If you've ever started a wellbeing programme only to see it fizzle out, you're not alone. Many organisations invest in solutions like apps, gym memberships, or wellness challenges, but engagement often drops and the leaders who need it most don't make lasting changes.
The problem is that wellbeing isn't a single product. It’s a dynamic and personal state that changes from person to person and from day to day. A generic approach can't address the root causes of burnout and stress because what one leader needs to thrive is entirely different from what another needs. A leader who says they're "exhausted" might need better sleep, while another needs to set stronger boundaries. A third might be drowning in back-to-back meetings. A one-size-fits-all solution treats the symptom, not the cause. Without a clear way to diagnose the problem and measure progress, it's hard to know if anything is truly changing.
Redefining Wellbeing with a Personal Map
A more effective approach to wellbeing is to create a personalised, actionable map. This can help leaders see their current state, identify what's truly out of balance, and make small, targeted changes. The LifeStar is a human potential platform built on this principle. It reframes wellbeing as a five-pointed star you can see and act on, helping individuals and organisations move from generic programmes to personalised, measurable action.
The five points of the LifeStar are:
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Move: Physical activity and movement.
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Stop: Deliberate pauses, boundaries, and recovery.
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Care: Sleep, nutrition, and self-regulation.
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Connect: Meaningful relationships and psychological safety.
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Achieve: Focused work, clarity, and impact.
By assessing each of these five areas, a leader can get a clear picture of their personal wellbeing. This approach shifts the focus from a generic prescription to an individualised journey.
Small Experiments, Big Impact
Once a leader understands their personal wellbeing landscape, they can begin to make small, deliberate adjustments. Instead of trying to overhaul their entire routine, they can run micro-experiments—small, role-fitting tests designed to move the needle without causing overwhelm.
How it works: Here are a few examples of micro-experiments. Perhaps you can choose one of these this week:
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Move: Take two 10-15 minute walking meetings per week. Measure: Your energy levels in the afternoon.
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Stop: Schedule two protected "no-meeting" focus blocks each day. Measure: The number of uninterrupted focus hours you achieve.
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Care: Create a 20-minute morning ritual (hydrate, set an intention, have some protein). Measure: Your sleep quality and morning clarity.
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Connect: Schedule a weekly 30-minute non-task 1:1 with a direct report. Measure: Your sense of trust and qualitative feedback.
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Achieve: Implement a daily "two outcomes" rule—identify and protect your two top priority tasks. Measure: Your perceived clarity and task completion.
These small, targeted actions can be tracked and measured, providing a sense of visible progress that helps maintain momentum. A leader might begin by identifying their most significant gaps, such as being high on "Achieve" but low on "Stop" and "Care." By focusing on just a few targeted micro-experiments, they can watch their wellbeing improve. They might find that a few protected focus blocks and a pre-evening wind-down routine lead to faster decision-making and a calmer demeanor, which their team can notice.
How to Apply This in the Workplace
Both coaches and organisations can use the LifeStar Approach to personalise wellbeing at scale because of its modular approach,
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For Coaches: The LifeStar Scan is a powerful diagnostic tool that can focus initial coaching sessions. Coaches can design targeted, 6-8 week "lifts" for clients by using the LifeStar framework to select three key micro-experiments. The LifeStar Reset is a self-paced, app-based programme that coaches can access to scale their support and provide a structured framework for clients to build habits that fit their lives.
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For Organisations: The LifeStar method provides an efficient way to personalise wellbeing without adding complexity. L&D and HR teams can pilot the Self LifeStar Reset with a leadership cohort, adding fortnightly check-ins. By focusing on behavioural metrics and subjective indicators—like protected focus hours, midday energy, or perceived clarity—organisations can measure what matters and tell a powerful story of real change.
Wellbeing isn’t a checkbox to be ticked—it’s a dynamic state to be tended to. By moving beyond one-size-fits-all solutions and embracing a personalised approach, we can help leaders create lasting change and build a more resilient culture.