As your workplace changes,
the stakes are high.
When the stakes are high…
Belongingness matters
When we belong, we feel cared for, valued, and supported by others.
Everyone performs at their best, and teams excel.
Trust accelerates belonging and performance.
Do these scenarios sound familiar?
Multiple department reorgs have left your team unmotivated
You recently consolidated teams and several members are unhappy
You're a new manager working to bring your new team together
Your team is being asked to do more than ever before
You might be noticing team members are close to burnout, and their previous enthusiasm is fading
You’ve heard rumblings that team members don’t feel they can be authentic
You are rooting for their success but not exactly sure where to turn.
Have you considered…
…that the symptoms are a sign of something deeper?
…that team members are not feeling cared for, accepted, or respected for who they are and the value they bring to the team?
… that individuals on the team feel they don’t belong?
When people belong…
…they feel cared for, respected, and accepted
…they have a shared purpose and show up for each other
…they have clarity in their roles
…they understand their value to the team’s success
…they know that every person is important
…they are inspired to stay with your team longer
…they will feel pride and excitement in their work
…they become an ambassador for the organization
Navigating Belongingness
For Teams
BELONGINGNESS at WORK kick-starts your team’s belongingness journey with an 8-12 week facilitated engagement.
During our journey, you will receive:
Your team’s current state of belongingness report
Facilitated sessions to cultivate and plant seeds for belongingness
Practical tools and techniques that demonstrate care, respect, and acceptance for each other and yourself
An updated team belongingness report
And three belongingness health checks within six months after the initial engagement (recommended one month, three months, and six months)
You and your team will be on your way to belonging and thriving!
If you are ready to retain your people, be known as a great employer that attracts people with the skills and talent you need, and have inspired and enthusiastic teams that get the stuff done that really make a difference.
Let’s Talk!
Our work together consists of four phases.
Each phase builds upon the other. They are designed to explore your team’s current level of belonging, plant the seeds of belonging, and provide usable methods to continue to cultivate belonging.
BELONGINGNESS at WORK
Consulting Services
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Working with you and your team, I will gather information, evaluate the individual needs for belonging and their current level of belonging.
The information collected will be used to determine your team’s current state of belonging.
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Using the current state review, an action plan for belonging will be developed, reviewed, and implemented.
This plan can take many forms and will be configured based on your and your team's needs.
It might include facilitated workshops, small collaborative sessions with team members, one-on-one coaching sessions, or observations and input on incorporating tools and techniques into daily practice.
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This is the point in the process where the magic occurs!
Here is where you and your team have a chance to put belongingness to the test.
You and your team will identify a business challenge you're facing. You will be walked through initial ideation, potential solutions, and decision-making processes using the tools and techniques of belonging.
Going through this part of the journey is where everyone has the chance to feel and demonstrate care, respect, and acceptance for each other.
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At this point, a refreshed belongingness assessment will be performed to evaluate you and your team's belonging levels after starting your journey.
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Belonging is not static and requires ongoing effort by everyone. In the previous phase, we will schedule three belongingness health checks within the next three to six months.
These check-ins will be a way to monitor and assess how you and your team are doing and if everyone is feeling cared for, accepted, respected, and if they feel the same about others.
We can determine how to continue our work together based on these health checks.
Welcome!
I’m glad you are here.
Photo credit: Paula Heaphy
All rights reserved
Hi, I’m Kim Berney-Brooke,
During my 20+ years of leadership experience in large global corporations, I’ve had an insider’s view of what happens when teams belong (and when they don’t). I’ve had the honor of leading and being part of teams that have experienced high levels of trust and belonging, living up to our full potential. Unfortunately, I’ve also experienced how the lack of trust, care, and respect can impact individual and team outcomes.
As an organizational psychologist rooted in Adlerian psychological theories, I know that belonging is an innate human need and vital. I also realize that simple actions and behaviors that develop trust can go a long way in letting people know they belong here.
Working with individuals from various backgrounds and experiences, I develop relationships that cultivate care, sincerity, acceptance, and respect. Guiding teams to understand their shared purpose that creates a clear vision where everyone understands their roles and how their contributions move the entire team toward their purpose.
When we genuinely trust those we work with, we begin to belong to each other.
In trust we belong,
Kim
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Belonging requires more than traditional team building exercises. BELONGINGNESS at WORK will provide you and your team opportunities for reflection on what is your shared purpose, the team’s story, how every person on the team fits in now, and how they can each contribute to the future.
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Belonging is an innate human need. When we don’t belong, we feel social rejection, which lights up the same parts of our brains as if we were physically harmed.
Belonging complements DEI initiatives by creating space for everyone to be themselves without a need to adjust to fit in.
When you belong, you feel cared for, respected, and accepted by your team, manager, and organization.
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I’ll be honest, the program could be a distraction if you and your team allow it to be. BELONGINGNESS at WORK is designed to provide tools and techniques that everyone can use to create an environment where people feel cared for, accepted, respected, and valued.
The team will work on a shared purpose and their team story that naturally creates a cohesive team that wants to be there for each other and work together. If individuals are not committed to the process and the necessary work of the program, that will be a discussion we can have if it arises.
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Ideally the team would be no more than 10 total people, including you as the leader. If you have a team with more than 10 people, let’s discuss this further and see what we might be able to do.
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I want to make sure that the team stays focused and does not revert back to old patterns.
Belonging is one of the keys to creating workplaces designed for human beings rather than human resources and requires ongoing action by everyone involved.
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Communication and continual check-ins will be vital as we work together.
If there are concerns after we start working together, let’s have a difficult and open conversation around it and come to a mutually beneficial solution.
You have questions… I have answers!
Do you have something else you want to share with me?
Send me a note telling me what’s on your mind…
If you are interested in working with me, go ahead and schedule your no obligation consultation…