The 56% Solution

<p><strong style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)>Your People Can't Perform Where They Don't Belong.</strong></p><p><span style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)>Why </span><em style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)>The 56% Solution</em><span style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)>? Well that's how much more productive people become when they belong.</span></p><p><span style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)>Building belonging creates workplace conditions where people can do their best work rather than constantly watching their backs. It's not slogans or a one-off event. It's the infrastructure you design into how the work actually gets done so team members don't have to burn energy on politics second-guessing and self-protection.</span></p><p><span style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)>Belonging is built on five pillars: Psychological Safety Inclusion Support Connection and Purpose. When you track these like you track sales numbers companies retain more people complete more work and move faster on projects. When these pillars are missing even the most talented teams underperform.</span></p><p><em style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)>The 56% Solution</em><span style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)> gives you a practical way to make this operational. You get a maturity model showing where you actually are diagnostics that surface risk early and step-by-step moves to wire Psychological Safety Inclusion Support Connection and Purpose into hiring meetings decision rights and performance reviews. You will learn how belonging impacts workforce planning ESG M&A integration attrition culture and organizational outcomes.</span></p><p><span style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)>Expect templates that make the right behaviors the default and a measurement rhythm that your CFO will respect as it ties to throughput quality retention and speed.</span></p><p><span style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)>I've run this play in messy real-world environments-restructures rapid scale and everything in between-and watched teams unlock capacity they already had. </span></p><p><span style=background-color: rgba(0 0 0 0); color: rgba(0 0 0 1)>This book shows you how to build belonging like any other core asset: on purpose with data and for keeps. Put the system in place and watch the work-and the people-click.</span></p>