Thank you Evergrow 24 and Kelly Tweeddale for allowing me to do a conversession with you about a Belonging Culture framework and approach for better HR/People operations. Kelly shared 4 areas of concern with me that bubbled up for you all in the cohort. You may right-click save as either the PDFs and/or images used during our time together. Also, I loved what I saw from the work that you and Kelly have been together!

• employee retention

• talent acquisition

• incentives beyond monetary compensation

• company culture that’s good for your business (core values)

So, I structured the conversession in this order to address those concerns by tapping into your own understandings and experience:

1. From a model of Real Belonging, where you belong when you feel, own, and care for them, in their successes, dreams, and failures. And, they feel, own, and care for you in yours. It’s a two-way street

2. A Model of Unite & Fight vs Fight/Flight, and, the Relationship of Fear, Belonging, and Aspiration
   
   We didn’t get to this last section, #3, so, I’d like to offer Evergrow24 another one-hour conversession to cover the six areas of belonging culture to give you a more concrete path to creating a competitive advantage that goes beyond entrée compensation for retaining and attracting employees.

3. Introduce the frame: The 6 Areas of a Belonging Culture for optimal performance and retention

Real Belonging vs. a Sense of Belonging defined

Here’s the link to the pdf infographic Belonging Magic Quadrant.

The question:
How well do you work when a dear loved one isn’t well?

Tapping into the group’s own experiences to understand this.

When our belonging is at risk, our ability to perform drops until our belonging is in a good state again. With belonging in good standing we perform at our optimal.

Conversession focus:
Introduce belonging as feel, own, and care for, in successes, dreams, and failures. Setting the ways your company belongs as a foundational space for employee retention, acquisition, and an incentive beyond compensation.

Culture = The ways We Belong + The Ways We Get Sh!# Done.

Here are the infographic pdf links:
Belonging Feel Own Care Infographic
Getting to Company Lived Core Values
Example Company Lived Values as Verbs
The questions:

How will your company tribe members define themselves by how they feel, own, and care for each other, if you don’t get them an uncompromised 1 to 4 core values?

What does it look like for a person to live those values in your company?

Ground the Ways Your Company Belongs in her lived core values, for invitation, and as boundary, your source for calling your people back into rightness, retaining them, and attracting them for growth. As humans we belong, or we leave.

Conversession focus:
Lived core values (values as verbs) that guide every decision in your company. How to live in the ways of the tribe, and weigh every decision, including hiring and firing. Core values become the lighthouse to call somebody back into rightness in the company. If they choose not to, they choose not to work there.

Offer…

Here’s the link to the pdf infographic:
6 Aspects of Belonging for a High Performing Culture

We didn’t get to this in the conversession. So what I’d like to offer Evergrow24 is another one-hour session, either in person for the group or we can do it over Zoom to go over the 6 Areas of a Belonging Culture for High Performance.

Pay may get them to your company, but it doesn’t keep them there. 6xYes for the 6 Areas of a Belonging Culture for High Performance does.

Options for help! I’d love to help ya out.