Why Staff Well-Being Belongs at the Centre of Every Board Decision

Written by Louise McClelland

As Alberta welcomes new and seasoned school trustees, it’s important to note the unique position of influence these folks have. While much of the attention in governance is on budgets, policies, and student outcomes, one of the most powerful levers for positive impact is the well-being of teachers and school staff.

When educators feel supported, respected, and connected, schools become thriving environments where children and youth can grow, learn, and belong. Conversely, when staff work in stressful or unsupportive conditions, the effects ripple outward, impacting student engagement, school culture and even the effectiveness of governance decisions.

The Ripple Effect of Staff Well-being

Every decision a trustee makes, from budget allocations to policy approvals, has implications for staff well-being. Teachers and staff are at the frontlines, translating board decisions into everyday learning experiences. When trustees prioritize well-being, they help create:

• Engaged Educators: Teachers who feel supported are more likely to innovate, collaborate, and invest energy in their students.
• Positive School Cultures: Respect, recognition, and a sense of belonging reduce burnout and increase collaboration among staff.
• Resilient Systems: Healthy staff contribute to schools that can adapt and thrive even amid challenges.

Recognizing this ripple effect is crucial. Trustees may not interact with students daily, but their decisions set the conditions in which learning and teaching happen.

Supporting Staff Well-being – Dr. Martin Seligman’s PERMA Model

There are many models that support us in understanding well-being. One model that can help us understand the elements that need to be in place to support happiness and well-being comes from the Positive Psychology field and is known as PERMA (Seligman, 2011). PERMA has five elements that are as follows: 

• Positive emotion: Staff who experience joy, gratitude, and optimism in their work are more likely to stay motivated and resilient.
• Engagement: Teachers and staff are most engaged when they have opportunities to innovate, collaborate, and grow professionally.
• Relationships: Supportive, trusting relationships are at the heart of healthy schools. When staff feel connected to one another, and respected by leadership, well-being increases across the board.
• Meaning: Connecting daily tasks to a shared sense of purpose (i.e., improving lives, building community, shaping the future) strengthens both resilience and motivation.
• Accomplishments: Teachers and staff thrive when they can set goals, see progress, and feel recognized for their contributions.

Read more about the PERMA model here: https://positivepsychology.com/perma-model/ 

 

How Trustees Can Make a Difference

Trustees don’t directly manage schools or oversee classrooms, but their influence shapes every layer of the system. By keeping the elements of the PERMA framework in mind, trustees can make choices that sustain both staff well-being and system success.

Here are a few ways to intentionally lead for well-being:

• Promote Positive Emotion: Celebrate successes, big and small. Recognize staff achievements publicly, champion stories of impact, and ensure communications and board culture reflect respect and gratitude. Even a simple acknowledgment can boost morale and reinforce a sense of belonging.
• Encourage Engagement: Support professional learning and development opportunities that allow teachers and staff to grow and apply their strengths. When reviewing policies or budgets, consider whether they empower educators to innovate or inadvertently create barriers to meaningful work.
• Build Strong Relationships: Foster trust and psychological safety through transparent decision-making and inclusive processes. Seek staff perspectives before major decisions, and model empathy and respect in board discussions. Healthy relationships within leadership trickle down through the entire system.
• Reinforce Meaning: Keep the purpose of public education, supporting students and communities to thrive, at the centre of every decision. Revisit how policies, priorities, and communications reflect that shared mission, helping staff stay connected to the “why” behind their work.
• Support Accomplishment: Create conditions where educators can set and achieve meaningful goals. Advocate for clear expectations, balanced workloads and systems that recognize and celebrate progress. When staff feel effective, the entire system becomes stronger.

Trustees who view their governance role through the lens of well-being are better positioned to make thoughtful, sustainable decisions, decisions that don’t just meet immediate needs but build the foundations for thriving schools over time.

Check out our The Role of Trustees in School Well-being Podcast with Kristina Larkin for more tips on how to prioritize school well-being as a Trustee.

 

 

Stay tuned to our social media accounts, and subscribe to our e-news, to learn more about our upcoming School Trustee Well-Being Series, where we’ll explore practical strategies, research and examples to help trustees support staff well-being and create healthy, thriving school communities.