Belonging often shows up quietly at work—through the people who notice, care, and bring others together. But when culture work gets tied to personality, the same people end up carrying the load. What if belonging wasn’t about who it comes naturally to, but about who’s willing to grow?

This New Year reflection invites you to rethink what real change requires. Instead of chasing quick fixes or bursts of motivation, it explores why endurance—the ability to stay committed over time—is the true driver of healthy workplace culture. With new data on burnout and practical insights for leaders, this piece offers a powerful reminder: strong cultures aren’t built in moments, but in the steady practice of showing up every day.

Belonging isn’t easy. If it were, every workplace would already be thriving. Instead, most organizations find themselves pulled between what can feel like opposites: autonomy versus connection, stability versus change, competition versus cooperation. These aren’t signs of dysfunction; they’re the natural tensions of being human together at work. If you learn to work through the tension, you can unlock growth and make room for real belonging.

Employee engagement is at a global low, and managers are feeling the weight. But the path forward doesn’t start with bigger perks or louder messaging—it starts at the spine of the organization. When systems, opportunities, meetings and evaluations are built around the belief that everybody is somebody, culture shifts, trust grows and people stay connected to what matters.

Every leader is chasing the same goal: the Road Most Desired—a path to great solutions, engaged talent, a strong culture and a clear competitive edge. But reaching it requires more than strategy; it demands a culture where people feel they truly belong. When employees feel seen, safe and valued, they stay—and when they stay, organizations thrive. Belonging isn’t just the key to retention—it’s the gateway to everything leaders hope to build.