If you’ve ever wondered what it really takes to build a workplace where people feel supported, understood, and mentally well, Kes Smith-Green is someone you want to hear from. As Owner and Head of Coaching and Training at KSG, Kes combines practical tools like CBT, NLP, and positive psychology to bring real, lasting change to workplaces and individuals alike.
In this exclusive MG interview, we dive into Kes’s journey, what effective leadership looks like for mental wellbeing, and how he manages the emotional side of his work alongside running a business. Plus, you’ll discover some personal stories and hobbies that show there’s way more to Kes than just coaching!
What inspired you to start your own coaching and training business in the wellness space?
When I moved to Dubai back in 2012, it was my wife who had a job. Unfortunately, I couldn’t find work in the industry I’d been in for over 20 years in the UK because I didn’t have a degree. It was extremely frustrating. My own wellbeing and mental health took a big dip, so I started learning about myself and the way I was feeling. The cost of seeing someone wasn’t covered by insurance and was way too high to pay out of my own pocket. Once I was able to work on myself, I saw the benefits of helping others. Eventually, I wanted to support those who support others – be that at the workplace or at home.
How do you define effective leadership when it comes to promoting mental health and wellbeing at work?
My first comment to all leaders is: know your role, know your staff, and most of all, know yourself. We cannot lead if we’re not taking care of our own wellbeing.
72% of employees believe they’d be more likely to look after their own wellbeing if they saw their leader or manager doing the same. This aligns with the fact that 70% of employees believe their manager has the biggest impact on their wellbeing and mental health.
(UK Workforce Institute, 2023)
What’s the biggest challenge you’ve faced as a business owner in the wellness industry and how did you overcome it?
I would say the biggest challenge as a business owner is simply getting the business known. There’s a lot of noise out there, with many claiming their way is the right way. However, while they might put frameworks in place, they often have to rely on others to actually fill in those frameworks.
At KSG, we aim to look at costs, availability, and what we can do to meet your requirements within your budget. We also like to provide knowledge and training, but we know when to call on specialists if there’s a specific need – whether that’s First Aid for Mental Health Training, Sleep Clinics, or Financial Knowledge Training.
How do you balance the business side of your company with the deep emotional and personal nature of your work?
It’s tough, but knowing that I don’t have to say yes to everything – and that I come first – has helped me massively. I say the same to everyone I work with: “Without you, there is no them!”
This simply means that without my support, others wouldn’t be getting the support they need. But I can only offer that support if my own wellbeing is in a good place. I want to give them the best version of me and the only way I can do that is by being a little selfish sometimes and showing myself some self-love.
How do you tailor wellness strategies for different workplace cultures and industries?
A very tough question to answer! However, my starting point would be asking: what’s the challenge they’re facing? Then, I’d look at whether management’s view of the issue aligns with what employees are experiencing.
There’s a gap between what management thinks is the issue and what employees feel it is. But once we’ve had that discussion, we focus on what can be done in the quickest timeframe and have the biggest impact.
We all know we can’t please everyone. However, if we can get both management and employees to see the same issue, it opens the floor for honest debate on how to solve it.
My aim isn’t to tell them what to do – but to help them see what they can do as a team, based on their talents, skills, and culture, so they find the most value in their own actions and solutions.
What trends are you seeing in how companies are approaching mental health support post-pandemic?
Unfortunately, while there’s been a rise in the uptake of mental health support in organisations, many are still treating it as a tick-box exercise. They want to be told they’re doing well – but often don’t want to hear the truth when, in reality, they simply don’t care and are only doing it because it’s part of the global agenda.
They expect a return on investment straight away, but the reality is that culture and wellbeing change doesn’t happen overnight.
What role does coaching play in reducing burnout and improving employee retention?
Coaching has a huge role to play in reducing burnout and improving employee retention. Burnout tends to happen for two main reasons: excessive stress over a prolonged period, or a loss of purpose, self-worth, or lack of acknowledgement in the work people do.
Coaching helps individuals explore these areas, recognise the early signs, and understand what changes are needed before things spiral. It’s about learning to adapt – rather than waiting until expectations, workload, and a loss of purpose start taking a serious toll.
When it comes to employee retention, this is a huge topic, especially in a transient place like the UAE, where people might stay for a year or two, or for their entire working lives. Coaching managers to understand why people are leaving is key. If there’s a problem, what’s the root cause?
Not everyone leaves because of poor wellbeing or mental health – some leave due to changes in personal or family circumstances. Others leave simply because they didn’t fully understand their role or how it connected to the bigger picture. Coaching can help uncover those reasons and guide better engagement from both sides.
How can business leaders create psychologically safe environments for their teams?
The biggest way is by modelling the same behaviour you expect from your employees. If you want them to talk about problems, share your own vulnerability. Take time to really talk to them, get to know them, and learn about their families.
When employees feel that you’re not looking to place blame, but genuinely care, they’ll be more willing to open up about personal challenges – like why their work quality might be lower than usual. Maybe they woke up late and rushed in, or their child was ill and kept them up all night.
It’s about building trust. You want people to perform at their best, but their best won’t always meet your expectations every single day, and that’s okay.
How do CBT, NLP, and positive psychology complement each other in your coaching practice?
The best way I can describe them is that they all help reframe how we see the world, a world where we have very little control. We can only truly control what we do and say.
CBT and NLP focus on questioning unhelpful behaviours and shifting negative thought patterns into ones that are more constructive and morally grounded. Positive psychology, on the other hand, is about recognising that working on ourselves daily can have a huge impact on our growth and self-awareness.
All three approaches are about helping us become better humans, in a world where that’s often in short supply!
What’s a common misconception about mental health training in the workplace?
People often think it’s about diagnosing or making judgments. But really, it’s simply about learning how to have a conversation – how to support another human being through a difficult time, whether that’s until they can access professional help or until the situation passes.
Sometimes, just having a conversation is all it takes to help someone feel a little more at ease.
Can you share a success story where your coaching or training created measurable results in a company?
With one company of over 12,000 staff, there was a reported decrease in absenteeism of over 10% – which is huge. This result came from multiple coaches working together to make sure people felt truly heard. When someone was unwell, they were encouraged to take the time they needed to recover. Doctors were made available within staff accommodations, and a dedicated support team regularly visited.
This created a real sense of care and support. Even though managers couldn’t fix every issue, they showed a willingness to listen without judgment. That alone made a powerful difference.
How do you stay current with evolving mental health and wellness practices?
I’m constantly reading – whether I’m on my way to an organisation or training myself. I also do a lot of bite-sized courses that highlight individual updates or changes.
Plus, I keep up with a lot of research (thanks, ChatGPT, for helping me condense it all!).
What daily habits or routines help you stay grounded and energised as a wellness leader?
Exercise and eating relatively well are key for me. I also listen to music, which acts like mindfulness. It helps me forget what’s going on around me and focus on myself for a while.
What advice would you give to someone looking to become a certified wellness or mental health coach?
Start by looking at where you are right now. Recently, I helped a coach learn to do exactly what I do. I advised him to understand why he wanted to pursue this path and what the benefits would be for him. Even better, I supported him step-by-step through the process of getting there.
My goal has never been to do everything on my own. I want to help others so that together, we can have a much bigger impact.
How has your own journey shaped the way you support others in their growth and healing?
As I mentioned before, my own journey really put me on this path – to support others, even when they don’t have the funds. For me, the impact comes from showing that even through the tough times, there’s a way to focus on some good things.
Gratitude plays a huge role, being thankful that I can get out of bed, look after myself, and helping others see that they can still have good days, even when dealing with mental health challenges.
What’s the one piece of advice you’d give to companies just starting their employee wellness journey?
Understand that employee wellbeing isn’t about what you want to provide just to feel like you’re doing good by them. Workplace wellbeing is about the real impact the workplace and all its many facets – has on employees’ sense of living a fulfilling life.
So, it makes sense to ask: what work-related issues are affecting that? A pizza party or family day won’t – and can’t – solve those deeper challenges.
Besides your work, what are some hobbies or interests that you’re truly passionate about?
I love cooking, and something that not many people really understand – I’m also passionate about playing and watching ice hockey!
Do you have any hidden talents or artistic pursuits that you enjoy?
I used to sing a lot and even have my own karaoke collection of 29,000 songs! Thanks to those days, my music knowledge is pretty solid, and I love singing along to just about any kind of music.
What’s a surprising or unusual fact about you that people might not expect, something that doesn’t typically come up in your professional bio or interviews?
I used to sing in pubs and clubs around London, and I also ran karaoke nights!
What was the best piece of advice you were ever given?
It’s okay to be you. So many times, I doubted myself, struggled with huge imposter syndrome, and was told I couldn’t do what I do. But now I know I’m perfectly good enough, and my way works just as well as going to school and getting a piece of paper!
We often hear about your professional achievements, but can you share a personal achievement or moment in your life that you’re particularly proud of?
I absolutely detest exams – they make me sweat and almost give me panic attacks. So completing my teacher training and then finishing my instructor courses for UK qualifications are moments I’m really proud of.
Outside of your professional roles, what’s something you’ve always wanted to learn or try but haven’t had the opportunity to explore yet?
Skydiving! Finding the time to train and the cost have meant it’s been on the back burner for now, but who knows maybe I’ll go for it when I retire!
If you could have a one-hour conversation with any fictional character, who would it be, and what burning question would you ask them?
Oh, I don’t think I’ve ever really thought about this. I’d say someone pioneering – like Dr. Martin Seligman, the founder of Positive Psychology. I’d ask him: How long did it take for you to realise that not everyone responds to positivity in the same way?
What was your dream job as a child?
I wanted to be a sports teacher in the armed services. However, due to a medical issue with my leg that plagued me for several years, I wasn’t accepted into university or the armed forces.
One habit that changed your life?
Learning to let go. Not every battle is mine, not every battle needs to be won, and sometimes it’s not even a battle – I’m just seeing it wrong.
What is your life motto?
Self-care is not selfish, because without you, there is no them.
What’s a memorable visual from your childhood that continues to hold significance in your life today?
My mother taught me to be self-sufficient. I didn’t need anyone to look after me – I could cook, clean, iron, and wash without needing a partner. She always said, to be happy in yourself first, and then when you don’t need the help of others, you’ll find out what truly matters in a partner. She was a wise lady, even though I didn’t always listen to her.
If you had to sum up your life philosophy or a guiding principle in just one sentence, what would it be?
Be a battery – charge yourself when you need to, so you can give energy to others who can’t create their own.
If you were to write a personal letter to your younger self, what advice or words of wisdom would you offer?
Look after people. In the end, that’s all that really matters in this world. Kindness costs nothing but can mean everything to someone.
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