“It’s virtually impossible to be successful in one’s work in any kind of group – be it a corporation, a deep-sea fishing crew, or a rock and roll band – without feeling a sense of belonging. ”
– Rhodes Perry, “Belonging at Work”
In today’s rapidly evolving global landscape, the role of leaders has transcended traditional boundaries. As the Factor10 team works alongside leaders across sectors and geographic regions, we have increasingly seen the shift towards leaders as ‘belonging builders’. This shift underscores the critical importance of fostering a sense of belonging within organisations. Let’s explore why belonging matters and how leaders can actively cultivate it.
Understanding the Significance of Belonging in Organisational Dynamics
“Great leaders instill a sense of meaning and belonging in their followers by putting the personal imprint of who they are and what they stand for on their people.” – Kevin Leman
Belonging isn’t just a buzzword; it’s a fundamental human need that profoundly impacts individual well-being and organisational success. Research consistently highlights the pivotal role of belonging, indicating that when employees feel valued and included, they are more engaged, motivated, and productive. A sense of belonging also fosters collaboration, encourages authenticity, and enhances employee retention rates.
Why Belonging Is The Key To Authentic Leadership
Belonging is intricately linked to authentic leadership, which emphasises transparency, honesty, and vulnerability. Leaders with a high level of self-awareness can create an environment where team members feel safe expressing themselves and contributing their unique perspectives. Understanding the significance of belonging is paramount for fostering an inclusive workplace culture.
Practical Strategies for Building Belonging
Creating a culture of belonging requires deliberate effort and commitment from leaders at all levels of the organisation. The Factor10 team works with leaders towards actionable strategies to cultivate belongingness within teams and organisations:
- Prioritise Self-awareness
Self-awareness serves as the foundation for authentic leadership. Leaders must understand their strengths, weaknesses, biases, and limitations to create an environment of openness and vulnerability.
- Foster Open Communication
Encourage transparent communication channels where employees feel comfortable expressing their thoughts, concerns, and ideas without fear of judgement or reprisal.
- Promote Diversity, Equity, and Inclusion (DEI)
Invest in initiatives that promote diversity, equity, and inclusion within the organisation. This includes providing training, implementing inclusive policies, and actively addressing biases.
- Cultivate Psychological Safety
Create an atmosphere where employees feel psychologically safe to take risks, share feedback, and make mistakes without fear of punishment or ridicule.
- Connect Work to Purpose
Align individual roles and responsibilities with the organisation’s purpose and mission to instil a sense of meaning and significance in employees’ work.
Putting Theory into Practice: Real-life Examples
Drawing insights from real-life experiences can shed light on the profound impact of belonging in the workplace. Julia Duthie, an executive leader, eloquently articulates the transformative power of belonging in her career journey.
“I have worked with some of the best and some of the truly worst leaders imaginable. Under the best leadership, I had agency within my role, freedom to express myself, was valued for my work, and recognised for the person I was. During these times, work felt like purpose, colleagues felt like friends, and I was at my most productive. Under the worst, I compromised my values, doubted my abilities, felt unsafe and ultimately had no choice but to move on.”
Her testimony underscores the importance of creating an environment where employees feel valued, respected, and empowered to thrive.
The Role of Leaders in Building Belonging
As leaders, we bear the responsibility of shaping organisational culture and fostering a sense of belonging among our team members. Deloitte’s Six Traits of Inclusive Leadership provides a framework for how Factor10 has cultivated belongingness within our team:
- Commitment
- Courage
- Cognisance of Bias
- Curiosity
- Culturally Intelligent
- Collaborative
We’ve built belonging over our decade together by being deliberate, seeking out difference, settling into the discomfort of it, being authentic and vulnerable as leaders; bringing curiosity and learning to each situation, and ‘wanting to get it right, rather than be right’.
Measuring Belonging: A Practical Exercise
“People will typically be more enthusiastic where they feel a sense of belonging and see themselves as part of a community than they will in a workplace in which each person is left to his own devices.”
– Alfie Kohn
Assessing the level of belonging within an organisation requires a multifaceted approach. By evaluating organisational, managerial, and team dynamics, leaders can gain valuable insights into areas for improvement and development.
Here’s how to measure the three levels of engagement that contribute to the feeling of belonging:
Organisational Belonging
1. I know my organisation’s purpose, vision and values.
2. My purpose and values are aligned with my organisation’s.
3. I trust my organisation to do the right thing for all stakeholders.
4. I believe my contributions at work have meaningful impact.
5. My organisation believes that their people are their greatest asset.
6. I’m proud to work for my employer.
Manager Belonging
1. My manager is authentic, transparent and vulnerable.
2. My manager gives me permission to be myself.
3. My manager truly wants to know me and my colleagues.
4. My manager treats me and my colleagues the same.
5. My manager is generous with praise and acknowledgement.
6. My manager cares about me.
Team Belonging
1. I look forward to seeing and working with my colleagues.
2. My coworkers acknowledge my individuality and treat me with respect.
3. I feel I am a valuable and valued part of the team.
4. My coworkers proactively seek the opinions and ideas of team members.
5. I can count on my coworkers when I need support.
6. I feel that I know my coworkers well and that they know me.
Empowering Leaders to Build Belonging
Leaders play a pivotal role in building belonging within organisations. By prioritising self-awareness, fostering open communication, and promoting diversity and inclusion, leaders can create a workplace where every individual feels valued, respected, and empowered to contribute their best. Ultimately, the journey towards cultivating belonging is ongoing and requires continuous effort and dedication from leaders at all levels. Our team at Factor10 partners with leaders, to provide them with the perspectives and tools to build belonging in their teams and across their organisations.
Since 2014, we have worked with over a thousand leaders and leadership teams across the UK, Europe and Africa. If you’d like a partner to help create sustainable change and impact in your organisation, get in touch.
Sources: https://bit.ly/3TedKIa https://bit.ly/3vkyWnV https://bit.ly/4a7ljXV
