The Stanford Model of Occupational Well-BeingTM

The premise that promoting professional fulfillment and mitigating burnout requires organization-wide change is foundational to the work of the Stanford Medicine WellMD & WellPhD Center. The Stanford Model of Occupational Well-being,TM formerly known as the Stanford Model of Professional Fulfillment, illustrates that framework, showing that well-being is driven by multiple factors. 

Culture of Wellness

This domain encompasses organizational values, leadership behaviors, and workplace norms that promote personal and professional growth, community, agency, and compassion for patients, colleagues, and self.

Key determinants of success include:

  • Supportive leadership behaviors, including a commitment to and accountability for well-being (e.g., role modeling well-being, advocating for physician and scientist needs)
  • Teamwork climate fostering psychological safety and mutual respect
  • Individual and Organizational Values Alignment
  • Recognition and appreciation in systems (e.g., regular gratitude practice in huddles, spaces where individuals can acknowledge their colleagues)
  • Transparency, fairness, and prioritizing a just culture, equity, inclusion, and belonging (e.g., protection against mistreatment) 

Workplace Efficiency

This domain depends on workplace systems, processes, and practices that promote safety, quality, effectiveness, work-life integration, and positive patient and colleague interactions, while minimizing wasted time and effort.

Key determinants of success include:

  • Identification and redesign of inefficient workplace systems
  • Physician and scientist involvement in clinical and research workflow redesign and process improvement efforts
  • Workspace design facilitating effective communication and task shifting
  • Efficient communication protocols
  • Role design aligned with top-of-license practice
  • Team-based models of care delivery
  • Streamlining documentation process and minimizing EHR inbox burden
  • Realistic staffing and predictable scheduling with coverage for planned absences

Individual Factors

This domain includes a broad set of variables that are expressed directly through individuals, including personal resources, behaviors, and attitudes that contribute to well-being, including culturally influenced individual responses to workplace demands and stressors.

Key determinants of success include:

  • Self-valuation (prioritization of self-care and growth mindset) and systems that support it
  • Crisis intervention systems and safety net resources for acute stressors
  • Reduced stigma for mental health service utilization and promotion of accessible emotional support resources
  • Peer support programs with protected participation time
  • Worksite evidence-based health promotion
  • Financial management counseling
  • Life-needs support mechanisms (e.g. child and elder care, after-hours meals, etc.)
  • Interventions that help individuals foster healthy personal relationships outside of work along with system approaches to mitigate the negative impact of work on personal relationships

Permissions

The Stanford Model of Occupational Well-BeingTM is a conceptual and visual model intended to assist in assessing and improving physician wellness. Many organizations use the model for a variety of purposes. 

If you wish to use the model without modification, please fill out the form below and click Submit.

If you wish to use the model with modification, you must obtain prior written permission from the Stanford Medicine WellMD & WellPhD Center. Please contact us if you wish to do so.