Belonging: The Key to High Performing Teams?

As leaders, we have historically focused on strategies, efficiency, and results. Whilst we’ve welcomed a shift into the realms of company values, mission statements and the importance of people; it just hasn’t quite hit the mark. Like something’s missing.

What if the true catalyst for high performance isn’t just about skills, systems or fancy words? What if it’s about something simple yet deeply human…Belonging?

This question was at the heart of our recent Leadership Book Club interview with Owen Eastwood, a renowned performance coach and author of Belonging. Drawing from his experience working with elite sports teams like the All Blacks, the European Ryder Cup Team, and Chelsea FC, Owen shared invaluable insights into how fostering belonging can transform teams.

The Power of Belonging

At its core, belonging is simple. It’s a place where we can show up as our authentic selves whilst feeling empowered and safe to access our full range of skills, abilities and potential. When we feel a sense of belonging, we feel that our presence and contributions are valued. Psychologist Carl Rogers defines it as:

“A unique and subjective experience that relates to a yearning for connection to others.”

Owen emphasised that belonging isn’t a nice to have; it’s essential. It reduces anxiety, builds confidence, and fosters resilience. When individuals feel they truly belong, their stress decreases, motivation rises, and performance improves.

This isn’t a modern leadership concept; it’s something deeply rooted in history and culture.

Whakapapa: Connecting Past, Present, and Future

A key concept Owen shared was Whakapapa, the Māori belief in understanding our place in a long line of people—from ancestors to future generations. Leaders should see themselves as guardians, ensuring people thrive today while setting the stage for future success.

For me this resonated deeply, in an environment that can often feel isolating and hyper individualised how do we set our own egos aside to build a path for a better future without us?

The Deal: Mutual Commitment

Owen introduced the idea of a “deal” between organisations and individuals:

• Leaders must create a space where people feel safe, respected, and able to perform.
• Employees must commit to the organisation’s values and standards.

When both sides uphold this deal, trust and high performance will follow.

The Role of Emotion and Storytelling

High-performing teams don’t suppress emotions; they embrace them. Owen highlighted the power of storytelling in building belonging. A shared narrative unites teams, reinforcing their purpose and strengthening connections.

The Dignity Principle

At the core of Owen’s philosophy is a simple truth: to get the best out of people, protect their dignity. Regardless of status, every person should feel valued and respected.

Final Reflection

Belonging isn’t complicated—it’s about making people feel valued and included. It starts from the moment someone agrees to join a team. We know and remember the people who have cultivated spaces where we have felt belonging. Whether that’s friends, family, colleagues or bosses. These are the people we are willing to give our best to.

As a parting thought I invite you to think about the people in your life who embody belonging. What do they do that makes a difference? How can you bring that same presence to your own Leadership?

If this resonated with you and you would like to watch the full interview check out our recording clicking on the link below:

Leadership Book Club with Owen Eastwood, author of Belonging

“True belonging doesn’t require us to change who we are, it requires us to be who we are” – Brene Brown.

Photo by Amer Mughawish on Unsplash