Connection & Compassion

This is a continuation for the 3 Cs of building a culture of leadership.

The first point of Clarity doesn’t work if you’re not able to build a culture of openness and honesty. Your team members need to feel safe providing their feedback on what’s going right in your culture and what might need some tweaking.

Engagement: Think about a previous experience when you had a leader or manager that you did not trust. Would you have spoken to them about feeling restless, burnt out, or wanting a new opportunity?  Probably not. Without trust, employees can feel that what they share could be used against them or that a leader simply won’t do anything to help them.

The number one way to retain people is through trust: your team members need to trust
you and feel a sense of psychological safety at work.

This points to the level of psychological safety that your work culture provides. Having a high degree of psychological safety at work is important because it allows your team members to feel safe showing up as their full authentic selves and build their trust in the leadership of your organization.
Why does this matter?

According to a recent McKinsey study, one of top reasons people are resigning has nothing to do with compensation, work–life balance, or mental health. One of the top reasons people have resigned is they didn’t feel a sense of belonging at work.

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