Can you recall a moment when you joined a group and you instantly felt like you belonged? The energy was just right 🔄

What you might have experienced was the power of “belonging cues” – subtle behavioral hints which gave you a sense that you were safe to share: your identity, ideas and abilities freely.

The EY Belonging Barometer says that as much as 39% of respondents in the study feel the greatest sense of belonging when their colleagues do something as simple as check in with them, both personally and professionally.*

But a lot is shared non-verbally too 😶

Belonging cues include, as Daniel Coyle in his book, The Culture Code says: proximity, eye contact, energy, mimicry, turn taking, attention, body language, vocal pitch, consistency of emphasis, and whether everyone talks to everyone else in the group.

To build a feeling of belonging and adjust the belonging cues to the specific needs of team members, especially in a diverse, often intercultural team, is a true challenge for a leader who wants to be inclusive.

However, there are 3 basic qualities of belonging cues that work universally:

1️⃣ the energy invested in the exchange
2️⃣ valuing individuals 
3️⃣ signaling that the relationship will sustain in the future

Have a look at today’s carrousel to see how these 3 qualities can be expressed by a leader/manager.

What do you think are challenges related to belonging cues when it comes to diverse, intercultural teams? Please share in the comments what you’ve observed or experienced?
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*Source: The Surprising Power of Simply Asking Coworkers How They’re Doing by Karyn Twaronite