What if the strongest teams were also the most inclusive?

One of those moments where nothing had to be said.

I remember a very specific moment, but it wasn’t an isolated case.

I had just hired a new employee. She was, of course, competent, committed, and calm. But she came from a workplace where people rarely shared their opinions, for all kinds of reasons. A place where asking questions, or even saying “I don’t understand,” wasn’t always welcomed.

In the first few weeks, I could feel it, something in the air. A silence that felt just a little too polite, even for someone starting a new job. Glances that sought approval more than genuine exchange.

I’ve always taken the time to personally welcome every new employee. And when I could, I’d have lunch with them on day one. Not to talk procedures or deliverables, but to discover the human being behind the résumé. To plant a seed of trust right from the start, before performance ever entered the picture.

And sometimes, even with all that, I knew I had to go further.

So I’d repeat, more than once: “Here, you’re allowed to disagree, to ask questions and to express doubt. The only thing I ask is that it’s done with respect.”

“It’s okay if it doesn’t sound ''constructive'' yet, sometimes, you don’t know if it is until you’ve actually said it.”

And when I could still feel something holding them back, I wouldn’t let the discomfort grow quietly. I’d ask directly:

“You seem preoccupied. Is something off? Do you have questions?”

It’s wild how trust doesn’t just show up because we said it’s welcome.

It’s something we weave in silences, in glances, in the little things we say that slowly open space for what’s real.

And that, to me, is where the beauty lives.

When belonging fuels performance

We often talk about performance in terms of skills, goals, and numbers. But in truth, the best results come from environments where people can be fully themselves.

There’s no need to walk on eggshells.

No need to overexplain.

No need to fake being fine just to save face.

A climate of trust isn’t a luxury. It’s the foundation and leaders who understand that create teams that are stronger, more creative, and more sustainable.

What research confirms (and many professionals already feel)

Organizations with a high sense of belonging tend to have:

• Higher retention

• Lower absenteeism

• More spontaneous collaboration

• And most of all: greater capacity for innovation

Why?

Because people in those spaces are truly available: mentally, emotionally, and strategically.

When you don’t spend your time walking on eggshells, trying to guess what’s “safe” to say...When you’re not afraid of being criticized for an idea that’s just a little too bold...When you don’t risk being seen as “difficult” just because your brain works differently, maybe even bubbling over with creativity...

That’s when you become free to bring your whole self forward.

And that’s what inclusion really means. It's not a façade. But a conscious choice to welcome the richness inside every expression of uniqueness.

Even (and especially) when that uniqueness challenges our habits and preconceived ideas.

The “right fit”: what if we stopped looking for clones?

It’s a very human reflex: we tend to want to work with people who resemble us. But whether we’re hiring or leading, always seeking someone who “fits” too perfectly can actually rob us of valuable perspective.

Harmony is nice. But it’s the diversity of styles, voices, and ways of seeing that truly helps a project grow.

You don’t need to create conflict, but you do need to create dialogue. That takes courage and leaders willing to truly welcome that diversity.

Sometimes it starts with simple questions

Belonging isn’t just about being welcomed on Day 1. It’s about feeling understood and recognized, even in the little things.

And sometimes, all it takes is asking the right questions from the very beginning:

• How do you learn best?

• Do you prefer direct feedback or one-on-one conversations?

• Is there something you’re passionate about that we could integrate into our examples or team reflections?

Simple questions, that change everything.

Because they show you’re not just trying to manage a resource you’re taking the time to get to know the person.

And when you know them better, it’s easier to spot opportunities where their passions can align with their role. A simple but powerful way to do both:

Celebrate the present And open new paths for what’s next.

Inclusion as a driver

Of course, there’s no magic formula. The success of a business depends on many things.

But inclusion, real inclusion, can transform a team.

Not the kind of inclusion you check off on a list.

Not the kind that lives in the values section of a website but stays silent in day-to-day actions.

I’m talking about inclusion that welcomes the whole person:

• For what they can do (technical skills)

• For how they do it (soft skills)

• And for that special spark their ''quirkiness'', the thing that may not fit neatly in a spreadsheet, but makes a team come alive.

  
  

My choice (and my invitation)

I’ve had the privilege, in my career, of working in places where people took the time to really see one another. Where performance didn’t come at the expense of authenticity, it was amplified by it.

Today, through ADN evolution, I help professionals and teams align both deeply.

And if I let my own quirkiness speak for a second ;) I’m someone who’s deeply in love with nature and wide open spaces.

So, I truly believe that a healthy work environment is one where people can contribute without burning out, where difference becomes a bond, not a burden, and where belonging is a living soil, rich with roots, growth, and all the beautiful things that make us unique.

If this resonates with you, if you sense that just a small shift could create a more vibrant, more genuine climate in your team:

I’m one click away, coffee in hand!