Workplace wellbeing: 12 intentional behaviors that build healthier workplaces
- The overwhelming majority of employees across sectors say it’s important to work for an organization that values mental health.
- Hilton cares about mental health and supports a people-first culture.
- Lead your team with purpose, inspire curiosity and creativity, and bring elements of fun into the workplace.
- Always listen to your employees and create an environment that supports candid and open communication.
Mental health awareness is more than a personal priority; it's a workplace expectation. More than 9 out of 10 employees say it’s important to work for an organization that values their mental health, according to the American Psychological Association. Yet the mental strain of work is at record highs worldwide. In fact, Gallup research finds that half of U.S. employees and 40% worldwide feel significant stress on a typical workday.
Conscious Leadership is foundational to how Hilton leads its sales teams, and it's no surprise that this people-first culture has earned the company a place on numerous "Best Place to Work" lists around the world. Kim Napolitano, Executive Director of Global Industry Relations, emphasized its importance:
"Over the last several years, particularly following the pandemic, many people began to rethink what they want from both their personal and professional lives. They became more intentional about how they spend their time, how they define a fulfilling career, and what they need and expect from the leaders around them. I've had to evolve as a leader, and I've never been happier. It simply feels right to lead with empathy. And the results speak for themselves. I've seen firsthand how it drives success."
Meeting Professionals International agrees and now offers the Event Leadership Strategist Certificate Program, sponsored by Hilton. The course focuses on self-awareness, emotional intelligence, and the ability to respond thoughtfully in high-pressure situations, while strengthening how professionals support their teams, clients, and partners.
What follows is a condensed version of the program, highlighting 12 practical behaviors that define Conscious Leadership.
1. Put people first. Leadership is a responsibility, not a title. Build policies and workloads around fairness and support so people can do their best work.
2. Practice self-awareness. Stay grounded under pressure. Pause before reacting. Model stability and calm so teams feel safe.
3. Listen with compassion. Notice when someone's struggling and ask how you can help, then stop talking and really listen. An empathetic response shows people you care and builds a sense of safety and support.
4. Lead with purpose. People want to know why their work matters. Anchor decisions in something bigger than profit: a mission that improves lives.
5. Spark creativity, not pressure. Purpose fuels innovation. Invite people to challenge the status quo, explore ideas, and shine without fear of getting it wrong.
6. Invite opposing opinions. You don't need agreement; you need perspective. Seek out different viewpoints and stay open to changing your mind.
7. Take the blame. Own the problem, no excuses. When a leader says “that's on me” instead of naming names, it tells the whole team it's safe to be human and admit their own mistakes.
8. Value vacations. Don't just approve time off: insist on it. Rest recharges the brain and prevents burnout. Model it yourself; nobody unplugs if the boss never does.
9. Communicate with candor. Candor reduces anxiety. Say what you mean without exaggerating or withholding. Share the reasoning behind a decision before you make it. If you can't explain it, rethink it.
10. Say thank you. A word of thanks or a genuine compliment can change someone's day. Appreciation builds belonging and boosts morale.
11. Reframe adversity. Challenges happen; expect and accept them. Resilience grows when leaders show confidence instead of catastrophizing.
12. Spark joy. Fun matters. Light moments break tension and invite happiness. Bring a cake with someone's photo on it to the office. Blast a victory song after a team win. A little levity goes a long way.
None of these behaviors requires a budget line or a policy overhaul; they’re daily choices that build a culture of belonging.
Conscious Leadership provides people-first cultures where employee well-being is the foundation of business success. Jeff Patton, Vice President of Sales Operations Americas at Hilton, said it best.
“The most important piece of advice I could share would be to fall in love with the process of developing people. Do not obsess over the numbers, results, or expectations. Obsess over the fundamentals required for each person on the team to be at a level of excellence, and all the metrics and desired outcomes will fall into place. The job of a leader is serving the team and not having the team serve you.”
Learn more
For those who want to go deeper, much has been written about Conscious Leadership. Best-selling books include The 15 Commitments of Conscious Leadership by Jim Dethmer, Diana Chapman, and Kaley Warner Klemp, and Conscious Leadership: Elevating Humanity Through Business by Whole Foods co-founder John Mackey with Steve McIntosh. These books and many others demonstrate that when employee wellbeing comes first, stronger business results naturally follow.
For a more structured path developed for the business events industry, Meeting Professionals International offers the Event Leadership Strategist certificate program, sponsored by Hilton. Designed for emerging leaders, the four-hour course covers the foundations of Conscious Leadership with an emphasis on service.