Most of the work I’ve done around Creating Belonging, and the respective model, has been from the perspective of individuals. How we show up with authenticity and acceptance to create belonging for ourselves and others. As I continue to push this work further, the next iteration I’m digging into is how leaders can best support creating belonging (once they’ve done their own work of digging into self-awareness, demonstrating authenticity, and holding others in a place of radical acceptance).
The cornerstone of creating a culture of belonging begins with the leader. Their actions and words set the tone for the team. Engage in open communication, display empathy, and show genuine interest in your team members. When you embody these traits, your team will likely follow suit, creating a cycle of positive reinforcement.Â
Create Shared Experiences
Nothing unifies a team like shared experiences. Team-building activities, both formal and informal, provide opportunities for members to interact on a personal level. This could range from professional development workshops to casual team lunches. The aim is to go beyond the work environment to establish connections that deepen the sense of belonging.
One of the best types of shared experiences are shared moments of success. Make it a point to celebrate the team's achievements. However, don't just stop at project milestones—celebrate personal milestones as well. This creates a deeper connection and adds layers to the team's shared history.
Celebrate Individuality
Related to celebrating success, it may sound counterintuitive, but recognizing and celebrating the individual talents and perspectives each team member brings can actually strengthen the sense of collective identity. The uniqueness of each individual is what makes a team greater than the sum of its parts. Take the time to understand your team members' strengths, weaknesses, and motivations. Then, allocate roles that align with these individual skills, which in turn enhances the sense of purpose and belonging.
Regular Check-Ins
The best way to understand your team members is to ensure you’re communicating one-on-one on a regular basis. Don't wait for annual reviews to find out how your team members are doing. Regular check-ins offer a way to track the pulse of the team's emotional state. Ask questions like, "How do you feel about your role?" or "Is there anything that you think we could do better as a team?" These questions not only indicate that you care but also provide valuable insights into how to enhance the sense of belonging among team members.
Foster Open Communication for Creating Belonging
In addition to communicating regularly in a one-on-one, the leader needs to foster an environment where they can openly communicate. A team that can communicate openly is a team that feels heard and valued. Create avenues for transparent conversations, whether they are team meetings, one-on-ones, or even anonymous suggestion boxes. Listening is equally important; make sure to act upon the feedback received. This two-way street of communication creates a participatory environment where everyone feels like their voice matters.
These are just a few of the concepts I’ve been reflecting on in the role a leader takes in creating belonging on their teams. Stay tuned for more as I continue to grow, develop, and flesh out these concepts into Creating Belonging for Leaders.
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