Julia Taylor Kennedy, Center For Talent Innovation Driving Cutting Edge Research, Carnegie Council For Ethics And International Affairs The Conference Board discussed on Coaching for Leaders
Our lives and most of us wish and hope for that kind of belonging at work too but what does belonging look like in the workplace and. What can we do as leaders to help our teams organizations support that kind of belonging today a recent study. That's come out from an expert organization. I know is going to help us with some practical steps to move forward on that. I am so thrilled to welcome back to the show. Julia taylor kennedy. She is an executive vice president at the center for talent innovation driving cutting edge research into the issues impacting. Today's professional workforce they have an eye toward solutions for more inclusive and equitable global workforce and world. She led the sponsor dividend research which we passed featured on the show and co author disabilities inclusion mission critical unlocking the value of veterans in the workplace and the power of the purse. Engaging women for healthy outcomes she spoken at the united nations the carnegie council for ethics and international affairs the conference board and many other places and has been featured in the washington post. Cbs news forbes. Time in the harvard business review the center for talent innovation recently released a new report titled the power of belonging. What it is and why it matters in. Today's workplace julia. I'm so glad to have you back on the show. I am so thrilled to be back on the show. Dave thank you for inviting me. The pleasure is mine last time when you were speaking with us about the importance of sponsorship so many people reached out and i know found the research of the center so helpful and some really glad to dive with you today on belonging and this is one of those words that i think a lot of us have a sense of what it means but i am curious before we dive in when you engaged in this research. How did you define a longing. Good place to start dave what does belonging need. And that's actually where we began when we embarked on this research. What we saw was lots of companies and celebrities actually and politicians using this phrase in this concept of belonging saying you know. I want to find a place where i belong. That belonging is so important to foster when looking to connect especially with people who have different backgrounds from your own we saw this concept of belonging. Ily coming up to the surface and so we wanted to drill down definition of long and so we hold together a few measures that we saw out there. In our literature review that had been used to measure belonging different community context schools in neighborhoods and one from india at had measured a belonging in the workplace to create our own measure. Twenty four questions to understand when you feel you belong at work and when we step back and look at these twenty four questions. They really fell neatly into or elements or buckets or elements as we call them of belonging. That's what we used to build our definition so to us belonging at work means you feel seen for your unique contributions seen is that erste element connected to your co workers supported in your daily work and career development and for route of your organization's values and purpose. So you can see there elements here of being visible understood and connected supported in your endeavors and really then feeling apart and feeling proud of the place where you work and all four of these together contribute to that feeling of as you looked at belonging through those those four lenses. Who did you study in the research. So our methodology for this research very similar to the studies that we've done in the past we like to use a robust mix of both qualitative and quantitative methods so that we ensure that incites that we're getting from our data and from our interviews are put into context so we started with that review. Then we did some expert interviews work with a few advisors to shape our research hypotheses when out and fielded a nationally representative survey in partnership with organization out of the university of chicago to thousands of respondents in the us all college educated professionals and then we also did focus groups and did a series of interviews ban of course the pandemic head and we wanted to make sure that we were confident in our findings given how much the world has changed so we read fielded. The survey ended a few more bogus scripts after the pandemic hit so that we could be documenting how it impacted along in the workplace. There's so many fascinating outcomes from this study and one of them. That was really interesting to me. As this is one of the first studies that is also including some of the data that's included after the pandemic and as we're all responding to this and imai remembering correctly that the results are available. Publicly that folks can can download them easily. Yes so if you go to our website talent innovation dot. Org you can download the key findings for free. You can purchase the report for twenty bucks pretty easy pretty easy to get the findings. Yes perfect and i'm going to link up to all that in the episode notes and as i was reading through the results. There's so many things here that are just fascinating that came out of this and so many implications for us as leaders and one of the key findings is that a slight uptick in belonging leads to a really sizable increase in engagement and loyalty. Tell me a bit more about that. One of the key things that we wanted to understand is how important is it. Focused on belong in the workplace as we saw more and more companies weaving it into their own strategies round talent retention knitting gauge moment. As well as diversity inclusion wanted to say well as fostering belonging really work to get more knitted engaged. Please feel a part of the fabric of your organization and that was one of the strongest findings. is that even a small uptick in your belongings score as we call it. The outcome of that twenty four questions gail that we constructed even a slight uptick in your belongings or can lead to a really significant increase in your loyalty to your organization your likelihood to stay or the retention figure. You talked about your engagement in your current job. And it also leads a decrease in an individual's sense that they feel stalled in their careers. So lots of really good outcomes that both employers and employees are looking or and so when you feel you belong when you feel those elements of belonging that correlates to these great feelings of engagement and loyalty and west feelings of frustration. Or harir stall. I wanna ask you later more about some of the practical things we can do as leaders and as i'm thinking about what you just said part of the hope that i have coming out of this data is that while. I think there's the intention for all of us to want to do. Big things in our organizations to create belonging into into people feel included that small shifts can also make a really big difference that if we're willing to just take some first steps back. The data shows that that can really be significant absolutely and you know another signal that points to how how belonging.