When Culture Isn’t Intentional, Dysfunction Becomes the Default.

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Welcome to the Leader’s Lens: The Perspective Shift issue!

This issue offers a fresh perspective and actionable tips to enhance your leadership this week.

Send me an email and let me know how you plan on implementing this perspective shift in your leadership!

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Belonging Is the Bottom Line. But Who's Building It?

You know that phrase, “Culture eat’s strategy for breakfast?”

Kimberly S. Reed’s perspective in this Rolling Stone article needs to be one we reflect on as well:

"People don't leave companies. They leave cultures that make them invisible."

I've seen this play out in my consulting work and day-to-day role: talented people walking away not because of the job, but because they never felt like they truly belonged.

Most mid-level leaders with say they care deeply about their team. But caring isn't enough if your culture runs on autopilot. You can have the best intentions, but if you're not being intentional about belonging, dysfunction becomes your default.

BetterUp found that when employees truly belong, companies see a 56% increase in job performance and a 50% drop in turnover risk. 

I have fallen into this trap before, and it take intentional leadership to work out of it.

What if you were the leader in your organization that owned belonging? You didnt pass it off for someone else to manage or oversee, but it was a core part of your engagement retention and leadership lens?

What's the tension?

You're expected to deliver results and foster a strong culture, but no one handed you a culture playbook.

This is very common in leadership roles today.

The changes in the workplace encourages a leader who is attentive to the needs and psychological safety of the team, but aside from affecting team performance by managing operations, those “soft skills” are not necessarily outlined in the blueprint.

3 Practical Things You Can Do This Week:

One of my core messages in leadership coaching is this:

Belonging isn't built through grand gestures. It's built through small, consistent actions that signal "you matter here."

Here are some practical actions you can take to build that belonging bridge in your leadership.

1. Run a 10-Minute "Team Belonging Check"

Ask these two questions in your next team meeting or 1:1:

• "When do you feel most valued here?"

• "When do you feel unseen or unheard?"

Why it works: You get real-time insight without a survey. And you show that voice = value.

2. Track Inclusion Like You Track Output

On your team tracker, add a weekly column:

• Did everyone contribute in meetings?

• Were diverse perspectives heard and used?

• Who got recognized this week and for what?

Why it works: What gets measured, gets managed. Culture isn't invisible when you treat it like data.

3. Audit One Leadership Habit

Pick one behavior you model. Ask:

"Does this create safety, trust, or connection or does it silence it?"

Try replacing:

• "Let's move on quickly" → "Let's pause and hear one more voice."

• "That's not how we do things" → "What would it look like if we tried a different approach?"

Why it works: Small shifts = big signals.

Reflection and Action

Belonging connection with purpose.

It's what makes teams stick. And it's what makes leadership meaningful.

If your team is watching your tone, your time, and your trust-building moves…what are they learning?

Here's the hard question I want you to sit with: Where have I accidentally made people feel like outsiders?

This is not to shame yourself, but to grow. Because awareness is the first step toward creating the culture your team deserves.

Keep building and bridging,

Ray

Let’s build Inclusive Workplaces together!

I am continuing to develop the Inclusive Leader’s Playbook as a resource to give you 13 weekly practices focused on building a more human-connected workplace through your leadership.

Not only will you get actions, you will get a guide to reflect on your efforts to build that inclusive workplace community where every identity belongs and thrives!

Plus, I am working on a structured rhythm and accountability centered on the book to help sustain your growth and momentum in community!

You want in? Simply click the link below and you will be updated when it drops!

Whenever you are ready, here are ways you can work with me:

• 🎤Speaking - As a Speaker and Facilitator, I will engage your team on how belonging and inclusivity can increase your team dynamics! ​Book Ray Now

• 🤝Coaching - As a Coach, I will help you enhance the power of inclusivity and empathy to be an effective leader through an equity lens! Book a Call Now

• 📘Consulting - As a Consultant, I will help strengthen your organizational culture to increase the employee experience and retention! Book a Consultation Now

P.S. - Thank you to those who have filled out the survey letting me know more about your leadership journey! I am excited to dive into the results over the next couple of weeks to provide you with resources and content that will support your leadership! If you haven’t filled it out yet, do so by clicking the link here!

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