Your People Can’t Perform Where They Don’t Belong.

Why The 56% Solution? Well, that’s how much more productive people become when they belong.

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.

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.

The 56% Solution 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.

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.

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. 

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.