ORGANIZATIONAL WELLBEING & PERFORMANCE
The principle
The problem you are already paying for
Most of your people are still functioning.That is what makes it hard to see.
They are meeting deadlines, showing up and getting the work done. But underneath, a quieter cost may be accumulating: emotional fatigue, fragmented focus and a slow drift into going through the motions.
Languishing
Not illness, but not wellbeing either.
People can be languishing while still hitting their targets. The danger is that the decline can remain largely invisible until people disengage, break or leave.
By the time the signs become obvious,the cost is already higher.
Burnout, disengagement and resignation are easier to see. The quieter decline that can come before them is not.
The wellbeing continuum
Wellbeing is more than feeling good. It is part of what sustains performance.
Flourishing sits at the other end of that scale. These four capacities are where it shows up at work.
Focus
Clearer attention and better day-to-day thinking.
Resilience
Greater capacity to handle pressure and recover well.
Intentional communication
More thoughtful, productive conversations at work.
Engagement and ownership
Stronger connection, ownership and initiative.
In a large US national sample, flourishing adults reported the fewest missed workdays and the highest resilience (Keyes, 2002; 2005).
The bottom line
The value is not only feeling better.
It is functioning better, for longer.
Our programs
Know where your people are, then support them at the right depth.
Start with a short, anonymous reading of where your people sit. Then four programs meet the same underlying condition at four different depths, from a single session to a twelve-session journey.
Start anywhere. Grow as the value proves itself.
Wellbeing Baseline
Know where your people are
Anonymous, about 4 minutes, report within a week of closing
A reading across the group you choose, using two published and validated instruments, reported to you as an aggregate picture. No program required, and no commitment to one.If you continue to Telos Journey within three months, the baseline becomes your starting measurement and its cost is credited in full.
Ask about the Baseline
Telos Spark
Experience it first
One session, 60 to 90 minutes
A low-risk, visible signal that wellbeing is taken seriously. It opens a difficult topic without asking anyone to expose themselves, and sends every attendee away with one practical habit to apply that week.
Telos Foundations
Wellbeing workshop
Half day (3 hours) or full day (6 hours)
A team that can tell coping apart from functioning well, with practical tools to manage pressure and sustain energy, before quiet erosion turns into disengagement.
Discovering Purpose
Reconnect work with meaning
Two full days
Employees who reconnect with why their work matters and align their daily actions to it, driving deeper engagement, retention and self-directed commitment. Delivered through Prof. Michael Steger's VEST framework by a certified facilitator.
Our flagshipTelos Journey
Sustaining performance through wellbeing
12 group sessions of 2.5 hours, plus individual coaching before and after, over 3 to 6 months
People who can say what their work is for. Setbacks absorbed faster, stronger team communication, and a documented shift in validated wellbeing scores, measured at the start and the end.
Our flagship program
Telos Journey
A journey, not a course.
A blend of training and group coaching. Each session teaches something grounded in evidence, then the group works with it through coaching. The learning matters. The reflection is where the change happens.
- 12 sessions of 2.5 hoursWeekly or every two weeks, over 3 to 6 months.
- One-to-one coachingBefore the program and again at the end.
- A workbook they keepTheirs to write in, keep and return to.
- Measured before and afterFour validated wellbeing scales.
The shape of the journey
- Sessions 1 to 3Build the baseOrient, and build the positive emotions that fuel the deeper work.
- Sessions 4 to 7The inner workKnow your best, surface your patterns, steer your thinking, clarify what matters.
- Sessions 8 to 9Open the heartKindness inward through self-compassion, then outward to relationships.
- Sessions 10 to 11Meaning and motionConnect to something larger, then turn it into aligned goals.
- Session 12Celebrate and closeReveal the shift, commit to what comes next, and celebrate.
How we measure
Measured at the start and the end. Reported with care.
Wellbeing work should be checked, not taken on trust. This is how every Telos Journey is measured, and what you see at the end.
Before and after
Four validated scales, completed at the start and again at the end. Participants see their own scores privately. You receive the aggregate shift.
Alongside your own numbers
Name two measures you already track, such as team turnover, sick days or your engagement survey score. We take a reading before and after and report them next to the wellbeing data.
What never leaves the room
No individual scores reach the organization. Themes and aggregates only.
Your own numbers are shown side by side with the wellbeing data, not presented as proof of cause.
Our approach
The principles under every program.
Most people at work are not unwell. They are quietly running down, and that can be changed before it becomes a crisis.
Upstream, not repair.
The same work brings relief to people who are languishing now, and protects those who are doing well before pressure wears them down.
Honest, not cheerful.
Real pressure is met with honesty. No toxic positivity, no forced smiles.
Practiced, not described.
Tools are practiced in the room. Nothing essential is left to homework.
Confidential, not reported.
What people say and score stays theirs. Your organization receives themes and aggregated results only.
Evidence, not hype.
Every claim is grounded in published research, and contested ideas are left out.
Why Telos Wellbeing
Understanding workplace pressure from the inside.
Founder, program creator and lead facilitator.
Rawan Malhas spent two decades in software, most recently as Software Director. She knows what sustained delivery pressure does to a team, because she has carried it.
She also spent years functioning well on paper while running on empty underneath, with no name for what was wrong. The name, when she found it, was languishing, and behind it was a substantial body of research. She went and qualified in that research properly.
Read Rawan's storyTelos is the program I needed and could not find.
Rawan Malhas
- MBA
- ICF Associate Certified Coach
- Diploma in Positive Psychology, Langley Group
- Meaning & Purpose in Life Trainer certification
- Certified Group Coach
- Former Dale Carnegie Communication Training
- 4.2/5Average usefulness rating from 16 employees at a Royal Film Commission workshop, January 2026.
- +21Point average rise in flourishing scores, measured before and after across two completed cohorts.
- 2Cohorts of the ten-session predecessor program delivered end to end, before Telos Journey extended it to twelve.
The flourishing figure is a before-and-after observation from the predecessor program, not a controlled study.
For the first time in almost 20 years, I was able to connect the dots and make sense of my life.
Participant, predecessor program
I expressed things that were in my head I'd never put into words before, and I saw the effect.
Participant, predecessor program
Let's talk
Find your starting point in a conversation.
A free 30-minute conversation, with no obligation.
Tell me what you are seeing in your organization and the pressures your people are carrying.
We look at what is happening, which program may fit, or whether Telos is the right fit at all.
You leave with a recommendation, whether or not you decide to go further.