Dr. Zach Mercurio

But mattering is feeling that the team wouldn't be complete without you. mattering is feeling significant to individuals in the group. That's why what we've seen in terms of the belonging and inclusion interventions and initiatives that haven't worked is they tend to theoretically focus on belonging as making sure people feel welcomed, making sure groups generally feel connected.

But mattering is feeling that the team wouldn't be complete without you. mattering is feeling significant to individuals in the group. That's why what we've seen in terms of the belonging and inclusion interventions and initiatives that haven't worked is they tend to theoretically focus on belonging as making sure people feel welcomed, making sure groups generally feel connected.

But mattering is feeling that the team wouldn't be complete without you. mattering is feeling significant to individuals in the group. That's why what we've seen in terms of the belonging and inclusion interventions and initiatives that haven't worked is they tend to theoretically focus on belonging as making sure people feel welcomed, making sure groups generally feel connected.

Inclusion initiatives have made sure people have a seat at the table and can take an active role. But I think the evidence shows what those movements have missed is that people don't feel significant to the individuals in the group. And one reason why is that the individuals in the group don't have and haven't developed the interpersonal skills

Inclusion initiatives have made sure people have a seat at the table and can take an active role. But I think the evidence shows what those movements have missed is that people don't feel significant to the individuals in the group. And one reason why is that the individuals in the group don't have and haven't developed the interpersonal skills

Inclusion initiatives have made sure people have a seat at the table and can take an active role. But I think the evidence shows what those movements have missed is that people don't feel significant to the individuals in the group. And one reason why is that the individuals in the group don't have and haven't developed the interpersonal skills

to actually see, hear, value, and show the person across from them how they're needed. So you can feel like you belong in a group. You can feel like you're included in the group, and you can still feel that you don't matter to members of that group.

to actually see, hear, value, and show the person across from them how they're needed. So you can feel like you belong in a group. You can feel like you're included in the group, and you can still feel that you don't matter to members of that group.

to actually see, hear, value, and show the person across from them how they're needed. So you can feel like you belong in a group. You can feel like you're included in the group, and you can still feel that you don't matter to members of that group.

I can come on this podcast, feel like I belong with you, but you could not see that I'm struggling, or you could not know my unique gifts, my strengths, and show me how they're needed. And so knowing the difference is vital because If you're doing a belonging intervention, you're focusing on making sure people feel generally connected and welcome.

I can come on this podcast, feel like I belong with you, but you could not see that I'm struggling, or you could not know my unique gifts, my strengths, and show me how they're needed. And so knowing the difference is vital because If you're doing a belonging intervention, you're focusing on making sure people feel generally connected and welcome.

I can come on this podcast, feel like I belong with you, but you could not see that I'm struggling, or you could not know my unique gifts, my strengths, and show me how they're needed. And so knowing the difference is vital because If you're doing a belonging intervention, you're focusing on making sure people feel generally connected and welcome.

If you're doing an inclusion intervention, you're making sure people can play an active role. But if you're doing a mattering intervention, you're making sure people have the skills to make sure the next person they interact with feel seen, heard, valued, and needed. That's my perspective.

If you're doing an inclusion intervention, you're making sure people can play an active role. But if you're doing a mattering intervention, you're making sure people have the skills to make sure the next person they interact with feel seen, heard, valued, and needed. That's my perspective.

If you're doing an inclusion intervention, you're making sure people can play an active role. But if you're doing a mattering intervention, you're making sure people have the skills to make sure the next person they interact with feel seen, heard, valued, and needed. That's my perspective.

And I like that because what is important about those interactions in which we see our significance is that those interactions give us the evidence of our significance. One of the ways they do that is it's called reflected appraisals. Reflected appraisals are the little components of evidence that are introduced to us that help build our beliefs about ourselves.

And I like that because what is important about those interactions in which we see our significance is that those interactions give us the evidence of our significance. One of the ways they do that is it's called reflected appraisals. Reflected appraisals are the little components of evidence that are introduced to us that help build our beliefs about ourselves.

And I like that because what is important about those interactions in which we see our significance is that those interactions give us the evidence of our significance. One of the ways they do that is it's called reflected appraisals. Reflected appraisals are the little components of evidence that are introduced to us that help build our beliefs about ourselves.

And what you're saying is spot on because there are two beliefs that we need to have of ourselves to motivate any action. We need to believe that we're worthy. That's what's called self-esteem. And we need to believe that we're capable, called self-efficacy. Those are actually the two most potent predictors of things like workplace performance or productivity. And why is that?

And what you're saying is spot on because there are two beliefs that we need to have of ourselves to motivate any action. We need to believe that we're worthy. That's what's called self-esteem. And we need to believe that we're capable, called self-efficacy. Those are actually the two most potent predictors of things like workplace performance or productivity. And why is that?