In aeronautics, a vector is a path of travel. And, vectors or paths of travel are needed right now for teams managing an unprecedented amount of disruption.
To put it mildly, employees are overwhelmed and disengaged due to constant disruption from the news cycle, divisive politics and technology changes, hindering their ability to perform at their best. That is why Vijay Pendakur wrote The Alchemy of Talent, which offers a research-based guide to help leaders transform their teams by fostering resilience, innovation, and high performance through actionable skills and strategies.
After leading DEI and business in the technology and higher education industries, Pendakur realized a common challenge: fatigue due to constant disruption. Leaders are dealing with unprecedented waves of disruption and are looking for practical every day actions they can take to lead more effectively, now more than ever.
After researching, studying and practicing various styles of leadership himself, Pendakur uncovered the most common ingredient to a healthy and high performing team: belonging.
“If you feel like you’re working in an earthquake, focusing on team belonging is a smart investment. Helping your team feel a greater sense of purpose in their work, feeling connected to each other, and gaining a sense of pride in their contribution to the team’s success all support your team remaining buoyant during periods of uncertainty and change,” Pendakur found. These factors ladder up to a greater sense of belonging, where people are more inclined to do their best work.
As Pendakur says, “A team that belongs is able to withstand disruption.” If this were a story, the antagonist would be disruption and the antidote is disruption readiness. It’s not a matter of when or if disruption will happen, it is a matter of how soon. Leaders need to be ready for frequent disruptive events.
Pendakur uses sports teams as an example of resilience in the face of disruption. The conditions of a game or season are often unpredictable. He found that sports coaches that produce results invest in a deep well of belonging, and the output is resilience. The winningest coaches adjust their approach to the player and for context. When an unknown variable presents itself, injuries or unforeseen game plan adjustments, instead of splintering and blaming each other, inclusive teams perform because they are deeply connected to their team and they understand how their individual work contributes to the team’s ability to win.
According to Coqual’s “The Power of Belonging” heuristic for belonging, they found four primary vectors of belonging. Pendakur sees these as the key areas of focus for leaders that want resilience in the face of disruption. Teams with high rates of belonging feel:
- Seen
- Connected
- Supported
- Proud
Seen
Feeling seen means the people around you understand you, what makes you tick and your core motivations. Feeling seen goes beyond just being noticed. It’s about having your true self acknowledged and understood—your quirks, your passions, your unique perspective. When you feel seen, it means the people around you “get” you. They recognize your strengths, appreciate your vulnerabilities and understand what truly motivates you. This deep level of understanding fosters trust, acceptance, and a sense of belonging, creating fertile ground for genuine connection and meaningful relationships.
Connected
Those with higher rates of belonging have more positive, authentic connections with peers, leaders and managers. To facilitate connection in an environment, prioritize creating a space where people feel truly seen and heard. Encourage active listening, empathy, and open communication. Promote opportunities for shared experiences, whether it’s team projects, social events or collaborative brainstorming sessions. Recognize and celebrate individual contributions to reinforce each person’s value within the group. When people feel appreciated and understood, they’re more likely to form authentic bonds and contribute more fully.
Supported
Feeling supported at work is a game-changer. It’s about more than just having your back; it’s about empowering growth. When employers provide opportunities to learn new skills and tackle fresh challenges, it ignites a sense of purpose and progress. This continuous learning not only boosts confidence and competence but also transforms the work experience. Suddenly, it’s not just a job; it’s a journey of discovery and development. This shift in mindset fosters a deeper connection to the work itself and the people you collaborate with, making every day a chance to evolve and contribute in new ways.
Proud
Pride in your work comes from a deep sense of alignment. When an organization’s mission, vision, and values resonate with your own, you feel a powerful connection to something bigger than yourself. This shared purpose fuels your passion and drives you to contribute meaningfully. You become an ambassador for the company, proudly championing its goals and embodying its principles. This alignment creates a sense of belonging and ownership, fostering a strong bond between the individual and the organization.
If you want to better navigate disruption, consider these four belonging vectors. Rather than look at them as a check the box exercise, think about what your team strengths and weaknesses are. How could you bolster your strengths or build upon your weaknesses? The real work of belonging starts with what’s in it for me (WIIFM) as a leader. Do you want more resilience, better results or less attrition of high performers? What is that worth to you and your team? What’s possible?
As Dan Coyle says in his book The Culture Code,”Leaders must go first.” This essentially means that effective leaders need to demonstrate vulnerability and openness by sharing their own mistakes, insecurities, and limitations before expecting their team members to do the same, thereby creating a safe space for open communication and trust within the group. As Pendakur underscores, “Your team will not go to a place that you will not go yourself. The leader sets the ceiling on the team’s capacity to navigate disruption.”
The antidote to navigating disruption is to proactively prepare your team for it. Pendakur emphasizes the importance of belonging as the key ingredient navigating disruption with the four primary vectors of belonging: feeling seen, connected, supported, and proud. Leaders must go first by demonstrating vulnerability and openness to create a safe space for open communication and trust within the group.
Special thanks to Dr. Vijay Pendakur, author of The Alchemy of Talent: Leading Teams to Peak Performance, for the insights for this article. Want to be an even more inclusive ally? Stay in the know with allyship and inclusion tips each week in our community.