Archive for category: Belonging

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Strengthening School Culture Through Appreciation

I recently attended the Milwaukee Talent Summit where Dan Terrio shared a deeply moving story about “human beingness.” He spoke about growing up on the Stockbridge-Munsee reservation and the importance of identity, connection, and showing up as fully human in our work. That message hit home for me because leadership and teaching are not just about plans, data, and outcomes; they are about the people who make learning happen every day and the experience they provide the students.

As we enter this season of gratitude and reflection, it’s a perfect time to focus on your student’s strengths, the strengths of your team, and the culture you are building together.

Strong, healthy school cultures are shaped by daily moments of connection. The personal check-ins with colleagues, the specific praise for a student who did something kind or thoughtful for another student, and the small acts of appreciation help teachers and students feel seen, valued, and motivated.

As we near this reflective season, consider these questions: What’s working well in your school community? What might need a fresh approach? Who might need a little extra TLC?

Gratitude is a simple yet powerful tool to help make those reflections intentional. And gratitude doesn’t just boost morale; it also improves well-being. Research shows that expressing thanks increases happiness, lowers stress, and strengthens overall resilience.

In the busy pace of teaching filled with lesson planning, grading, meetings, and deadlines, it’s easy for relationships and individual contributions to get overlooked. Gratitude brings these back into focus. It invites educators to pause, appreciate one another, appreciate your students, and remind everyone that strong connections fuel collaboration and progress.

Belonging and engagement in schools is deeply connected to how appreciated staff and students feel. All teachers have the opportunity to model gratitude in meaningful ways. A quick shout-out at the start of a staff meeting, a sincere thank-you, or a handwritten note can ripple through your school community, building trust and unity.

For example, a principal might begin a faculty meeting by saying, “Before we start, I want to recognize the incredible teamwork during last week’s parent-teacher conferences. Your dedication made those evenings run smoothly and made families feel welcome.”

A department chair could send a message to their team: “Thank you to the math teachers who collaborated on that new unit plan. Your creativity and teamwork will make a real difference for our students.”

And a teacher might take a moment during recess to thank a colleague: “I appreciate how you stepped in to help with that student this morning. That support means so much.”

If you want a little inspiration to start your own gratitude practice, check out the SoulPancake video “An Experiment in Gratitude | The Science of Happiness.” It’s an oldie but a goodie! It’s a heartwarming reminder of how appreciation lifts both the giver and the receiver. You might find yourself smiling, or even shedding a tear.

I invite you to lead with gratitude through the next month.  Engage in this practice rooted in “human beingness.” Those small moments of genuine appreciation are the threads that weave connection, build resilient culture, and inspire everyone to show up fully. It’s in the everyday, imperfect human-to-human interactions where true leadership happens, one relationship at a time.

Just as Dan Terrio’s story reminded me that leadership is ultimately about our shared humanity, may your gratitude practice elevate not only what gets done but how we show up as educators, together.

From all of us at Yes…And LLC, thank you for leading with care, intention, courage, and gratitude.

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Connection Is the Curriculum: Why Belonging Still Matters Most

As schools continue to navigate the shifting challenges of our time like chronic absenteeism, declining engagement, and growing student needs, it’s tempting to look for a new program, platform, or policy that can fix it all. But if we look closely at what truly drives both attendance and achievement, the answer isn’t new at all.

It’s connection.

Students show up where they feel seen. They work harder for adults who care about them. They take risks, academically and emotionally, when they believe they belong.

The truth is, learning has always been relational. As human beings, we are built for connection. Before students engage with content, they engage with people. The trust they feel in their teachers and the sense of safety they feel in their classrooms are the foundation for everything else that follows.

Belonging isn’t an “extra.” It is the curriculum.

When students feel connected, they’re more likely to attend school, contribute to discussions, take feedback, and persevere through challenges. When they don’t, even the best lessons can fall flat. No literacy initiative or math intervention can make up for a student feeling invisible.

And in a time when schools are under immense pressure to accelerate learning and close gaps, it’s worth remembering: connection isn’t a distraction from rigor; it’s the path to it.

A Personal Reminder

I think back to my own high school experience to understand this more deeply. I was generally a pretty good student; I was pretty much an A-B student with an occasional C, and I knew how to “play school.” But French class was completely different.

My French teacher didn’t make any effort to connect with me or anyone else. It was all about covering content. I was so disengaged that I would lean back in my chair with my foot on my desk, openly showing I didn’t care what the teacher thought. I barely retained any French beyond “deux copies, s’il vous plaît” because we had to write every assignment twice! Even without an education degree, I knew that repeating assignments like that was a waste of time and didn’t help me learn.

I often wonder how different it could have been if that teacher had shared a little about themselves or tried to get to know us. Just a small connection, a moment of interest or curiosity, could have completely changed my engagement. That experience stays with me as a constant reminder: students need to feel seen before they can learn.

Student Voice: The Heartbeat of Belonging

There’s no better way to build belonging than by listening to students. Students want to know that their experiences, opinions, and ideas matter, not just on special occasions or through surveys, but in the everyday rhythm of learning.

Ask them simple, powerful questions:

  • “What helps you learn best?”
  • “What part of today’s lesson helped you most and what was confusing?”
  • “How can I be better for you”
  • “What would make this classroom feel like a place where you belong?”

And then listen; show them you are listening by applying what you are learning about them and how to better meet their needs.  Gather their feedback on activities, projects, and even classroom routines. Use their insights to refine lessons and create space for reflection. When students see their feedback turn into action, they begin to trust that their voices have weight.

This doesn’t cost money. It costs intentionality. Here are a few no-cost ways to amplify student voice and agency:

  • Exit tickets or reflection prompts that ask what helped them learn (or what didn’t).
  • Student-led conferences or goal-setting sessions where students talk about their growth and next steps.
  • Choice in assignments or project formats, giving students autonomy in how they demonstrate learning.
  • Classroom norms or agreements that are co-created with students, so they have ownership of the environment they learn in.
  • Student advisory groups or feedback circles that meet monthly with school leaders to share insights and ideas.

Every time a student’s idea is heard and acted on belonging deepens. And when belonging deepens, motivation follows.

Why This Still Matters

In a world where educators are asked to do more with less, where public trust in institutions is fragile, and where division often overshadows shared purpose, schools remain one of the last truly communal spaces. Every day, they model what belonging looks like in action: adults greeting students by name, teachers offering grace after a hard day, principals showing up in hallways just to listen.

Those moments don’t show up in test scores or dashboards, but they are the heartbeat of a healthy school and definitely contribute to achievement. Connection is not a soft skill. It’s the strategy that sustains hope for both students and adults. So as this school year unfolds, let’s not forget what has always been true:

  • Before students can learn, they need to feel they belong.
  • And before they believe in the work, they need to believe they matter.

A Call to Educational Leaders

For school administrators and leaders, this is your moment to model what connection-centered leadership looks like. Walk the halls and ask students what helps them learn. Invite them into conversations about what school feels like for them. Make listening, not compliance, the hallmark of your culture.

Encourage teachers to try one new practice that centers student voice. Celebrate small shifts. Create the conditions for curiosity, agency, and care to thrive. When leaders make belonging a priority, it sends a powerful message:

Everyone here matters, and everyone here has something to contribute.

Because when connection becomes the curriculum, everything else follows:  engagement, attendance, achievement.

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Using Cultural Competence Assessments to Better Serve Our Students

As educators, we all share a common goal: to create inclusive, affirming learning environments where every student can thrive. One powerful way to support this goal is by developing our own cultural competence, which is our ability to relate to, communicate with, and effectively interact with people from different backgrounds. Cultural competence is not static; it grows with reflection, learning, and intentional practice.

To support this growth, many educators are turning to research-based tools like the Intercultural Development Inventory (IDI), CQ Behavioral Preferences, and the CQ 360 Assessment. Each of these assessments offers unique insight into how we experience cultural differences, how we respond to them, and where we may need to stretch in order to connect more deeply with the diverse students and families we serve.

Why These Assessments Matter

Students bring their whole selves into the classroom, including their identities, experiences, and perspectives. When educators are aware of their own cultural patterns and preferences, and how those may differ from their students’, they can reduce unintentional bias, build stronger relationships, and create more equitable experiences.

These assessments help us:

  • Recognize where we are on our intercultural development journey (IDI)
  • Understand our preferred styles of interaction across different cultural contexts (CQ Behavioral Preferences)
  • Gain feedback on how others perceive our cross-cultural behaviors and effectiveness (CQ 360)

What You’ll Learn

  • The IDI provides a developmental framework that helps individuals and teams see where they are starting from and what growth steps will help them more effectively engage across differences.
  • The CQ Behavioral Preferences inventory helps illuminate which communication and relational styles we naturally prefer and which may feel more challenging—such as direct vs. indirect communication or individual vs. group-focused approaches.
  • The CQ 360 goes a step further by gathering perspectives from colleagues, supervisors, or students, giving you a fuller picture of how your cross-cultural behaviors are experienced by others.

Together, these tools act like a cultural mirror, helping us see our strengths and growth areas with clarity and compassion. They also provide action steps for development; not as a one-time checklist, but as part of a lifelong learning process.

Putting Insight into Action

Assessment without application misses the point. These tools are most powerful when paired with facilitated reflection, coaching, or professional learning communities where educators can unpack what the data means and how to translate it into better practice.

When teachers become more culturally self-aware, it directly impacts students. Instruction becomes more relevant. Classroom norms become more inclusive. Discipline becomes more just. Relationships become more authentic.

Bottom Line

Cultural competence is not about having all the right answers; it’s about becoming more aware, more adaptable, and more committed to growth. These assessments are not about judgment; they’re about insight. And with that insight, we can serve every student with deeper empathy, equity, and excellence.

Want to learn more or bring these tools to your school district or team? Let’s talk! Your journey toward greater cultural competence can start with a simple step, and the impact will ripple out across your classroom and beyond.

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The Power of Psychological Safety: Creating a Learning Zone

In the fast pace of our daily lives, we can easily overlook just how important it is to feel emotionally safe especially in our workplaces. Psychological safety is more than just a nice-to-have; it’s the foundation of trust, innovation, and authentic connection. When we feel free to express ourselves without fear of judgment or retaliation, we’re able to show up fully, take creative risks, and speak honestly. In turn, we create the conditions for others to do the same.

Workplaces rooted in psychological safety see higher levels of engagement, collaboration, and creativity. When we don’t have to waste energy guarding ourselves, we can focus more deeply on meaningful work and relationships.

Organizational psychologist Amy Edmondson, who introduced the concept of psychological safety, emphasizes the importance of balancing it with accountability. Growth happens when we feel safe enough to take risks, yet are still held to high standards, which is what Edmondson calls the “learning zone.” It’s in this space that mistakes become stepping stones for progress. This concept beautifully mirrors one of a growth mindset value of failing fast. We’re encouraged to experiment, take bold action, learn quickly from what doesn’t work, and adapt along the way.

Creating psychological safety isn’t accidental; it takes conscious effort, courage, and deep empathy. Leaders at every level must model authenticity by admitting mistakes, seeking feedback, and showing care for those around them. It also means embracing discomfort and engaging in hard conversations with openness and respect. Crucially, it involves recognizing and addressing power dynamics so that all voices are heard and valued.

As we reflect on the widespread impact of toxic workplace cultures that have been highlighted by movements like “The Great Resignation” and trends like “quiet quitting”, the need for psychological safety becomes even more urgent. Today’s organizations rely on innovative thinking and adaptability to stay competitive. But when employees don’t feel safe to speak up, share concerns, or propose new ideas, the entire organization suffers. A lack of psychological safety doesn’t just hinder morale; it dulls an organization’s ability to grow, evolve, and thrive.

That’s why we must intentionally build cultures where people feel safe to be vulnerable, to challenge the status quo, and to try, fail, and try again. The path to innovation and resilience begins with a commitment to human connection.

Let’s make a daily commitment to foster psychological safety in our workplaces and communities. Let’s be brave enough to ask for help, own our missteps, and create environments where everyone feels seen, heard, and respected. Because ultimately, psychological safety isn’t a one-time achievement. It’s a daily practice grounded in kindness and trust.

As Maya Angelou once said, “People will forget what you said, people will forget what you did, but people will never forget how you made them feel.” Let’s make each other feel safe, supported, and genuinely connected because that’s what truly lasts.

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The Declining Sense of Belonging: Why It Matters for Workers & Students Alike

Belonging is a core human need, essential for people of all ages. And yet, far too many individuals are feeling disconnected in the very places where they spend the majority of their time. According to a 2019 Harvard Business Review article, 40% of employees report feeling isolated at work. In Wisconsin schools, only 53.6% of students say they feel a strong sense of belonging, a significant decline from 70.8% in 2017 (2023 Wisconsin Youth Risk Behavior Survey).

This growing sense of disconnection is more than a fleeting concern that has real consequences. Whether in schools or the workplace, a lack of belonging impacts mental health, productivity, engagement, and well-being. The data is clear: we must act with urgency and empathy to reverse this trend.

Why Belonging Matters

Belonging isn’t a buzzword; it’s a feeling. It’s the emotional experience of being seen, accepted, and valued for who you are. When people feel like they belong, they are more likely to thrive academically, professionally, and personally.

Research consistently shows that a strong sense of connection leads to improved performance and well-being. In contrast, when belonging is lacking, motivation dwindles, mental health suffers, and the risk of disengagement and risky behaviors increases.

Workers: The Business Case for Belonging

The workplace is not immune to these issues. Just as students struggle to feel connected, many employees report feeling alienated and unsupported. The Paradigm Belonging Report makes a compelling case: belonging is not a “nice-to-have”. It’s a critical driver of business success.

Why it matters:

  • Engagement & Purpose: Employees with a strong sense of belonging are nearly 10x more likely to be engaged and twice as likely to find meaning in their work.
  • Performance & Retention: Belonging boosts job performance by 56%, reduces turnover risk by 50%, and cuts sick days by 75%.
  • Financial Impact: For a company of 10,000, this can translate to $52M in annual savings.

And yet, disparities persist. Non-binary, LGBTQ+, disabled, and racially diverse employees are consistently less likely to feel they belong. Addressing these gaps not only supports equity but also strengthens overall team cohesion and innovation.

In a 2023 Harvard Business Review article, U.S. women of color in tech identified peer and manager support as the most critical contributors to their sense of workplace belonging. The takeaway: relationships and leadership matter deeply.

BetterUp’s research further expands our understanding of belonging connecting it to concepts like mattering, inclusion, and identity. When employees feel accepted and part of something bigger, they’re more loyal, innovative, and motivated to grow.

Students: A Crisis of Connection

The 2023 Wisconsin Youth Risk Behavior Survey (YRBS) paints a sobering picture: students are reporting lower levels of protective factors like school belonging and social support. While just over half (53.6%) of students feel they belong in their school community, that number has declined steadily since 2017.

Certain student groups experience this decline even more acutely:

  • Female students
  • Students of color
  • LGBTQ+ students
  • Students with disabilities or chronic health conditions
  • Students receiving special education services
  • Those facing food insecurity
  • Students who move frequently
  • Students earning D’s or F’s

For these youth, the absence of belonging isn’t just emotional. It’s tied to increased exposure to violence, poor mental health, and risky behaviors.

According to the CDC’s 2013–2023 Youth Risk Behavior Data Summary:

  • Female and LGBTQ+ students report significantly higher rates of mental health challenges and suicidal thoughts.
  • While substance use and sexual activity have declined, protective behaviors (like condom use) have also decreased.
  • Experiences of violence and emotional distress have continued to rise over the past decade.

These findings underscore the urgent need to build school environments where every student feels connected, supported, and safe. Positive relationships with adults, involvement in extracurriculars, and authentic inclusion are powerful protective factors that can turn the tide.

So, What Can We Do?

Belonging doesn’t just happen. It is intentionally cultivated. Leaders, educators, and community members alike must prioritize it every day.

Here are a few key reflection questions for decision-makers:

  • Are we equipping people managers with the skills to lead across lines of difference?
  • Do we recognize and address the intersectionality of identities in our classrooms and workforces?
  • Are our systems and structures creating inclusion or unintentionally reinforcing exclusion?

If you’d like to explore how your school, organization, or team can strengthen belonging, reach out to Yes…And LLC for a free consultation. Together, we can create communities where everyone has a place and every voice matters.

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