Most leaders I work with want to do right by their people.
They want their teams to thrive, to feel connected, and to experience a sense of belonging at work. Where things tend to go sideways isn’t a lack of care or effort; it’s a lack of clarity.
Organizations often aren’t clear about what they are willing to consistently give. Instead, they overpromise and underdeliver, leaving staff feeling disappointed, confused, or even betrayed. That’s often when people start mentally checking out, and even when resentment begins to fester.
Over time, this lack of clarity starts to shape how people show up. Leaders overextend themselves trying to meet competing expectations. Hard conversations are avoided to keep the peace. Expectations become inconsistent and shift depending on the situation or the person. No one is satisfied, and that’s usually when things start to unravel.
Belonging at work isn’t about constant comfort or everyone getting along. It’s behavioral. It shows up in how people are treated, how disagreement is handled, and whether standards are applied consistently, especially when there’s tension and people are worn out.
Being clear about what you can and cannot expect from work does more to sustain trust than forced harmony ever will.
That’s what we’re focusing on in this month’s Lunch & Learn, what actually sustains working relationships in times of stress and tension.
Belonging Under Strain: What Sustains Connection When Tension Is High
🗓️ Wednesday, February 25, 2026, 12:00–12:45 pm ET
If this feels relevant to you or your team, you can learn more and register here. If you’re unable to attend live, register to receive the replay and digital toolkit.
