We are starving for a connection.
We feel lonely and alone in epidemic proportions.
We’re starving for our attention
and focus in the face of massive distractions.
We’re starving for a level of energy
and vibrancy in the face of daily mental, emotional,
and physical exhaustion.
We don’t have to look far to see that we’re in trouble.
The greatest tragedy of a world filled with disengagement,
disconnection, disease
and divisiveness is that we’ve lost the connection to
what brings us alive.
What if I told you that the answers you seek are already
alive within your organizations just
waiting to be discovered?
Felicia de Lorenzo has emerged as a guiding force,
reshaping the way communities, uh, through the noise,
lean into positive disruption.
Alicia has been seen on P-B-S-N-B-C,
New Jersey Spotlight News organizing
communities towards healing.
Woo. I work with organizations
to identify and scale positive disruption, put differently.
Positive disruption are these pockets
of positive outlier practices hidden in plain sight.
Positive disruptors are the people
who are doing something just a little bit uniquely
different, getting better outcomes despite having the same
access to the tools, the resources,
and the environment as everybody else.
And so what happens is that innovation gets smaller
and smaller and smaller
because what happens is we say,
we’re not gonna put ourselves out there.
We’re not gonna put ourselves in that, that category of risk
or vulnerability.
So we’ll just keep it to ourself.
We’ll just hold it a little closer.
Some of the people in this room have held the innovation
and the wisdom a little bit closer.
I found that organizations keep thinking
that innovation comes from the outside,
and what they really have to do is stop
stifling it from the inside.
It turns out that the way we do more with less is not
to expect less of people,
but to unlock that next level of aliveness in our people.
Unleashing a culture
of aliveness requires people feeling free
to bring their diverse and innovative
and disruptive edgy, future forward practices
to the forefront and to do so in such a way
that others don’t feel threatened by that deviation.
What if this one question changes everything? Do I matter?
When we think about belonging, we think about fit.
I fit in, I am connected to when we think about mattering,
mattering answers these questions.
Am I significant? Do people listen to me?
At the intersection of belonging
and mattering, we call this social significance.
Four distinct profiles exist
that reliably predict expected work outcomes.
We know that human beings are more engaged, more productive,
more collaborative, happier
and healthier when they’re aligned with you,
rather than when they simply fit in
or stand out in the organization.
This is the pathway to move from disengaged
to corporate ambassadors.
Now, the good news is that if we know that,
then we can solve for it.
That we can create environments
where we are intentional about making people
feel like they matter.
A recent MetLife study reports that employees who feel cared
for are 92% more likely to be engaged,
65% more likely to be loyal to their employer,
and 56% more likely
to be productive Leaders become more effective when they
give people the agency
to discover the innovation from within
and let them lead others to adopt new behaviors.
People are not only less resistant to change,
but they become stewards of that change.
We discover that we hold the power
to unlock remarkable outcomes.
Anybody willing to unlock some things inside?
Alright, you just gave me permission, so please stand up.
So let’s do the transformational work together
that deepens engagement and unlocks creativity.
Let’s create the social networks from within
to share knowledge that scales innovation
and leads to sustained growth.
The futures discovered one creative solution at a time.
So what are we waiting for? Let’s discover them together.
