Forming Team Identity 2: The importance of belonging4 min read
Fostering a sense of belonging within a team to boost engagement and productivity is critical. The post provides practical tips for managers, such as understanding team members’ values, personality traits, and unique contributions, to create an inclusive culture where everyone thrives.
As human beings, we have a natural need to feel safe and belong. It’s a fundamental need that is deeply ingrained in our nature. We thrive when we feel like we are part of something meaningful, something bigger than ourselves (see our previous blog: Feeling connected to the vision of a team). In this blog we unpack Simon Sinek’s three concentric circles and the importance of connecting a team or company’s ‘why’ to an individual’s ‘why’.
Why, how, what, WHO
Simon Sinek’s three circles do miss one crucial element though. It covers WHY, HOW, WHAT but it does not address WHO.
We don’t only follow a compelling vision; we follow people with a compelling vision, and we will only keep on following those people if they make us feel safe. Many leaders with a compelling vision fail to recognize the importance of helping their team feel like they belong, or just think that it is not their responsibility. As a result, they miss out on a massive opportunity and their teams suffer from low engagement and a lack of productivity.
It’s a powerful feeling that can have a profound impact on a team. However, creating a sense of belonging in your team is not something that can be achieved through superficial shortcuts or quick fixes. It requires an authentic disposition combined with intentional effort. Team members are more likely to experience a sense of belonging when managers show a genuine interest in them, care about them as individuals, and celebrate their unique qualities and contributions.
Building belonging
Here are a few ideas to get you started. Start by creating a spreadsheet of your team and capture the information you gather below.
Their values
Rather than guessing what core values guide each team member, you can simply ask them. If they’re willing to discuss it, you can ask a follow-up question about how they live their values out in their current role in the team.
When asking this question, your role is only to act as a coach. Your role is not to answer this question for them. Based on their answer, you can however look for opportunities to support them in living out their values in their role and in the team.
Their personality traits
Think about each team member and the personality traits that make them unique and fun to be around. Do they have a great sense of humour? Are they always up for a challenge? Do they have a talent for making others feel valued and appreciated? As with the last question, it’s also worth asking them personally.
Their current challenges
Do you know of any challenges they are currently facing, either in their roles or personally? If not, ask them. Don’t pressure them if they don’t want to share personal details, but do what you can to understand where they might be struggling in your team.
Don’t feel pressure to solve all their problems, by at least recognizing or understanding their challenges, your innate empathy will increase. Remember, what you model in your team will be multiplied.
Their passions
What are their passions and interests outside of work? What do they enjoy doing in their free time? Are they involved in any hobbies or activities that they are particularly passionate about? By learning more about their interests, you can better understand what motivates them and find ways to incorporate those passions into their work.
Their skills and strengths
Identify the strengths and skills of each team member. What are they particularly good at? What unique skills do they bring to the team? By recognizing their strengths, you can find ways to leverage those skills and talents to benefit the team as a whole. People thrive when they do what they love and are good at!
The value they add to the team
Consider the value that each team member adds to the team. What unique contributions do they make? How do they help the team succeed? By recognizing the value that each team member brings, you can reinforce their sense of belonging and appreciation.
Conclusion
Creating a sense of belonging in your team is essential for building engagement and productivity. As a manager, it’s important to recognize the basic human need for belonging and take steps to foster it in your team. By celebrating the unique qualities and contributions of each team member, you can create a culture of inclusivity and belonging that will benefit the entire team. Remember, what you model in your team will be multiplied. So, take the time to get to know your team members, and watch your team engagement and productivity soar!
Recommended reading
We recommend the following reads if you are curious for more:
Forbes.com: Why belonging is so important and how to create it:
https://www.forbes.com/sites/tracybrower/2021/01/10/missing-your-people-why-belonging-is-so-important-and-how-to-create-it/?sh=7b50c9e67c43
Geoff Macdonald, Mark R Leary: Why does social exclusion hurt? The relationship between social and physical pain
https://pubmed.ncbi.nlm.nih.gov/15740417/
Livia Tomova, Kimberly L. Wang, Todd Thompson, Gillian A. Matthews, Atsushi Takahashi, Kay M. Tye & Rebecca Saxe: Acute social isolation evokes midbrain craving responses similar to hunger
https://www.nature.com/articles/s41593-020-00742-z
