César Beltrán Miralles’ Post

Leaders, how to foster connections at work place? A must skill to capatalize and grow ! Connection in the workplace is commonly thought of as a single dimension that prioritizes interpersonal relationships with co-workers. However, in a recent research collaboration, the research team at the NeuroLeadership Institute (NLI), along with technology firm Akamai, identified that connection in the workplace is, in fact, made up of four interrelated and essential elements: employee connections with their colleagues, leader, employer, and role. This more accurate and nuanced view of workplace connections has implications for how organizations can design intentional talent strategies to create workplaces where employees are committed, engaged, and performing. #connections #peopleconnectionsatwork #peopleconnections

Feeling connected to your company doesn't just mean liking your co-workers... In fact, new research has found that connection in the workplace is made up of four "interrelated and essential elements": employee connections with their team, leader, employer, and role. The more we as leaders understand these nuances, the better we can build cultures that support connection in all these areas. And that to me sounds like building a company people want to work for. #ServantLeadership #EmployeeEngagement #CompanyCulture

When we think of “connection in the workplace” we think of “a single dimension that prioritizes interpersonal relationships with co-workers.” But research from the NeuroLeadership Institute (NLI) along with technology firm Akamai have other elements to add to the mix. They found that connection in the workplace is “made up of four interrelated and essential elements: employee connections with their colleagues, leader, employer, and role. This nuanced view of workplace connections has implications for how organizations can design intentional talent strategies to create workplaces where employees are committed, engaged, and performing.” A shift in perspective that can mean more than we realize. #Connection #BusinessLeadership

Workplace Connections and the Return to Work Impact!! I thought this was a really interesting read about workplace connections and a holistic decision-making process regarding the impact of "return to work." The article discusses the different types of connections at work and how these are impacted by the return-to-work decision. Viewing and assessing all of them is more likely to ensure the right decision. #Connections #Leadership

Connection in the workplace plays a key role in the formation of organizational culture. However, many of us misunderstand how this connection is actually created. "Connection in the workplace is commonly thought of as a single dimension that prioritizes interpersonal relationships with co-workers," says Khalil Smith, Brigid Lynn, and David Rock. However, they assert that connection is actually multi-dimensional. There are 4 main elements of connection in the workplace: employee connections with their colleagues, leader, employer, and role. It's important that leaders invest in helping their employees foster each one of these connections. #WorkplaceConnection #CompanyCulture #Leadership

We've known for quite some time that connections at work are important for engagement and productivity. This article from Harvard Business Review gives a fresh perspective on four interrelated and essential elements including connection with colleagues, leader, employer and role. This is a well worth reading. Thanks to authors, Brigid Lynn, PhD, MPH, Khalil Smith, & David Rock. #connectionsatwork, #Culture #Employeeengagement

Surprise! Return to office mandates are having a negative impact on retention, productivity, and engagement. And a really interesting new article from Khalil Smith, Brigid Lynn, and David Rock, at the NeuroLeadership Institute, explains in part why that might be... "Connection in the workplace is commonly thought of as a single dimension that prioritizes interpersonal relationships with co-workers. Indeed, research shows social connection is extremely important. However, in a recent interorganizational research collaboration, the research team at the NeuroLeadership Institute (NLI), along with technology firm Akamai, identified that connection in the workplace is, in fact, made up of four interrelated and essential elements: employee connections with their colleagues, leader, employer, and role (CLEAR)." As usual, there is no one size fits all policy fix to the issue, and it's up to leaders to find ways to make it work. But one thing is absolutely certain- knowing the connection preferences of your team members is a great place to start. Want to learn how you can use the CLEAR connections model and leadership coaching to navigate this space? Check out the article and then reach out to Cassandra-Helenus Partners for help. #leadershipdevelopment #leadershipcoaching #brainscience

In a thought-provoking article by Khalil Smith, Brigid Lynn, and David Rock, the NeuroLeadership Institute and Akamai shed light on the multifaceted nature of workplace connections. Rather than viewing connection as merely interpersonal relationships among colleagues, the authors present a framework encompassing four essential elements: connections with colleagues, leaders, employers, and one's role (CLEAR). This nuanced understanding emphasizes the need for organizations to adopt intentional talent strategies that foster commitment and engagement. As many employees experience fractured relationships at work, leaders must move beyond simplistic solutions and recognize the unique needs of their workforce. By doing so, they can cultivate a more cohesive and motivated environment that drives both employee satisfaction and business success.

"It’s crucial that business leaders move beyond a one-dimensional view, and get clear on what workplace connections really are and how to leverage them to create the best outcomes for their employees and business." #leadershipdevelopment #connection 

With many employers requiring workers to return to the office, they are finding varying levels of success in doing so. One of the reasons is a limited understanding and appreciation of the various types of relationships that exist in office cultures. In this new Harvard Business Review article, the authors explain how a more nuanced approach to interoffice relationships that considers the following four interrelated elements: employee connections with their colleagues, leader, employer, and role, can help make the return to the office more successful and rewarding for everyone.  #leadership #careers #employeeengagement