WELL™: Performance That Lasts
WELL is CHC’s integrated solution for building sustainable performance in people and teams.
We help organisations reduce burnout, strengthen leadership capacity, and improve engagement by focusing on the human drivers of long-term effectiveness — not short-term fixes.
Our approach combines psychology, data, and practical intervention. We diagnose the underlying drivers of fatigue, disengagement, and performance risk, and then work with leaders to design targeted actions that are realistic, measurable, and embedded into how work actually happens.
What is WELL?
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Wellness
We focus on the psychological and systemic factors that impact energy, stress, and mental health at work. This includes workload design, recovery patterns, role clarity, and the emotional demands placed on individuals and teams.
WELL helps organisations move from reactive wellness initiatives to proactive prevention — reducing burnout risk before it becomes attrition, absence, or underperformance.
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Engagement
Engagement is not about motivation campaigns or surface-level surveys. It is about whether people feel clear, valued, and able to do meaningful work.
Through diagnostics and facilitated conversations, WELL identifies where engagement is being eroded — whether through poor communication, misaligned expectations, lack of growth, or decision fatigue — and supports leaders to rebuild trust, clarity, and ownership.
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Leadership
Leadership behaviour is one of the strongest predictors of both wellbeing and performance. WELL equips leaders with the skills and insight to lead sustainably in complex environments.
We focus on practical leadership capabilities such as sense-making, emotional intelligence, decision quality, and holding productive performance conversations — helping leaders create conditions where people can perform without burning out.
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Longevity
Longevity is about organisational stamina — the ability to sustain performance over time without constant churn, exhaustion, or cultural erosion.
WELL supports organisations to build leadership pipelines, healthier work rhythms, and more resilient teams, ensuring that performance is not dependent on a few individuals but embedded across the system.
Blong™: Turning Belonging into a Performance Advantage
Blong is CHC Consulting’s data-led solution for building cultures where people genuinely feel included, respected, and able to contribute at their best.
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Many organisations invest in diversity initiatives, but still struggle with disengagement, silos, and quiet attrition. Blong addresses the gap between representation and real inclusion — focusing on how people experience leadership, decision-making, fairness, and voice in day-to-day work.
Belonging is not a “nice-to-have”. When people feel excluded, unheard, or unfairly treated, performance suffers long before it shows up in metrics. Blong helps organisations surface these invisible dynamics and turn them into practical, measurable action.
That’s why we created something different.
How Blong Works?
Blong follows a structure, evidence-based process:
1. Diagnose
We use targeted assessments, data analysis, and qualitative insight to identify where belonging is strong — and where it is breaking down. This includes examining patterns across teams, leadership levels, and demographic groups where relevant.
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2. Make Sense
Data alone doesn’t change behaviour. Blong includes guided conversations with leaders to interpret results responsibly, avoiding blame while still addressing uncomfortable truths.
This stage builds shared understanding and accountability.
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3. Activate Change
We translate insight into practical leadership actions, team interventions, and cultural adjustments that can be embedded into everyday work — not added as extra initiatives.​
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What Makes Blong Different
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Belonging over box-ticking: Focused on experience, not compliance.
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Data with context: Quantitative insight combined with human sense-making.
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Leadership-centred: Change happens through leaders, not slogans.
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Psychologically grounded: Built on organisational psychology, not ideology.
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Practical by design: Clear actions, not abstract commitments.
​Typical Blong Outcomes:
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Increased psychological safety and trust
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Reduced “quiet disengagement” and attrition risk
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More inclusive leadership behaviour
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Stronger cross-team collaborationA culture where difference strengthens performance