A Sense of Belonging

Can you remember a time when you felt like you really belonged?

For me, it was the day I became a submariner.

During the pinning ceremony, the gold dolphin insignia was placed on my uniform signifying I was a qualified submarine officer. That insignia told the world I belonged to an exceptional group of people qualified in underwater warfare.

It was one of my proudest moments, and it’s an important identity I have kept my whole life.

So what about you? How do you feel when you really belong?

There something powerful about that feeling. It’s in our human nature to want to belong, to be part of a tribe. The problem is that this feeling is missing for so many people. Unfortunately, COVID has even made the situation worse. Young people, especially, are feeling increasingly disconnected.

It’s in our human nature to want to belong, to be part of a tribe. Click To Tweet

While we are connected more-and-more virtually, we are becoming disconnected both physically and emotionally.

Human connection was a primary topic in my conversation with Gabriel Klingman on my recent podcast episode. Gabriel was a manager at Starbucks for nearly a decade. One of the things he observed about young people is that they had a real “longing to belong.”

He also observed that, if you could create an environment where they felt like they were part of something special, it unleashed their potential as an employee. They became dedicated to what they did because there was a feeling of belonging.

He observed that belonging drove performance, especially with younger employees.

Creating a sense of belonging is an integral part of leadership. As you build your team, you need to consider if your employees feel like they belong to something special.

Have you created an environment where it’s special to be part of your tribe? Or is it just a job?

Work has the potential to be more than just a four-letter word. It can be where people can go, have friends, and strive together towards a common goal.

Work has the potential to be more than just a four-letter word. Click To Tweet

For some people, it might be the only place where they feel like they belong. They might have a troubled home life, but when they come to work, there’s stability. I know for me, my business feels more like a family than a company.

The question is, how can you create a culture of belonging within your team?

Creating a high-performance culture and a high-performing team requires a feeling of belonging and connection.

I challenge you today to think about how you can create a tribe with a true sense of belonging. It will help your employees reach their full potential and help you become a more effective leader.

Listen in to my whole discussion with Gabriel Klingman here.

I have the watch

 

P.S. I understand many who are reading this have bosses who don’t understand the value of people and relationships. For those of you with bosses like this, I am offering a new service. For just $10, I will anonymously mail a copy of my book, “I Have the Watch: Becoming a Leader Worth Following,” to your boss with a personal note. Click here and enter the discount code BOSS at checkout.

The Difference between a Great Team and an Elite Team

Something happened at my company three weeks ago that confirmed we are moving in the right direction. And it has nothing to do with our financial performance.

In our daily morning standup meeting, a founding employee announced she was pregnant with her first baby.

The reaction from the rest of the employees told me everything I needed to know. There were smiles, shouts of congratulations, clapping, and something even more powerful, tears.

I looked around and saw many of my employees crying for joy over this exciting news.

The response confirmed something I had been feeling for a long time; we were becoming more like family than a company. There was a bond developing that was special, and it was something I hadn’t sensed since I left the military.

We were becoming more like family than a company. Click To Tweet

Building a business for the past five years has felt a little like us against the world, but lately, I feel like the world doesn’t stand a chance.

My recent podcast guest, Dr. Larry Widman, confirmed what I suspected. My employees were displaying one of the essential characteristics of an elite team – love.

Let me explain.

Larry is a high-performance psychiatrist and an elite mindset coach. He works with CEOs, professional athletes, Olympians, and NCAA teams to develop the mental skills and mindset to push performance boundaries.

He said something on the podcast that stood out.

He explained that love plays a vital role in building an elite team. And this is consistent across every type of organization, from Navy Seals to NCAA National Champions.

It’s all about relationships, connections, and love.

The best teams move at the speed of trust. Click To Tweet

The best teams move at the speed of trust. They are willing to fight for the person on their right and their left because they care deeply about them.

Love is the one consistent ingredient that helps propel a team from great to elite.

So the question I would have for you today is, where are you in your organization?

Are your employees in it for just a paycheck or do they have deep relationships at work? Are you moving at the speed of trust?

If you’re not exploring how love can boost your performance, you’re missing out. You’re never going to have an elite team without the power of relationships, trust, and love.

The elite teams, the best of the best, the national champions, and those dominating their markets are the ones who demonstrate love for each other. They are the ones fighting shoulder-to-shoulder for each other every day.

If you want to look inside an elite team’s culture, listen to my podcast interview with Dr. Larry Widman.

I have the watch

 

P.S. I understand many who are reading this have bosses who don’t understand the value of people and relationships. For those of you with bosses like this, I am offering a new service. For just $10, I will anonymously mail a copy of my book, “I Have the Watch: Becoming a Leader Worth Following,” to your boss with a personal note. Click here and enter the discount code BOSS at checkout.

 

 

 

 

[Photo credit Jamie Schwaberow/NCAA Photos/Getty Images]

The Forgotten Employee is your Greatest Asset

Did you know the most senior sailor on a nuclear submarine will back up the most junior sailor in an emergency?

It certainly was a surprise to my recent podcast guest, Jeff Akin.

When Jeff was a young sailor training to be a helmsman on the USS La Jolla, he heard something he would never forget. The Chief of the Boat, a man who had been in the Navy for nearly 20 years, told him:

“If it ever goes down and something bad happens to you, the first thing I’ll do is leave my post and take over yours.”

He said, “A submarine can operate without a Chief of the Boat, but it cannot operate without a helmsman.”

Jeff realized at that very moment how important his job was. His work was so critical that he would be replaced with the most senior watchstander on the boat if something happened to him.

On a submarine at sea, every sailor is essential to achieving the mission.

Even the most junior sailor.

This is also true in the business world. Every employee is essential to achieving the mission.

Every employee is essential to achieving the mission. Click To Tweet

But, unlike a submarine crew, most company managers don’t see junior employees as vital to their success.

Consider this.

Employees in positions like factory workers, customer service representatives, cashiers, and service technicians are mostly taken for granted.

They are often referred to as “headcount” or labor expenses. They are considered replaceable and non-critical. They are the first to be let go or automated away.

Very few companies see these employees for what they really are – critical to achieving the mission.

In fact, these forgotten employees are your greatest assets.

They are the ones interfacing directly with customers. They are taking orders, building components, making repairs, shipping products, and collecting cash.

In short – they are your company’s front line.

They are adding value to your products, your business, and your customers every day.

A company can function without a manager, but it cannot operate without front-line workers.

A company can function without a manager, but it cannot operate without front-line workers. Click To Tweet

So, the question is – what are you doing to support these critical employees? Are you showing them the respect they deserve, or are you taking them for granted?

Stephen R. Covey said it best, “Always treat your employees exactly as you want them to treat your best customers.”

Today, take the time to remind your front-line employees how mission-critical they are. It may be the first time they have ever heard that from a leader.

Order the book: I Have the Watch: Becoming a Leader Worth Following

 

Listen to my full interview with Jeff Akin here and pick up a signed copy of my latest leadership book. It will teach you better ways to engage employees and achieve more remarkable results.