Jennifer Brown Consulting’s Post

If you need to understand what it means to create a sense of belonging in the workplace, you need to read this article! Huge shout-out to Jennifer Brown and team in writing a very impactful article! Having read the article, I ask you the following question. What are you, as a leader, doing to ensure a sense of belonging across your team and within the organization? Let’s share ideas! #diversityequityinclusionandbelonging #employeeengagement #collaborativeleadership #activelistening

It's always a pleasure to get to share my insights alongside other incredible leaders and change-makers in this industry. This week, a Forbes article I collaborated on alongside Gartner, Paul E. Wolfe, Roberto Lee, PHR, MBA, SWP, and Taylor Morrison and written by William Arruda was released! You can check it out below. 9 Ways Leaders Can Build A Culture Of Belonging https://lnkd.in/ebjdgzWa

As leaders we must understand and learn how to build a company culture of belonging for our colleagues. Here are some great tips!

𝐄𝐧𝐡𝐚𝐧𝐜𝐢𝐧𝐠 𝐁𝐞𝐥𝐨𝐧𝐠𝐢𝐧𝐠 𝐚𝐭 𝐖𝐨𝐫𝐤: I found this insightful Forbes article by Liz Kislik, which highlights four powerful ways leaders can strengthen their employees' sense of belonging. As an Engagement Strategist, I couldn't agree more with these approaches. Here are three self-reflection questions for you: 1. Communication: How often do you engage in open and authentic communication with your team members? if you are not, what is stopping you? 2. Diversity & Inclusion: Are you celebrating the unique qualities and backgrounds that each team member brings to the table? 3. Empowerment & Safety: Are you empowering your employees and creating a psychologically safe space for them to thrive? Remember, a strong sense of belonging drives engagement and performance. Let's continue to foster inclusive cultures in our workplaces. Read the full article for more insights: https://lnkd.in/gKCcUSGS Need help? let's connect at www.mindcultivator.com or send me a private message. #Leadership #Belonging #EmployeeEngagement #WorkplaceCulture

Interesting read in Forbes looking into the culture of belonging. It is well-known that a strong workplace culture where people feel valued is an indicator of good leadership, and can drive benefits including boosted creativity, motivation and productivity. However, belonging is rarely given the same attention as other people experience topics like compensation, career autonomy, and diversity. Should belonging sit higher on the agendas of leadership teams? Let me know your thoughts in the comments!

A trend we're seeing? Increased culture expectations of leaders with lower participation (and higher suspicion) from employees. While chronic neglect from employers make this "wait-and-see" posture understandable, a lopsided approach doesn't work in practice. Let us explain. The connection between an employer and employee is, quite simply, a relationship. Like any healthy relationship, both parties must show up every day, openly express their needs, offer their very best, and hold themselves and each other accountable to agreed-upon commitments. When one person stops engaging, or worse, is cynical about the actions of the other, nothing improves. The "trying" becomes an empty cycle of effort, which builds resentment and before you know it, a bend becomes a break. Relationships can only be sustained when they're mutual. It will take all of us doing what we can with what we have to create and sustain change. Check out our simple articulation of what employees need from leaders, along with the reciprocal roles we play in shared progress. And find out more about the many ways we help company leaders improve relationships with employees at www.twchg.com. #equityandinclusion #workplaceculture #reciprocity #mutuality #collaboration #partnership #talentneeds

Belonging and high performance are both topics that are close to my heart.   I am excited to be announcing the publication of the research paper ‘The Dynamics of Belonging: A Quadrant-Based Analysis of Team Cohesion and Performance’ by Dirk Coetzee and myself, with valuable insights from Dee Hoch, M.A., ACC (link in the comments) This research grew out of one of the excellent rounds of reflection and discussion that we had earlier this year at a PhD seminar about leadership that I conducted for United International Business School, where Dirk was a participant, pursuing a doctorate after a successful career in management consulting.   The general tendency in today’s discourse is to affirm that belonging supports performance. Indeed it would be great if there was a simple positive correlation between these two desirable states. We think it is not so simple!   In order to examine this we have created a four quadrant model, where organizations are positioned in one of the quadrants depending on their level of performance orientation and the importance they place on belonging:   👉 Disengagement Quadrant: Low performance orientation, low importance of belonging – low motivation and minimal community, leading to underperformance and disconnection   👉 Comfort Zone Quadrant: Low performance orientation, high importance of belonging – strong interpersonal connections and harmonious work environment, often lacking a sense of urgency and ambition   👉 Transactional Excellence Quadrant: High performance orientation, low importance of belonging – focusing on high performance through individual accountability; often sacrificing team cohesion and long term sustainability   👉 Synergistic Thrive Quadrant: High performance orientation, high importance of belonging – team members are committed to both performance goals and to each other, fostering a sustainable high performance culture   The quadrant model allows organizations to reflect on their actual and desired positioning. We believe that for many, including ourselves, the Synergistic Thrive Quadrant is the ideal position, however some may also choose the Comfort Zone Quadrant or the Transactional Excellence Quadrant as their objective.   Which Quadrant is your organization’s current and & or desired position? What are your thoughts on the model? #highperformance #belonging #leadership #humanresources

Understanding and managing interracial conflict is crucial for today's leaders to foster a healthy, inclusive workplace culture. #Leadership #Diversity #InclusiveWorkplace #ConflictResolution #RacialEquity https://lnkd.in/d8UHMAQ3

Is the lack of time impacting the effectiveness of your employee network leaders? Running an employee network can be a rewarding experience, but it can also be challenging, especially for busy professionals who already have busy workloads. In this article, we provide some tips on how to run an employee network as a busy professional more effectively. Read the full article below. 👇🏼 Discover how Radius can support your people and organisation. Talk to us today. Radius, Build Better Networks Together. #LeadershipDevelopment #OnlineTraining #EmployeeResourceGroups #DiversityAndInclusion #BRGs #EmployeeNetworks #RadiusCommunity https://lnkd.in/eMNiY5VZ

To truly benefit from inclusivity, leaders must do more than simply include their teams in business processes; they must also involve them. Read more: https://hubs.li/Q02zQhC60 Post written by Rotem Eylor, Forbes Councils Member.