Michelle Chambers, M.Ed, PCC, CHRL,CTDP, CSODP, EIA, ITCA’s Post

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: 1. employee connections with their colleagues 2. leader 3. employer 4. 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. #CollaborationAndTeams #WorkplaceNetworks #StarrAdvisoryGroup

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

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

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. A more accurate and nuanced perspective I think. https://lnkd.in/gUFcGfrF

Insightful article summarizing research around the types of connections employees value - colleague, leader, employer, and role. Each type of connection will be valued differently across employees (and value may ebb and flow as context shifts) and each type should be considered when introducing change to the organization. It is connected to systems thinking - understanding how a shift in one part of a system will have an impact on other parts of the system, or on other entire systems. Leaders could consider assessing the value employees place on these connections. Employee surveys are likely collecting data closely linked to these constructs (e.g., perceptions of coworkers, teamwork, vision/mission alignment, role clarity, engagement, leader effectiveness, etc). The data could serve as indicators of the strength of these connections but may not already be testing for the extent that these connections are valued. Post-survey follow-up efforts (e.g., focus groups, team workshops) could explore deeper. The idea of connections could also be a great team-building or retreat topic. At a minimum, leaders need to consider how any change effort will disrupt the way people engage and connect with different parts of the organization. Failing to think wide and deep before acting can result in more harm than good. #changemanagement #culture

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

People do what they value, but often they don't understand their values. When we facilitate a conversation on values and motivations with a team, the 'aha moments' come thick and fast. We also help people discover whether they're being motivated in their current role and empower the team to help everyone get more of what's important to them. Growth, trust, autonomy, authenticity, equity, care, knowledge, impact, and more. Make conscious choices to increase job satisfaction, retention, and empowerment. #values #wedowhatwevalue #powerful #insights #teamsessions

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

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

When staff come to the #workplace they build relationships along 4 distinct tracks: with their colleagues, their #leader, their #employer, and their own role. All good so far. There is a plethora of studies providing insights into how to navigate returning to the workplace in person. All have meaningful insights and #evidence of some type. #Organizations, clearly in much smaller form, have been around for hundreds of years. And they overwhelmingly convened in person. Fair to ask how does the recent data compare to those hundreds of years of in-person connections, for which we have no or little data? #data #future #leadership #innovation #management #humanresources #socialnetworking