Seasonal wishes

Seasonal Message from our Founder & CEO, Sam Fuller

Writing our end of year reviews has taught me to appreciate all of the great things that have happened over the last 12 months. It’s easy to look back and remember challenging workloads and the fast pace that we’ve adopted to push projects successfully across the finish line, but when you take stock of what you’ve actually accomplished during the year, it’s incredibly satisfying.  Please read on to hear about some of the highlights.

Launch of the Wraw Psychometric Tool and Survey

The launch of Wraw, the world’s first psychometric tool and survey that measures resilience and its impact on wellbeing in the workplace, was a peak moment for all of the team. Drawing on an evidence-based, validated, tried and tested model we are super proud of what we’ve built and how it will support individuals across the whole continuum of wellbeing and resilience.

Feedback has been outstanding and we can’t wait to share more in 2019 on the improvements and ROI organisations and individuals have made as a result of the Wraw feedback and resources.  One example of our client feedback this year is:

At AstraZeneca we had a Senior Leadership Team with some members that were sceptical about wellbeing and resilience. The Wraw reports supported a workshop (run by The Wellbeing Project) which rapidly became a forum for very open and honest discussion about how we behave as individuals and as a team, and more importantly, the environment we create for our workforce. By the end of the workshop the scepticism was gone and we have an action plan that we believe will be impactful for the team and our organisation.

Claire Sloman, Director of Human Resources and Business Operations, AstraZeneca UKM

Our practitioner feedback is also very positive:

I just wanted to say a very big ‘Thank you’ for a fantastic couple of days working with you and the team from The Wellbeing Project and learning all about Wraw. I am genuinely impressed by the tool and all the support systems you have in place around it and am excited by the opportunities it presents to help strengthen Resilience and Healthy High Performance.

Sally Leese, Sally Leese Associates

Changes To Legislation?

A bright light continues to be shone on mental health, and we wait with anticipation to understand the potential changes to legislation, and necessary employer buy-in and commitment, so that mental and physical health and safety are aligned in the workplace.

We are delighted to have had a place at the table presenting, discussing and debating the changes and benefits of workplace wellbeing. Here are some of the highlights:

  • Brexit and Resilience – Building resilience through challenging times
  • Global Employee Engagement Awards (UK) – Wellbeing judge
  • Mad World 2018 – presenting Wraw at ‘Tech to the Rescue’ – The Latest and Greatest Tech Companies
  • Bankers Association for Finance and Trade (BAFT) Global Annual Meeting – panel member of People vs. Robots
  • CIPD – Supporting Healthy High Performance
  • National Innovation Network – Women in Leadership
  • Mental Wellbeing Summit, Dublin – Building and Sustaining a Culture of Resilience at Work

Wellbeing Digital Learning

A key future focus for us next year is to build a digital learning platform that dovetails with our Wraw psychometric tool and survey, providing bursts of knowledge and practical learning for individuals, teams and leaders as they set targets to not only raise awareness but to find credible and accessible solutions that are scalable and accessible for everyone.

Walking The Talk

2018 has most definitely been a year where workplace wellbeing and focus has soared; the growth of The Wellbeing Project and its team of experts reinforces that shift.  We are determined during these exciting but demanding times to walk the talk, to live and breathe the five pillars of resilience in everything we do, and to build better futures for our employees as well as those organisations we support.

Here are some examples:

5 Pillars of Resilience

Energy Pillar 

  • Encouraging regular breaks and flexible working to attend exercise classes, hobbies or groups
  • Regular check-ins to understand work-life blend and project or task priorities
  • Wellbeing allowance for all employees

Future Focus

  • Personal development allowance for all employees
  • Team involvement in strategy meetings and targets
  • Living our vision, values and mission

Inner Drive

  • Managing the natural perseverance and grit to get the job done within the team – avoiding a strength turning into a weakness
  • Constructive feedback on performance, highlighting strengths, learning from mistakes
  • Setting standards for best behaviour across the team and for leaders – supporting confidence and self-belief

Flexible Thinking

  • Creating new opportunities to grow and develop within the team
  • Open to new ideas, technology and ways of working with our clients
  • Appreciating and accommodating working arrangements when life changes for the team outside of the office

Strong Relationships

  • Allowing time for the little things – saying thank you, making time to catch up with one another on life outside of work
  • Treating one another as equals – avoiding hierarchies
  • No blame culture – openness about what hasn’t gone well and learning from the event, committing to improving it


A huge thank you to all our clients, supporters and readers for your lovely feedback and the trust in us to do a good job.

We look forward to working, meeting and listening to your thoughts in 2019.








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