{"id":7069774,"date":"2026-09-29T11:38:46","date_gmt":"2026-09-29T11:38:46","guid":{"rendered":"https:\/\/peraltafinancing.com\/uncategorized\/i-helped-start-r-u-ok-why-we-need-2-more-questions-graeme-cowan\/"},"modified":"2026-09-29T11:38:46","modified_gmt":"2026-09-29T11:38:46","slug":"i-helped-start-r-u-ok-why-we-need-2-more-questions-graeme-cowan","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=7069774","title":{"rendered":"I helped start R U OK? Why we need 2 more questions | Graeme Cowan"},"content":{"rendered":"<p> <br \/>\n<\/p>\n<div>\n<p><strong>Most organisations treat these as three separate issues<\/strong>. Wellbeing owns loneliness. HR owns engagement. Operations owns productivity. Three different reports, three different owners, three different fixes.<\/p>\n<p><span style=\"font-family: Arial, Helvetica;\"><b>I helped to start R U OK? We now need 2 more questions.<\/b><\/span><\/p>\n<p><span style=\"font-family: Arial, Helvetica;\">\u00a0<\/span><span style=\"color: #000000; font-family: Arial, Helvetica;\">Thirteen years ago, I helped Gavin Larkin build something that got Australians asking each other one simple question: are you okay? It worked because it never asked anyone to become a therapist. It asked them to notice, and to ask.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">Right now, the people running your teams need three questions, not one. Not because they\u2019re bad at their jobs. Because no one ever taught them the first two.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><b>What a WeCARE movement actually is<\/b><\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">WeCARE is built on the same conviction as R U OK, that noticing, and asking, is something anyone can learn to do well. It just asks the question three times, at three levels.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><b><i>Am I OK?<\/i><\/b><b>\u00a0is Self Care<\/b>. The one where you embrace the mantra \u201cself-care isn\u2019t selfish\u201d. You can\u2019t notice anyone else\u2019s Red Zone if you don\u2019t know your own.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><b><i>Are we OK?<\/i><\/b><b>\u00a0is Crew Care<\/b>. Asked of the whole team, together, not one person at a time. It\u2019s the difference between a team that performs and supports each other, and a team that\u2019s quietly dies.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><b><i>R U OK?<\/i><\/b><b>\u00a0is Red Zone Care<\/b>, the one you already know. Asked of one person, when their behaviour, mood, or circumstances have changed.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">Most workplaces only ever ask the third question, and only after something\u2019s already gone wrong. WeCARE asks all three, most days, before it does.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">R U OK started the same way, small. A handful of people who believed a single question, asked sincerely, could interrupt a bad day before it became something worse. It became a national day only because enough individuals kept asking it long after the campaign posters came down. A WeCARE movement is built to work the same way: one manager, one team, long before it\u2019s anyone\u2019s official program.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><b>Why this matters right now<\/b><\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">Australia now has the highest reported burnout rate of any country surveyed, 62%, against a global average of 48% (Microsoft Work Trend Index). Mental health related workers compensation claims in Australia have risen 97% over the past decade, with almost a fifth of that rise in the last year alone (Beyond Blue and CSIRO, 2025).<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">Behind both numbers sits the same gap: managers carrying more, with less support, and no daily habit for checking in on themselves or their team before it becomes a claim. And it\u2019s compounding: AI is being asked to make workplaces faster at exactly the moment the people in them have the least capacity left to absorb it.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><b>How the three questions work, day to day<\/b><\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><i>Am I OK?<\/i>\u00a0takes thirty seconds, most mornings. Notice your own tank before the first meeting.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><i>Are we OK?<\/i>\u00a0takes one real conversation a week. Not a survey. A question, asked of the whole team, with space to actually answer it.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><i>R U OK?<\/i>\u00a0takes noticing one person, and asking. Not fixing. Just asking, then listening.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">None of the three requires a program, a budget line, or permission from anyone above you. They just require doing it before there\u2019s a reason to.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><b>What it looks like when it works<\/b><\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">Dave Banks led a team at NAB with an engagement score of 84%, well above benchmark. By every traditional measure, they were winning. But Dave noticed the energy in the room had changed, so he asked all three questions, in order.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><i>Am I OK?<\/i>\u00a0He went first, opening a workshop by sharing his own struggle with work-life balance.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><i>Are we OK?<\/i>\u00a0He then had his whole team assessed together. The headline number looked fine, 7.6 out of 10. Underneath it, half the team was still stuck in competition mode, and seven people were quietly in the red zone.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><i>R U OK?<\/i>\u00a0I shared my battle with depression. Then one respected team member shared his own past battle with depression, something none of his colleagues had ever guessed. That was the moment it shifted. Four of the seven people in the red zone went on to tell Dave, one on one, what they were struggling with.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">Ninety days later, the team\u2019s average mood had risen to 8.1. The language in meetings had changed too. People said \u201cwe\u201d instead of \u201cI.\u201d Dave didn\u2019t get there with a bigger budget or a mandate from head office. He got there by asking three questions he already had the standing to ask and doing it before the numbers forced his hand.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><b>Where this leaves you<\/b><\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">R U OK? never needed everyone to start at once. It needed one person willing to ask, and then another.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">A WeCARE movement just adds two questions before it. It doesn\u2019t need a launch date, a logo, or sign-off from anyone. It needs you, tomorrow morning, asking the first question before you ask anything of anyone else.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">When a team embraces these three questions, it becomes a WeCARE movement. When a whole organisation does, that\u2019s WeCARE.<\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\">One manager, three questions, most days. That\u2019s where every one of them starts.<\/span><\/p>\n<p>\u00a0<\/p>\n<p><span style=\"color: #333333; font-family: Arial, Helvetica;\"><span style=\"color: #000000; font-family: Arial, Helvetica;\">Graeme is a\u00a0<a href=\"https:\/\/graemecowan.com.au\/speaking\" target=\"_blank\" rel=\"noopener noreferrer\">keynote speaker<\/a>\u00a0who helps leaders build resilient and successful teams, without losing good people to burnout. He is also a founding director of\u00a0<a href=\"https:\/\/www.ruok.org.au\/\" target=\"_blank\" rel=\"noopener noreferrer\">R U OK?<\/a>\u00a0and host of\u00a0<a href=\"https:\/\/wecare365.com.au\/podcast\" target=\"_blank\" rel=\"noopener noreferrer\">The Caring CEO podcast<\/a>\u00a0\u2013 rated #2 globally in workplace mental health. His new Wiley book is\u00a0<a href=\"https:\/\/www.amazon.com.au\/Great-Leaders-Care-Developing-Successful\/dp\/1394389337\" target=\"_blank\" rel=\"noopener noreferrer\">\u201cGREAT LEADER\u2019S CARE: Developing safe, resilient, and successful teams\u201d<\/a>,\u00a0and he co-founded\u00a0<a href=\"https:\/\/wecare365.com.au\/\" target=\"_blank\" rel=\"noopener noreferrer\">WeCARE365\u00a0<\/a>which produces customised and practical eLearning, to help managers have better burnout prevention\u00a0conversations<\/span><\/span><\/p>\n<p><span style=\"color: #000000; font-family: Arial, Helvetica;\"><b>\u00a0<\/b><\/span><\/p>\n<\/p><\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>Most organisations treat these as three separate issues. Wellbeing owns loneliness. HR owns engagement. Operations owns productivity. Three different reports, three different owners, three different fixes. I helped to start R U OK? We now need 2 more questions. \u00a0Thirteen years ago, I helped Gavin Larkin build something that got Australians asking each other one [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":7069775,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[183783,115442,98079,144096],"tags":[183785,115448,183786,94856,17678,196569,6855,5454],"dealstore":[],"offerexpiration":[],"class_list":["post-7069774","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-mentalhealthspeaker-resiliencespeaker-leadershipspeaker-psychologicalsafetyspeaker","category-culture-leadership","category-general","category-leadership-resilience-speaker","tag-mentalhealthspeaker-resiliencespeaker-leadershipspeaker-psychologicalsafetyspeaker","tag-cowan","tag-culture-leadership","tag-graeme","tag-helped","tag-leadership-resilience-speaker","tag-questions","tag-start"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>I helped start R U OK? 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