Recently a leader asked me this question – “From your perspective, experience and training why do you think relationships matter in the workplace/business”?

This was my response.

Human beings are wired for connection. We are social beings. We do not function in isolation, but rather in community. The workplace is a community built on interdependence.

People's sense of well-being is rooted in feeling a sense of belonging. When we belong, we are part of something bigger than ourselves.

People want to contribute, to add value and make a difference. Work is a major way of doing that.

If we strive to add value and make a difference, our efforts are amplified when we do it with others.

Individual contribution and effectiveness is important. However, when we work with others towards a shared goal the outcomes are bigger, more impactful, and more life changing for those who benefit.

To be most productive, we actually need to lean into relationships with others to maximize what is possible. That's why in the Gallup Strengths movement, there is such a focus on strengths partnering as a way of maximizing productivity and effectiveness.

If we strive to create a culture built on trust, the only path to getting there is through relationships. Relationships are formed when we know each other’s stories and understand each other’s values.

When people are authentically connected, they are more likely to name and work through vulnerability. When people can lean in and turn towards each other, they are more effective at addressing challenges, finding solutions, creating results and achieving excellence. This creates pride, excitement, and commitment. Under these conditions, people love coming to work.

When there is low trust, people go it alone, will blame or judge, or actively disengage. When this happens, productivity goes down. Quality of work suffers. The overall mood and tone of the culture suffers. Toxic cultures emerge.

I'm a huge fan of Tribal Leadership. The TED Talk by Dave Logan talks about the stages of culture. The ideal is to achieve a sustainable Stage 4 culture - We Are Great - accomplishing work through a network of relationships. However, many organizations function at a Stage 2 (My Life Sucks) or Stage 3 ((I’m Great. You're Not) culture. The role of leaders in a Stage 4 Culture is to facilitate relationships, helping people work together to co-create solutions and to innovate together.

So yes, relationships do matter at work. When you cultivate healthy relationships at work, productivity, profits and people soar.