As we explored in our last blog post, we believe the world needs more leaders who know how to balance results with relationships. Leaders who have courage to embrace new ways of working, curiosity to keep learning, and compassion to recognize the human side in everything they do.

We work and live in a world that is evolving faster than ever, and the power of human connection is often underestimated or forgotten because technology and AI have taken over our lives.  

We often celebrate the “hustle” and show our level of “busyness”, forgetting an essential truth that human connection is the fuel that powers everything. It makes our day-to-day work meaningful, deepens our relationships, bolsters our leadership effectiveness, and improves our health and overall life.

While modern life might seduce us into thinking success is based on how productive you are, how fancy your title is or how much money you make, neuroscience, psychology, and real-world experience tell a different story. 

In this week’s blog post we are going to show you the research, data and facts that support the importance of building and maintaining human connection in all aspects of our lives. 

Our mission is to help leaders stay deeply human in an increasingly digital world because authentic connection, empathy, and emotional intelligence aren’t just soft skills; they are the strategic drivers of engagement, trust, and sustainable performance. When leaders lead with a people-first mindset, organizations thrive.

We Are Hardwired for Connection

Matthew Lieberman’s book “Social: Why Our Brains Are Wired to Connect”  highlights neuroscience research that shows the brain’s default setting is social.  

We are naturally wired to connect, and when we do, every part of our life; personal, professional, emotional, physical, and even spiritual gets stronger, more resilient, and more meaningful.

From a neurological standpoint, connection isn’t optional, it’s biological. When we feel connected, our brain releases oxytocin, the bonding hormone that builds trust and empathy. It lowers cortisol and boosts dopamine as noted in the research.

Disconnection triggers the brain’s threat response, impairing emotional wellbeing and decision-making. Translation? If you want to perform at your best, lead with impact, or simply feel good, then you need to feel connected.  

Your Leadership Impact

Gallup’s State of the Global Workplace Report says that “70% of team engagement is attributable to the manager”. There are endless actions you can take to deepen human connection that drive up engagement, and here are a few simple suggestions:

• Being humble increases psychological safety, trust and openness. Admit mistakes, ask for input, share vulnerabilities, and be human. Don’t try to be perfect.
• Include people’s voices, respect differences, and create a safe space by soliciting feedback, empowering others, and ensuring diverse perspectives are heard.
• Gallup’s work indicates managers who act as “coaches” (asking questions, developing employees, focusing on strengths) generate more connection and engagement than those who simply direct work and focus on tasks. 
• Shift your check-ins and 1:1’s from “task updates” to “development conversations” by asking, for example, “What is going well?” “What support is needed?”
• Be consistent. Ensure what you say and do, match. Uphold fairness and integrity.

Human Connection in the Workplace  

Gallup research found that one of the top predictors of engagement is that “I have a best friend at work”. Connected teams collaborate better, solve problems faster, and innovate more effectively. In contrast, low-trust environments breed silos and disengagement. Employees who strongly agree with “I have a best friend at work” are 7 times more likely to be engaged in their work according to the research.

Having a best friend at work is strongly associated with positive outcomes, such as more productivity, safer workplaces, better employee retention, improved satisfaction, and lower turnover. 

Since the rise of remote and hybrid work, the importance of a best friend at work has increased for maintaining connection, accountability, and well-being. However, we are not suggesting you become “besties” with your team. What we want to recognize and explore is how are you developing relationships with your people and amongst the team?  

People are not prone to naturally engage and support one another in absence of having a human connection with them. You need to help foster teamwork, collaboration and intentional relationship building within your team.  

How to Build More Human Connections

You don’t need grand gestures and a big personality to build human connection with others. What you need is to be intentional and purposeful in every interaction, as we have written about in the past. Try this:

• Be Present – Put the phone down. Make eye contact. Listen actively.

• Be Curious – Ask deeper questions and show interest.

• Be Vulnerable – Share honestly. Vulnerability builds trust.

• Be Consistent – Small, repeated actions build lasting trust and mutual respect.

Final Thought

Life’s journey is far too important to feel disconnected from others. Human connection isn’t a soft skill; it’s a survival skill. It sharpens our mind, deepens our joy, and reminds us we belong. 

What are you doing to deepen connection with others? Let’s keep the conversation going. 

Reach out today at 416-560-1806 or email me at joanne.trotta@leadersedgeinc.ca. I look forward to hearing from you.

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