Why make a bet on when you’ll quit your New Year’s resolution when you can set yourself up to achieve it naturally? Here’s a little secret, we all have 4Rs available to us for moving an intention or practice into a habit.
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He ran. For himself. For his trainers. For his team. For his country. For his world. That’s a lot of stacked belonging to tap into. And a lot of performance. Same goes for every person you hire.
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This is where the magic happens! Nestled in real belonging our brains and hearts are free to focus on the shared purpose of our company tribe. Here, we naturally land in Unite & Fight instead of Fight/Flight. Our neurochemistry is flush with oxytocin and serotonin, the requisite chemicals for optimal teaming and focus.
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Frame #1. We’re always in a mix of Fear, Belonging, and Aspiration.
Frame #2. We’re wired for real belonging, where we: Feel, Own, and Care for each other in Successes, Dreams, and Failures.
Frame #3 We’re wired to belong across 6 Areas of the tribal Belonging Culture.
When we define belonging this way, we get a frame for living out a new belief where our belonging is also in our power to create. So, that even in the stress during the formation of belonging, we actually can get stronger.
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We should look for ways to contort the technology towards being human as opposed to dehumanizing us toward the technology.
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In the magic quadrant of belonging, your brain and heart get to keep its top-of-mind focus of choice. Like your company shared purpose! The other three quadrants make it impossible to maintain that focus.
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When your people belong, their efforts pertaining to DEI play a natural part in deepening the company tribe. They'll unite and fight for each other's diverse uniqueness because the ways your people belong are clear in their invitation and boundary. Psychological safety can't provide that. You can't just play it safe.
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Forgiveness is the vulnerable bridge that allows us to come back together, with our failings, and, be in real belonging to reap the higher levels of performance it enables.
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Wouldn’t it be great to get the job, or promotion, instead of being told later by your company, “If I’d known you were so good at this, I’d have given you the role?” If you’d accepted the compliment and their appreciation and focus landed on you? If you’d offered up something you are really good at, they knew you were the one for the job.
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What if we cared for our employees, our coworkers, as cherished sons and daughters, and we gave them the belonging and what they physically needed to do things they’ve never done before?
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That risky thing you've gotta figure out, it gets done because you feel, own, and care for someone. Not because you're safe. The line when safe enough to innovate gets closer the more you belong.
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No matter how hard we work and practice to perform, to get shit done, our life outside of work also happens. We can work our whole life and never live, never belong. Or, we can belong and work, and live our whole life.
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It's about the heart, and belonging, by living in the company core values, and believing together in shared purpose. It begins with the Us Story. Here, filtering by how one sounds and looks, seems kind of dumb.
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You self-belong when, you feel, own, and care for yourself, in your successes, dreams, and failures, just as you would for the people with whom you belong.
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This keeps the "You" in your vision and to know when to scrap a mission, and create another. That, "there's no better" place in your visionary world, where you're with whom you love and belong, and doing what you love!
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It is completely individual and at the same time cultural… If you ask 24 people, you’ll have 24 different reasons why… Sometimes people are happy because they love who they’re working with. Sometimes it’s the purpose and that purpose really matters. For some, they’re mercenaries.
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In their struggle to reach out and connect with new peers they're constrained significantly to being with the family of origin. Think of it as never being able to get enough social breath.
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