How Leaders Can #UnlockBelonging

Belonging is one of the most powerful drivers of employee success—we’ve found that when an employee feels like they belong, they are 10x more likely to be engaged. They’re also more likely to find purpose in their work and trust their employer’s decision, and empowered to drive innovation. 

Leaders play an outsized role in unlocking belonging for their teams. In these stories, Paradigm team members share personal experiences that highlight how leaders in their organizations were able to #unlock belonging. 

Finding a Workplace Where I Could Truly Be Myself

By Alex Loukellis, Sales Manager at Paradigm

At my previous jobs, coming out always felt like a process—deciding when, how, with whom, or even if I should share my identity. The constant mental stress and emotional burden of calculating how much of myself I could reveal made it hard to focus on my work. 

But it felt different when I started at my last company (and at Paradigm!). There were LGBTQ+ employee resource groups (ERGs) already in place, and from day one, it felt like a safe and inclusive environment. I didn’t have to explain myself or deal with the usual worries of being queer in a professional setting; I could bring my authentic self to work.

A big part of this feeling of belonging came from my direct manager. They used the correct language when asking about partners and showed genuine interest in my personal life without making assumptions. Another key influence was a previous colleague and mentor who helped me get the role. Seeing him thrive in a leadership position as an openly queer person made me feel like there was a path for me too. His presence in leadership showed that the company valued diverse perspectives and that LGBTQ+ employees had growth opportunities.

The company’s large LGBTQ+ community and regular bonding events only reinforced that sense of belonging. I never felt the need to hide who I was—it was simply part of the culture.

The Power of Feedback and Flexibility

By Tess Thomas, Senior Director of Talent and Culture at Paradigm

I’ve always thrived in process and structure. They help me stay focused and enable me to work effectively, optimizing my time. Earlier in my career, a leader I worked with pushed me to be more flexible, given that our ever-changing environment required agility. But I approached the situation differently—I doubled down, believing wholeheartedly (based on my experience and knowledge) that leaning into process and structure would be what got us through challenging moments. We clearly disagreed, and I genuinely questioned whether this was the right working culture for me.

However, a week later, that leader met with me to share their perspective and listen more openly to mine. Together, we found ways of working to help us achieve the right outcomes. 

Because this leader took the time to provide thoughtful feedback and collaborate with me to explore new solutions, I felt seen and valued in my role. It was one of the first moments there that I felt like I belonged. It was a pivotal moment in my career, helping me adopt a growth mindset in how I approached my work overall.

Finding Confidence Through Belonging

Dr. Carissa Romero, Co-Founder and Managing Director at Paradigm

I often question my belonging when starting something new. When I went to college at Emory, I felt unsure if I could keep up academically or make friends. Starting my doctoral program at Stanford, I wondered if I was intellectual enough to succeed and build lasting relationships.

When I joined Paradigm a decade ago, I wasn’t sure companies would see the relevance of my academic background. My two co-founders made a huge difference in helping me feel like I belonged. They didn’t just value my input when I spoke up—they proactively included me in client projects where my research was especially relevant. They encouraged me to use my expertise to shape our offerings and approach. Over the years, whenever I doubted myself, their unwavering confidence in me helped me not only take on new challenges but also approach them with curiosity and a growth mindset.

Now, I feel comfortable trying new things, making mistakes, and learning along the way. This is the kind of environment I want to help our clients create, and I’m grateful to work with leaders who foster this for one another.

These stories show the crucial roles leaders play, directly and indirectly, in creating environments where employees feel they truly belong. If you’re interested in more real world examples of unlocking belonging, check out the fist blog in this series. 

December 3, 2024

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