Simon Sinek has been quoted as saying, “When people are financially invested, they want a return. When people are emotionally invested, they want to contribute.”  A major factor in contributing to work, your group, your business, and your organization can be found in belonging. The art of belonging is an art form, not a formula. It’s not something you can check off a list or write into a policy. It’s a living, breathing practice of seeing people fully, creating space for authenticity, and cultivating connections across differences. Like any art form, it takes intention, vulnerability, and care. Belonging isn’t built overnight; it’s painted, sculpted, and stitched together through daily choices, small gestures, and shared humanity.

First, I should say that fitting in is not the same as Belonging; to fit in is more about changing yourself to be accepted (I’m fully aware that there is a difference between external cultural norms and internal cultural norms). Belonging does include some forms of adaptation to workplace norms, but it shouldn’t hinder the person’s ability to fully contribute. When people feel as if they belong, they know that they are seen, that their presence is noticed and acknowledged. They feel valued and that their ideas and voice matter. Belonging can increase emotional safety. Once this happens, a person will begin to experience shared purpose, trust, and mutual care for others. Remember that belonging is a key factor in stickiness (or connectedness), and with this comes the ability to be authentic. I frequently get asked where and how to begin with infusing belonging practices into the group, organization, or business.

Sticking to the art metaphor, I normally answer it this way. Step one, sketching out the outline, involves having an understanding of the need for belonging and your bottom line. Once that has been established, start by blending different values and cultural norms without stepping outside the mission statement or the bottom line. You can begin by layering the canvas by building trust over time, and then, finally, you can frame the work by embedding Belonging into the culture. I’ll end by saying Belonging is both a leadership responsibility and an employee responsibility. It is the leadership and management who must guide and maintain organizational health and equity, and it is the employee who has the most direct influence on employee experience. This reminds me of Brene Brown, who said, “Belonging is the innate human desire to be part of something larger than us.”

-This has been a Little More by Dr. Shawn Moore.