression, or unhealthy coping (e.g., substance misuse, overuse of screens, or overwork).
    Maintains psychological “margin”—time, energy, and boundaries to avoid burnout.
  • Resilience in Adversity: When confronted with prolonged or intense negative emotions (grief, anxiety, guilt, shame, overwhelm), knows effective steps to take (seeking help, reframing, self-care, professional support). 
  • Sense of Psychological Well‐Being Beyond the absence of pathology, “mental health” includes the ability to cope with life’s stresses, realize one’s potential, and contribute to the community through the support of another’s well-being.
• Spiritual (Check this Spiritual Resilience Checklist)
  • Has Supportive Relationships with Other Believers. This means regularly connecting with others, either in a church, small group, one-on-one, or virtually.
  • Knows and Receives Grace: Openness to both receiving and offering grace, forgiveness, and internalization of spiritual truths rather than merely religious performance.
  • Has a Sound Theology of Suffering: Can verbalize why there is suffering in the world, and has a practical faith for how to navigate challenges and difficulties, which includes an appropriate supportive response.
  • Spiritual Practices: Engages in regular rhythms and practices of spiritual health (worship, sabbath, community, prayer, confession, lament)
• Relational
  • Supportive Relationships & Community
    Meaningful connections (2 or more close relationships with believers) that provide emotional support, accountability, encouragement, and shared vulnerability.
  • Healthy Boundaries & Interdependence
    Ability to give and receive in relationships (not entirely self-sacrificing nor isolated), maintain personal boundaries, and engage in healthy conflict resolution.

Contribution & Reciprocity
Participation in contribution, service, or meaningful giving—being more than merely a consumer of relationships or care.
Providing care and space for someone who is suffering, welcoming the stories of others who are having difficulties and supporting them through time and practical support.

As Peter Drucker famously said, “Culture eats strategy for breakfast.”
In other words, the collective attitudes, behaviors, and values of an organization ultimately determine its success more than even the most well-designed strategic plan. Cultivating a “healthy culture” rooted in trust, safety, forgiveness, and support is far more important than producing a polished strategy document on health and well-being. It takes time, patience, and perseverance to develop organizational culture.

Policy, Structure, and Culture that Enable Psychological Safety

• A healthy organization creates and upholds policies and structures that make people feel safe, respected, and valued.
• Clear mechanisms exist for reporting harmful or unethical behavior without fear of retaliation.
• Employees believe their organization “has their back” when they struggle with a person, process, or system. (this idiom means to be prepared and willing to support, protect, or defend that person, especially in difficult situations, similar to how you’d literally stand behind someone to protect their back).
  • See: Harvard Business Review – “What Psychological Safety Looks Like in a Hybrid Workplace”
  • Also: Amy Edmondson, Harvard Business School – Psychological Safety Overview

Good Organizational Structure and Communication

• Every individual knows who their supervisor is, what their role entails, and what success looks like.
• Communication channels are clear, consistent, and two-way, ensuring that information and feedback flow freely across levels.
  • See: McKinsey & Company – “The Organization Blog: Communication and Leadership”
  • See also: Gallup – “The State of the Global Workplace” (2024)

Forgiveness and Relational Health

• The organization encourages and promotes giving, experiencing, and knowing forgiveness.
• Leaders model forgiveness and humility, encouraging staff to take responsibility, seek resolution, and move forward.
  • Greater Good Science Center – “What is forgiveness” (Even the secular world identifies its value).

Good Organizational Structure and Communication 

•  People know who their supervisor is, what they are meant to do, and what success looks like.
• The organization encourages and promotes giving, experiencing, and knowing forgiveness.
• The organization encourages a culture of openness, vulnerability, and support as its members deal with their brokenness.

Openness, Vulnerability, and Support

• The organization actively encourages openness, vulnerability, and mutual support as team members deal with personal and professional challenges.
• Teams normalize asking for help, expressing weakness, and offering empathy.
  • See: Mayo Clinic – “How to Build Resilience and Supportive Relationships at Work”

See also: Harvard Business Review – “What Makes a Great Place to Work”