The Influence of Connection: Why Relationships Are the True Drivers of Change

We often hear that change begins with strategy—and while that may be partially true, it’s not the whole story.

In my years working with high – performing leaders, I’ve come to believe that real transformation—whether in business, communities, or within ourselves—doesn’t start with a spreadsheet or a whiteboard session. It starts with connection.

Connection is the spark that ignites movement. It’s the currency of trust, the basis for buy – in, and the foundation for momentum that lasts.

In fact, research shows that employees who feel connected at work are five times more likely to perform at their best (O.C. Tanner Institute, 2023).

I once worked with a senior executive of a software development company who was struggling to gain traction with her new strategic plan. Her team was technically capable and well – compensated, yet disengaged. Her frustration mounted—why weren’t they responding to what clearly needed to be done?

During our sessions, we uncovered something simple but powerful: Her team didn’t feel included in the process. The plan was sound, but it was hers, not theirs. Together, we crafted a new approach. It involve more one – on – one conversations, open forums, and invitations for honest feedback.

Something shifted.

Her team began to speak up, offer ideas, and—most importantly—take ownership.

What changed? Not the strategy, but the connection.

This is what I mean when I say “people move when they’re moved.” And what moves people most is being part of something bigger than themselves, with people they trust.

We forget this in the noise of leadership. Caught in metrics and meetings, we sometimes default to what feels tangible and controllable—strategy. But no matter how brilliant the plan, it won’t stick unless the people behind it feel seen, heard, and connected.

Another client, a CEO of a privately held services company, came to me when his leadership team was fractured. Decision – making had stalled, and communication felt like walking on eggshells.

“We don’t have time for group therapy,” he told me.

But they didn’t need therapy. They needed connection.

Through facilitated sessions, we created space for real conversation. No titles, no agendas—just honest dialogue. They shared frustrations, hopes, and even some laughter. Over time, the tone shifted. Decisions came faster. Meetings became places of engagement rather than endurance.

What changed? Not the strategy, but the relationships.

As a leader, you are the convener. The connector. The culture – setter.

You create the conditions where others can show up fully—not just to perform, but to belong. And when people feel that, they bring their best, every time.

So how do you lead with connection?

• Start by showing up as human first.
• Be curious, not just efficient.
• Make space for dialogue, not just discussion.
• Be willing to ask questions you don’t have answers to.
• Listen with the intent to understand—not to fix or respond.

Look around your organization or your community. Where is there untapped potential simply waiting to be unlocked by a conversation? Who needs to be invited to the table—not just to contribute, but to belong?

You don’t need a new role, new project, or new program to drive change. You just need to reach across the aisle—sometimes literally—and invite someone into purposeful connection.

The truth is, it’s relationships—not just results—that build legacies.

When we prioritize connection, we don’t just grow our organizations. We grow people. And those people, in turn, become the change agents our world so desperately needs.

Lead with connection. Watch what happens.