A Co-Authored Interview
Carlos: Angela, what drives you as a national and international organizational development specialist, particularly where it comes to diversity, equity, inclusion, and belonging?
Angela: I’m excited about helping people lead, build effective teams, and create a sense of community. One of my roles is to support the mission of organizations. What drives me is to help people feel valued and recognized for their accomplishments.
Carlos: You’ve talked to me about how an understanding of neuroscience can help in reaching these goals. Could you elaborate?
Angela: Let’s start with neurochemicals that impact human behavior. I’ll focus on one of the “feel good” hormones, oxytocin (not to be confused with oxycodone, known as “oxy”). The brain produces oxytocin, which is sometimes called the “love hormone” because of its ability to strengthen social bonds and increase feelings of affection and attachment. In other words, social bonding and a sense of belonging.
Carlos: How does that work?
Angela: When we have positive experiences connecting with others, the brain releases oxytocin, which builds up in our systems. This oxytocin build-up supports our sense of trust and security. It reduces stress, improves the function of our immune system, and contributes to better cardiovascular health.
Carlos: How can we apply that insight in a concrete way to the workplace, particularly concerning DEIB?
Angela: Let’s focus on B, belonging. Organizational team-building requires trust and strong bonds among members. We can draw on our knowledge of oxytocin to structure interactions that foster trust. Greater trust contributes to working better in teams, clearer decision-making, and more effective communication. When we believe that our ideas matter, we feel encouraged to bring up differing perspectives without fear of negative consequences. This leads to more provocative thinking and increased opportunities for innovation
Carlos: How does that work for you personally?
Angela: When I’ve accomplished something with another person, I actually feel it in my whole body. I sleep better and want to get out there to do and learn more. When you and I work together, we feed each others’ thinking. We push and pull without fear of harming our relationship. More trust, more productivity, more enjoyment of our collaboration.
Carlos: Can the reverse happen?
Angela: Definitely. If your brain doesn’t generate oxytocin, you are less likely to feel you can trust others. You might experience a greater sense of threat and exclusion. This ultimately can make you a less effective member of the team, leading to loss of personal and team productivity.
Carlos: So how can organizations build on this knowledge?
Angela: Let’s start with people in leadership. They should focus on building trust, human connections, and good team relationships. Validate individual and team accomplishments. Seek out differing points of view, experiences, and perspectives. Be transparent and compassionate. These actions can foster oxytocin production, including in the leader!
Carlos: Does this extend beyond work?
Angela: Certainly. Leaders should recognize that when employees live positively outside of work and enjoy good work/life balance, they are likely to come to work with more oxytocin in their systems. That’s why leaders should protect their employees’ non-working hours.
Carlos: What about those being supervised?
Angela: We can all be oxytocin producers for ourselves and for others. When we connect and build healthy, reciprocal peer relationships, we create a “virtuous cycle.” Oxytocin is not a limited resource, so we don’t need to be frugal.
Carlos: Could you be more specific about peer actions?
Angela: It’s not all that difficult to generate oxytocin. Make conversations count, including empathetic and active listening. Take time to help, encourage, mentor, and give deserved compliments. Hold yourself personally accountable to support others.
Carlos: Let’s apply this to diversity. Does this work when otherness is present?
Angela: Certainly. When someone feels trusted, even by a stranger, the brain produces oxytocin. This increases opportunities for developing better understanding of others. Small acts to support others can benefit everyone involved.
Carlos: Are there organizational implications?
Angela: This is where inclusivity and community come in. When we feel a sense of community, there is likely to be a greater sense of psychological safety, which fosters trust and creativity. The more that we feel relaxed, the more oxytocin is produced.
Carlos: But it could work in reverse, right?
Angela: Absolutely. If we don’t focus on those things, we deprive both individuals and organizations time, productivity, loss of good people, recruitment costs. Moreover, when people feel isolated or lack a sense of belonging, the organization loses the benefits of diverse perspectives and ideas. The absence of trust can lead to fear and withdrawal, with negative outcomes for the community.
Carlos: How does this operate in the new hybrid workplace?
Angela: That’s a developing, somewhat paradoxical story. During the pandemic, many of us were able to feel less isolated because of technology. But now this type of connection sometimes feels anemic or inauthentic. All the more reason to look for ways to generate oxytocin in a hybrid world.
Carlos: Well, Angela, I’m happy you’re around to be a part of this story.
Angela: Thanks. It’s a fascinating journey.
Photo by Steve Johnson on Unsplash
Angela Antenore is the founder and president of Antenore & Associates. She has provided diversity, organizational, and leadership development consulting around the world for over thirty years. Her clients include for-profit, public sector, and nonprofit organizations.