Sense of belonging in the Workplace

Creating a sense of belonging is a hot topic at the moment and in the last post I discussed how important it is for us as individuals to know who we belong to, who our tribes are and where we go to for our cheering squads and support.  Because most of us spend most of our time in paid employment I would like to think this group would be one of our tribes that each of us find safe and a place to belong to.  However, I know the majority of the time this can be the exact opposite, and can be literally quite toxic. The leader or leadership team has the responsibility of the creating the environment that promotes a sense of belonging and camaraderie. Leaders are role models and have the authority to make decisions related to working practices and are accountable for the overall culture and success of the organisation. Creating an inclusive environment and being mindful of each team members well-being is part of this responsibility.

A good example of leadership taking responsibility and changing the culture of an organisation is Michael Abrashoff, a navy captain who assumed command of the USS Benfold, a naval destroyer in 1977.  At the time the USS Benfold was sitting at the bottom of the Navy’s performance scores. Upon taking control, he recognised the need for a profound cultural shift and a commitment to excellence. He engaged his crew by actively listening to their ideas, encouraging them to take ownership of their roles, and fostering an environment of trust and accountability. Abrashoff implemented numerous innovative initiatives, such as empowering his crew to make decisions at their level, focusing on team-building and constant training, and emphasising open communication. Through his inspirational leadership and a dedication to continuous improvement, the USS Benfold not only climbed the ranks but also became a shining example of how effective leadership and a motivated team can turn a struggling organisation into a top performer.

In the realm of leadership, humility and a servant-leader attitude stand out as potent catalysts in fostering a profound sense of belonging among team members. When leaders embody these virtues, they create an environment where individuals feel valued, respected, and integral to the organisational fabric.

In his book the Culture Code, Daniel Coyle suggests three skills that leaders need to create a sense of belonging in the workplace.  Build Safety, Share Vulnerability and Establish Purpose.  Let’s unpack this a little more:

• Leaders can dissolve hierarchical barriers by levelling the playing field and promoting an egalitarian atmosphere where every voice is valued. They refrain from speaking themselves and instead encourage input from all team members validating their contributions.
• Focus on the well-being of all teams’ members, prioritizing policies and practices that support a healthy work-life balance and concentrating on what is important physically and mentally to achieve the teams purpose.
• Acknowledging and celebrating big and small achievements fosters a positive and appreciative culture. It sends a message to team members that you are interested in them and encourage professional and personal growth or development.
• Leading with empathy emphasises understanding and being sensitive to the feelings and experiences of others. Empathetic leaders can create a positive work environment by cultivating trust, rapport, and loyalty among their team members.
• Walk the talk and model the behaviours and values leaders wish to see, ensuring that their actions are consistent with organisational and team norms. They demonstrate their commitment to the teams’ values by being transparent, honest, and accountable in their actions.
• Engaging the team in crafting and owning the collective vision and goals, to create a shared vision and ensuring that everyone feels invested in the journey and outcomes.
• Creating an Ownership Culture. Like the example of Michael Abrashoff, fostering a culture where team members take ownership of their roles, projects and outcomes, enhancing accountability and engagement. Leaders entrust team members with responsibilities and the autonomy to make decisions, showcasing trust in their capabilities.
• Being humble includes acknowledging that learning is continuous and are open to insights, feedback and knowledge from all quarters including the team. This promotes a learning culture and team members will be encouraged to expand their horizons.
• Nurturing relationships in a genuine, transparent, and authentic manner that are rooted in trust and respect. This can be difficult at times 😊 we are all unique which makes us different, showing a genuine interest in a team member that you wouldn’t normally seek a friendship from requires a leader to exercise empathy and self-control.

I believe being in a leadership position is a privilege and comes with responsibility. Leaders are required to inspire and motivate their team to achieve their goals. They are required to communicate effectively, build trust, and foster a positive work environment. You know when members have a sense of belonging by how much members feel seen, heard, valued, and integral to the collective journey and success of the team.

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