Thank you, Furtado Associates and [Josh / Jessica Richter], for letting me do a conversession with your leaders about Feel-Own-Care Belonging and the Six Belonging Agreements. I loved what I saw in the room, especially how quickly you moved from listening to sharing your own stories. You may right-click and save any of the PDFs and images from our time together.
Here’s the throughline we followed:
Belonging → Oxytocin/Serotonin Activation → Team OS → Fear-Of shifts to Fear-For → Elite Performance
What we covered:
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.
Team OS, the neurobiology that real belonging activates
Fear-Of shifts to Fear-For, and the voices in your head that help or hurt
Lived Core Values, turning Active Inclusion, Quality and Excellence, and Community Impact into verbs
The Six Belonging Agreements, the six yeses that make elite performance inevitable instead of hopeful
Real Belonging vs. a Sense of Belonging
Image of Belonging’s Magic Quadrant for Workplace Minds PDF
Here’s the link to the pdf infographic Belonging Magic Quadrant.
Belonging is a state of being, in relationship with others. 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.
A “sense of” belonging is passive. You can have acceptance, inclusion, and identity and still not belong, by your choice or by theirs.
The question: Think of someone you felt for, took emotional ownership of, and cared for. They were that way for you, too. What did that make possible?
Conversession focus: Pair-up Share-up. You told the stories, and you listened without fixing.
Culture = The ways We Belong + The Ways We Get Sh!# Done.
Image of Belonging Feel Own Care Infographic PDF
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?
Image of Getting to Company Lived Core Values PDF
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.
Image Example of work done to help the client create their lived core values.
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.
Image 6 Aspects of Belonging for a High Performing Culture PDF
People-Purpose-Pay, Incentives other than pay, so you can get and keep your employees, The 6 Areas of Your Belonging Culture
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.
Founder/CEO Coaching for belonging and high-performance company cultures, we can do that directly. www.heartbasedleading.com