What if the most radical act of leadership is learning how to trust yourself again? In this powerful episode of I Know I Belong When…, host Christopher Bylone sits with Dr. Jade Singleton, culture strategist, researcher, and systems-change architect, to explore how belonging in the workplace is shaped not only by policies and practices, though also by our inner world.

This conversation moves beyond surface-level inclusion to name what many experience and struggle to describe: workplace gaslighting, the erosion of self-trust, and the quiet pressure to perform rather than belong. Dr. Singleton brings language, clarity, and grounded leadership insight to help listeners recognize harmful patterns, reclaim their reality, and turn personal rebellion into sustainable systems change.

Through first-person storytelling, this episode gives listeners language for belonging. It connects love and belonging needs to authentic leadership, human-centered innovation, and strategic inclusion. Whether you are navigating belonging in remote teams, building an inclusive culture, or searching for another word for belong that actually fits your lived experience, this episode offers both validation and direction.

This is an essential listen for anyone asking how to create a sense of belonging at work without losing themselves in the process. Belonging is not a slogan here. It is an outcome of intentional IDEA work, grounded in truth, trust, and systems change.

Belonging at work is not created by good intentions. It is created through decisions, accountability, and everyday actions that either invite people in or quietly push them out. In this episode of I Know I Belong When, host Christopher Bylone is joined by Stacey Gordon, globally recognized bias disruptor, author of Unbias, and a trusted voice in authentic leadership and people experience design.

This conversation goes beyond performative inclusion and explores what it truly means to build belonging in the workplace. Stacey brings clarity, credibility, and lived experience to questions many leaders avoid: How do we create psychological safety without lowering standards? What does accountability look like when leaders stop making excuses? How does inclusion become a habit rather than a slogan?

Through first-person storytelling, Stacey shares the moments she knew she belonged, the moments she clearly did not, and how those experiences shaped her belief that workplace belonging is the outcome of intentional inclusion, not a standalone initiative. This episode gives listeners language for belonging, especially those searching for synonyms of belonging, another word for belong, or ways to connect love and belonging needs to real workplace practice.

If you are navigating belonging vs inclusion, leading remote or hybrid teams, or trying to create a sense of belonging at work that actually lasts, this conversation offers grounded insight, practical clarity, and human-centered innovation rooted in reality.

Joy is not a distraction from the work of inclusion; joy is the work. In this energizing conversation, Vernon Wall invites leaders to treat joy as protest, community as strategy, and belonging as a practice. From his decades shaping inclusive culture in higher education to real‑time lessons from Semester at Sea, Vernon offers language for belonging that is honest, tender, and actionable. Listeners will hear how authentic leadership transforms people’s experience, why storytelling powers human‑centered innovation, and how to create belonging in the workplace when the climate feels hostile.

Christopher and Vernon translate campus wisdom to teams and organizations, clarifying the difference between belonging vs inclusion and positioning belonging as the outcome of IDEA work, not just another pillar. If you lead people, support remote teams, or are searching for words to name “I know I belong when…,” this episode gives you a practical toolkit for building belonging at work and in life. You will walk away with phrases you can use in meetings, one‑on‑ones, and town halls, plus field‑tested ways to create psychological safety, set community norms, and respond to resistance with clarity and care. This is strategic inclusion with a heartbeat—anchored in first‑person storytelling that helps everyone know they are invited, seen, heard, and needed.

What if creating belonging in the workplace begins with a laugh—and a promise to learn your name the way you say it? In this episode of I Know I Belong When, Global Head of HR Chris Courneen joins host Christopher Bylone to translate a first‑person story into a leadership practice. From stagecraft to strategy, Chris shows how humor, trust, and authentic leadership unlock voice and performance in an inclusive culture. He reveals how learning every name signals dignity, why ‘I know I belong when…’ gives people language for belonging, and how human‑centered innovation turns people’s experience into measurable outcomes.

You will hear actionable answers to ‘how to create a sense of belonging at work,’ practical moves for building belonging across remote and hybrid teams, and a credible way to marry qualitative narrative with quantitative data—so workplace belonging becomes visible, trackable, and investable. Chris also reframes belonging vs inclusion, positioning belonging as the outcome of IDEA work, not just another pillar, and challenges leaders to evolve: move from anonymous surveys to confidential, trusted signals that enable predictive analytics on engagement, attrition, and psychological safety. If you’ve ever searched synonyms of belonging, another word for belong, or love and belonging needs from Maslow’s hierarchy, this conversation gives you the words, the why, and the what‑now—for creating belonging at work that lasts.

What if feedback felt like care—clear enough to guide, kind enough to grow, and courageous enough to build a sense of belonging at work? In this episode of I Know I Belong When, host Christopher Bylone welcomes Ama Agyapong—the “feedback guru” and “that inclusion lady”—to turn buzzwords into behavior and inclusive culture into daily practice. Through lived experience as an athlete, facilitator, and executive coach, Ama shows how authentic leadership recognizes names, honors stories, and uses feedback as a vehicle for love, accountability, and advancement. Together, they explore belonging vs inclusion, the power of curiosity, and the responsibility leaders carry to land with care—because being “right” is not the same as being effective.

You will hear a practical playbook for creating belonging at work: micro‑habits like a sincere “good morning,” rituals that strengthen trust, and feedback loops that share information during the process—not only at the end. Whether you are building belonging in hybrid settings or belonging in remote teams, this conversation gives you language and structure to elevate people’s experience and drive human‑centered innovation. Rooted in “love & belonging needs,” it is a reminder that workplace belonging is not a destination—it is a practice leaders model, teams feel, and cultures sustain. If you have ever asked, “I know I belong when…?” this episode helps you answer—and scale—the how.

When do we feel workplace belonging? When a leader chooses a tiny, intentional moment—offering presence, saying your name with care, cleaning up a misstep—and let us trust ripple through a team. In this episode of I Know I Belong When, host Christopher Bylone sits down with Chris Rollins, creator of Ripple Effect Leadership, to explore how small acts of authentic leadership build an inclusive culture and a people experience where no one must self‑edit. Chris brings the ‘pebble’ metaphor to life, showing how micro‑actions transfer energy, strengthening psychological safety and clarifying belonging vs. inclusion. You’ll hear lived stories that humanize strategic inclusion and demonstrate how leaders can start building belonging in the workplace across onsite, hybrid, and remote teams.

This conversation gives listeners practical language for belonging—usable phrases, questions, and rituals that help create a sense of belonging at work and across remote teams. Framed as the outcome of IDEA work (inclusion, diversity, equity, accessibility), Chris’s human‑centered innovation centers everyday leadership behaviors: vulnerability, kindness, curiosity, and empathy. Expect first‑person storytelling that equips managers and HR/DEI practitioners to begin creating belonging at work in the first five minutes, not the next five years—so more people can confidently say, ‘I know I belong when…’ and carry those ripples into their next interaction.