I would focus on creating a holistic well-being program that includes mental health support, physical wellness initiatives, and work-life balance policies. This could involve offering mindfulness workshops, flexible work hours, and access to counseling services. Regular check-ins with employees to assess their needs and feedback would ensure the program remains effective and relevant.

Success can be measured through employee engagement surveys, absenteeism rates, and productivity metrics. Tracking participation in well-being activities and gathering qualitative feedback through focus groups or one-on-one interviews would also provide insights into the program's impact and areas for improvement.

I would address resistance by clearly communicating the benefits of well-being initiatives, backed by data and case studies. Engaging stakeholders early in the planning process and tailoring programs to meet their specific concerns can foster buy-in. Demonstrating quick wins and measurable outcomes can also help build trust and support.

Leadership plays a critical role by modeling well-being behaviors and prioritizing it as a core value. When leaders actively participate in well-being programs and openly discuss their importance, it sets a tone for the entire organization. Their support ensures resources are allocated and policies are enforced to sustain a healthy workplace culture.

I would address burnout by promoting open communication, encouraging regular breaks, and implementing workload management strategies. Offering stress management resources, such as counseling or resilience training, and fostering a supportive environment where employees feel comfortable discussing their challenges are key steps in mitigating burnout.