Latest playbook details how leaders can shape organisational wellbeing
Organisations in Singapore are being encouraged to prioritise leadership wellbeing as a key factor in achieving organisational success.
The call comes from a new playbook developed by the National University of Singapore (NUS), with the support of partners from key sectors.
The playbook, WorkWell Leaders Impact Roadmap, revealed that leadership wellbeing is business-critical, and is 56 times more impactful than individual stress management programmes.
CEOs who take care of their own wellbeing, such as by practising self-care, seeking coaching, and modelling healthy work-rest boundaries, are more capable of supporting their teams, according to the playbook.
"Whether they're leading a small team or an entire organisation, your leaders shape culture and drive performance," it stated.
"When they're well-grounded in purpose, optimism, confidence, and connection — they lead better. By visibly prioritising their wellbeing, they set the tone for others to do the same."
Reuben Ng, behavioural scientist at the National University of Singapore and Principal Researcher of the study, said their findings overturn decades of conventional thinking on workplace wellbeing.
"The data are clear – what leaders do matters far more than what they say or delegate," Ng said in a statement.
"CEOs and Boards must take ownership of wellbeing not as a siloed HR function, but as a core leadership responsibility."
Leaders' role in organisational wellbeing
In addition to taking care of their own wellbeing, the playbook further highlighted the important role of leadership in other aspects of the organisation.
This includes promoting belonging, offering whole-person support, and championing fairness in the workplace.
"Belonging is a key driver of organisational wellbeing and leaders — not just HR — have a role to play in creating inclusive cultures," the report read. "Leaders should foster psychological safety, model inclusive behaviours, encourage open dialogue, and celebrate individuality."
According to the playbook, leaders should recognise that employees bring their full lives to work and should offer support by offering flexibility and showing empathy.
They should also communicate clear criteria, invite open conversations, and remain approachable on bias concerns in order to remain fair at work.
"Leaders should embed values in decisions, role-model behaviours, seek feedback on alignment and hold themselves accountable," the report read. "Aligning values with actions builds both credibility and trust."
The WorkWell Leaders Impact Roadmap is centred on the findings of a study that captured insights from over 2,400 employees in Singapore between November 2024 and April 2025.
