Leadership Development: How to Create Belonging and Connection at Work
While work may never be the top place you feel belonging, it can be a place where you can be yourself, where you can feel safe, and where you can feel connected to your work and team.
However, this doesn’t happen organically, we have to work to create a space like this.
That’s why in this episode, leadership and mindset coach Abigail Finck is sharing the Belonging Blueprint - a tested method for creating connection among your teams.
Key Points:
00:58 What does it mean to belong?
02:36 Introducing leadership and mindset coach Abigail Finck
08:10 The importance of belonging in the workplace
10:46 The Belonging Blueprint
16:45 The challenges teams face in creating connection and belonging at work
21:47 Real results from individuals and teams who have embraced creating connection at work
27:52 How to create connection and belonging at work as a nonprofit person
What is Belonging?
What does it mean to belong?
Think about a place or a group where you feel like you belong.
Maybe it's your hometown and you feel it as soon as you see the "welcome" sign at its border.
Maybe it's a friend group and you feel it as soon as you embrace them at dinner.
Maybe it's your family and you feel it each time you walk through the door.
Where is it that you feel like you belong?
Do you have a place in mind?
Now, what about that place or group makes you feel like you belong?
Do you feel like you can be yourself?
Do you feel safe?
Do you feel connected?
My guess is you answered yes to all of these questions.
That is the feeling we want to create at work.
The Value of Belonging in the Workplace
Have you ever paused to reflect on the impact of belonging in the workplace?
It’s more than just feeling welcome—it’s about creating spaces where people feel valued, connected, and empowered to thrive.
Without belonging, relationships fracture, creativity stalls, and burnout thrives.
How to Create Belonging at Work
Abigail shared the 4 Cs of her Belonging Blueprint - Curiosity, Communication, Commitment, and Consistency.
Curiosity – Creating space for open, authentic conversations
Belonging starts with a genuine desire to understand others.
This means asking thoughtful, open-ended questions about colleagues’ experiences, perspectives, and needs.
Examples:
Instead of assuming what inclusion looks like, ask: “What does belonging mean to you?”
Show interest in people beyond work—what motivates them, what challenges they face.
Communication – Ensuring transparency and connection
Open, clear, and consistent communication builds trust and fosters a sense of belonging.
This involves both how information is shared (accessibility, clarity) and what is communicated (validation, feedback).
Examples:
Leaders should regularly communicate why decisions are made, not just what is happening.
Create psychologically safe spaces where people feel comfortable speaking up without fear of judgment.
3. Commitment – Taking real action to back up inclusion efforts
Belonging doesn’t happen just because you talk about it—it requires intentional action and follow-through.
Organizations and leaders must commit to embedding belonging into policies, culture, and daily interactions.
Examples:
Avoid performative gestures—back up words with meaningful policies (e.g., mentorship programs, diverse hiring).
Build systems where accountability exists—managers should be evaluated on their efforts to foster inclusion.
4. Consistency – Sustaining belonging as an ongoing practice
Belonging isn’t a one-time initiative; it needs to be nurtured continuously.
Organizations that regularly reinforce belonging through everyday interactions see lasting cultural change.
Examples:
Recognizing contributions frequently, not just at performance reviews.
Embedding belonging into onboarding, team meetings, and leadership training—not just an annual DEI initiative.
What Learning & Development Can Do to Create Belonging
It’s easy to assume this is someone else’s responsibility, but belonging is everyone’s job.
As L&D professionals, we can integrate these principles into learning design and leadership development training and resources to create more inclusive, engaged, and high-performing teams.
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