The behaviors we built, on purpose: A season 3 look back

The behaviors we built, on purpose: A season 3 look back

Belonging is not built at the office. It is built wherever a person is, at the dinner table, inside a circle of friends, in the places we worship and organize, and at work too. Season 3 of I Know I Belong When… proved that twelve times over. In this special season 3 recap, host Christopher Bylone, Principal Strategist at Innovation Unbiased, brings every guest from the season back together to examine what it takes to be fully inclusive. Twelve guests. Six behaviors. One question asked again and again: what does it actually look like to build a place where people know they belong? The answer frames the episode and its title. The question is never whether a person fits. The question is what they add. This is not a highlight reel. It is a language lesson in building belonging across every part of life, anchored by the Inclusive Behaviors Framework and the Belonging Formula that ground all of Innovation Unbiased's work. You will hear a bank CEO lead with her humanity before her title, a hip hop journalist find belonging in a circle that asks what you bring, and a leader living with blindness move the barrier off the person and onto the design. If you have ever searched for language to name belonging, in yourself, your home, your community, or your team, this episode hands it to you in the voices that earned it. Must-hear insights and key moments * Belonging is built, never handed over, usually in a moment small enough to miss. * The question is what they add, not whether they fit. Dr. Dawn D. Bennett-Alexander reframes difference as what makes the whole picture warm. * Brooke Sullivan shows that listening is the work, the small act that costs nothing and changes everything. * Accuracy is not the same as care. Sarah A. Scala separates a name spelled correctly from a person who chose to learn it. * Silence is not neutral. Mike Davis names why hesitation quietly sides with whatever already holds power. * Access is a design choice, not a favor. Daniel Hodges and Simona Scarpaleggia move the barrier off the person and onto a world we can redesign. Season 3's standout quotes * “I have also learned the importance of pieces that don't seem to fit together, that do, and end up creating a huge, big, wonderful, warm, comfortable whole.” — Dr. Dawn D. Bennett-Alexander * “There's a human sitting across from you, whether it's virtual or in person, and sometimes you're the first person that listened to them all day.” — Brooke Sullivan * “Accuracy doesn't always equal care. Belonging requires intention.” — Sarah A. Scala * “Hesitation isn't being neutral. Hesitation is taking the side of the current power structure and the current way things are. Silence is not neutrality.” — Mike Davis * “Remember to leave everything and everyone a little bit better than you found it today.” — Joe Machicote Why this episode matters Every episode this season was its own microcosm of learning. This recap connects those moments. Walking the arc across the full season, host Christopher Bylone shows how twelve different stories demonstrate the six behaviors of the Inclusive Behaviors Framework, and how each adds a piece of what it takes to be inclusive. In the episodes, the platform belongs to the guest, so the host stays quiet. Here, he connects the dots. If you missed an episode, this is your map back to it. Who should listen This episode is for everyone, not only people leaders. It is for anyone working out who they are and learning that who they are is enough. It is for parents and people building a home or a chosen family. It is for community builders, organizers, and people of faith who widen the circle where they stand. It is for HR leaders, people managers, ERG champions, and inclusion practitioners shaping inclusive culture on remote, hybrid, and in person teams. And it is for anyone searching for language to name belonging in any part of their own life. An Innovation Unbiased Production https://www.iknowibelongwhen.com/about-the-show [https://www.iknowibelongwhen.com/about-the-show]

Make pretty good trouble: Authentic leadership in turbulent times with Chris Jones

What happens when you combine a lifelong storyteller, a lifelong protester, and a leader who runs toward the work when everyone else is running away from it? You get Chris Jones. In this episode of I Know I Belong When, host Christopher Bylone sits down with Chris, co-founder of Spectra Diversity and a social justice warrior since 1970, to discuss authentic leadership in turbulent times. Chris has spent more than four decades writing in other people's voices, from documentaries on PBS and National Geographic to scientific work for Mayo Clinic and General Dynamics. Now she is using her own voice to do what she calls her last career: helping leaders measure and improve workplace belonging. While other DEI consultants quietly pivoted to safer industries, Chris doubled down. She launched a second year of her free webinar series, DEI For Real. She partnered with an employment attorney to help leaders navigate what is legal and what is not. And she keeps asking the question every people leader needs to face: Are you actually building belonging, or are you guessing? This is a conversation about creating a sense of belonging at work when the cultural tide pushes in the other direction. It is about the difference between box checking and real strategic inclusion. It is about why measurement matters more than mission statements. And it offers fresh language for belonging, drawn from one woman's story of 55 years of making good trouble in the service of an inclusive culture and human-centered innovation. Must-hear insights and key moments: * Why measurement is the missing piece in most belonging strategies, and how exclusion shows up in the data "as plain as the nose on your face" * The difference between organizations that double down on inclusive culture and the box checkers who quietly retreated * How a name like Chris versus Christine reveals the everyday architecture of privilege at work * Why system changes outlast individual changes, and the bottom-up listening practice every leader can adopt today * The honest counsel Chris offers employees whose assessment data surfaces exclusion * Where Chris herself feels her own truest belonging, and the 25-year community that has become her safe space * What 55 years of protest signs taught her about authentic leadership, from Earth Day 1970 to No Kings Chris's standout quotes: * "I know I belong when touching base is mutual." * "Make pretty good trouble." * "The people who are not feeling like they belong... show up in the data as plain as the nose on your face." * "Work at system changes rather than individual changes." * "A lot of the box checkers are gone now." * "I'm now much, much, much more aware of where I have my own privilege." * "Find a place where you think that you would belong." * "Things also need to go bottom-up." Why this episode matters: This is not a feel-good DEI conversation. This is what authentic leadership sounds like when the work gets hard, and the headlines turn hostile. Chris offers something rare: a leader who measures what others guess at, names what others avoid, and stays in the room when others quietly exit. For anyone building belonging inside an organization that is wavering, or leading teams who are watching to see if the values were ever real, this episode delivers the language and moral clarity to keep going. Who should listen: This episode is for the chief people officer, wondering if anyone is still listening. The DEI practitioner is watching budgets shrink and asking what is worth fighting for. The mid-level leader is trying to build a sense of belonging at work inside a remote or hybrid team. The founder is rewriting values statements with one eye on the news. And the longtime advocate who has been holding the line for decades needs a reminder that the work still matters. If you are leading people’s experience through this cultural moment, Chris will steady your hand. An Innovation Unbiased Production https://www.iknowibelongwhen.com/about-the-show [https://www.iknowibelongwhen.com/about-the-show]

Scaling empathy moments that matter: Building inclusive cultures from day one with Brooke Sullivan

What happens when you take fifteen years of startup chaos, a front row seat to the exact moment culture either takes root or falls apart, and a leader who gets excited about the hard conversations most people run from? You get this conversation with Brooke Sullivan, Director of People and Talent at Banyan Software, and a leader building belonging inside fast-moving companies. Brooke has spent her career inside software startups, building people functions from zero, from the "we do not even have an org chart yet" phase, and turning that scrappiness into something real. She has a gift for what she calls scaling moments, that critical twenty-to-one-hundred-person inflection point where inclusive culture either becomes the foundation or something you wish you had built. In this episode, Brooke shares the practices and small everyday moments that create workplace belonging long before a handbook ever could. She walks us through her Exercising Empathy programming, the one-on-one design choice that changed how leaders showed up for their teams, and the moment she realized the language a company uses for its people reveals everything. This is a conversation about authentic leadership, human-centered innovation, and what it takes to foster a sense of belonging at work when speed and scale are pulling in opposite directions. Brooke gives listeners practical language for belonging, grounded in fifteen years of building people experience. Must-hear insights and key moments * Why the twenty-to-one-hundred-person window is the make-or-break moment for inclusive culture in scaling startups * The Exercising Empathy programming Brooke built to give teams permission to talk about the hard things at work * A one-on-one design choice, a green or red box at the top of the doc, that lets leaders see what is distracting their people without forcing the conversation * The Bechdel test for meetings and the question Brooke uses to surface who is missing from the room * How the words a company uses for its people reveal whether belonging is real or performative * Why friendship at work is one of the strongest signals of workplace belonging * The story behind Brooke's name and what it taught her about honoring the people who shape us Brooke's standout quotes * "There's a human sitting across from you, whether it's virtual or in person, and sometimes you're the first person that listened to them all day." * "If someone had a friend at work, they felt a deeper sense of belonging." * "You are gifted to care for these people." * "We talk about hard things here. We hold space for each other here." * "If you don't have people, you have nothing." * "My belonging comes from myself until it comes from that organization or that community." * "I know I belong when someone shares something really personal with me." Why this episode matters Building a sense of belonging in fast-scaling companies is not a side project. It is the work. Brooke shows leaders, HR practitioners, and founders how strategic inclusion lives in the smallest design choices: the language we use, the questions we ask, the connection moments we engineer on purpose. This episode reframes belonging vs inclusion in plain terms and gives listeners a working vocabulary for creating belonging at work inside teams that are moving fast and figuring it out in real time. Who should listen People leaders, founders, HR and talent professionals, DEI practitioners, and managers building inclusive culture inside startups, scaleups, and hybrid or remote teams. This episode is for anyone scaling a team through that twenty-to-one-hundred-person window, anyone creating belonging at work without a playbook, and anyone who wants stronger language to talk about belonging in the workplace, authentic leadership, and people experience in ways their teams can feel. An Innovation Unbiased Production https://www.iknowibelongwhen.com/about-the-show [https://www.iknowibelongwhen.com/about-the-show]

Mother Nature humbles, AI exposes: Authentic leadership in motion with Sarah A. Scala

Most leadership advice about artificial intelligence promises the machine will solve your people problems. Sarah A. Scala is in the other room telling executives the opposite. Artificial intelligence will expose them, and she is staying long enough to help fix what surfaces. That is the conversation that Christopher Bylone, host of I Know I Belong When, has on this episode. Sarah is an award-winning diverse supplier, a global speaker, and a leadership consultant who has spent more than two decades turning inclusion into measurable performance. Not aspirational. Not vibes. Measurable. Fortune 10 companies have hired her. Out and Equal and Lesbians Who Tech have put her on their stages. Her work sits at the intersection most executives are quietly panicking about: emotional intelligence, psychological safety, and how a human leader keeps both alive in the age of artificial intelligence. This is a working session on authentic leadership, inclusive culture, and how building belonging in the workplace shows up on the bottom line. Sarah walks through what shifts when a coach treats strategic inclusion as a performance strategy rather than a values conversation, why bite-sized trust changes teams faster than any policy rewrite, and what kayaking, hiking, and Nordic skiing teach her about people experience that no boardroom can. Mother Nature humbles. Artificial intelligence exposes. Authentic leadership stays in motion through both. Must-hear insights and key moments * Why Sarah stopped treating inclusion as values work and started treating it as a measurable performance strategy * The new question executives are asking now, and what it signals about people experience in the age of AI * How artificial intelligence exposes the people problems leaders thought they had hidden, and why empathy is the differentiator * Why accuracy does not equal care when machines write your emails, and what that means for creating belonging at work * The smallest inclusion behavior that creates the biggest team shift, with a real example from a pharma executive * What changed when Sarah came out as a certified LGBT business enterprise and stopped translating herself in the room * What Mother Nature, a kayak, and 50 books a year teach about authentic leadership that no boardroom ever will Sarah's standout quotes * "With my clients, I measure outcomes, not intentions" * "AI can be a super speedy and helpful tool, and it can never replace people and effective leaders" * "Accuracy doesn't always equal care" * "It lacks that human behavior. It also can lack accountability" * "Look at it as more of a sidekick" * "What's most important is that everyone in that room knows I am safe to be themselves around" * "When my voice changes outcomes, that's the end game" Why this episode matters Most conversations about artificial intelligence at work treat people experience as the soft thing the technology will replace. Sarah names the opposite. The machine accelerates everything, including gaps in trust, missed names, and leaders who never learned to recover from a mistake. Authentic leadership in this moment is the practice of staying human and measurable at the same time. For anyone building belonging, leading remote teams, or working through belonging vs inclusion, Sarah hands you language and a next step you can use Monday morning. Who should listen This one is for executives, HR and people leaders, learning and development professionals, DEI and IDEA practitioners, and team managers who want a practical view on creating a sense of belonging at work in the age of artificial intelligence. It is for leaders coaching senior teams through trust and psychological safety. It is for founders and small business owners building inclusive culture from the ground up. It is for anyone caught between business savvy and empathetic, and ready to be both. An Innovation Unbiased Production https://www.iknowibelongwhen.com/about-the-show [https://www.iknowibelongwhen.com/about-the-show]

Accessibility never meant lowering the bar: The win-win case for inclusion with Daniel Hodges

What if everything you have been told about accessibility, inclusion, and the so-called trade-off between doing good and doing well is wrong? In this episode of I Know I Belong When, host Christopher Bylone sits down with Daniel Hodges — lawyer by training, nonprofit founder by calling, and living proof that when someone tells you no road exists, that is simply the opening line of your comeback story. As a kid, Daniel was functionally illiterate. A so-called Blindness Professional once told him the best he could hope for was canning chairs for a living. He went on to earn multiple advanced degrees, launch the Pieces of Me Foundation while still in law school, and build a career dismantling the false paradigm that organizations must choose between accessibility and profit, inclusion and merit. Daniel lives with blindness, chronic pain, anxiety, and depression, and he refuses to let any of those define his ceiling. His story gives listeners new language for belonging — language rooted in lived experience, authentic leadership, and the conviction that strategic inclusion is not charity, it is good design. Whether you are an HR leader exploring how to create a sense of belonging at work, a manager rethinking belonging in remote teams, or an executive curious about belonging vs inclusion, this conversation delivers practical insight inside one of the most powerful comeback stories you will hear this year. Must-hear insights and key moments * The false paradigm myth: why accessibility and profit, inclusion and merit, were never meant to be opposing forces * Build with, not for: how co-designing alongside disabled people produces human-centered innovation no one expected * The professor moment: how one law professor's email redefined Daniel's understanding of inclusive culture and what it means to truly belong in a room of high standards * High standards plus human kindness: why lowering the bar is not inclusion, and what authentic leadership actually requires * Invisible disabilities and the toughness tax: how chronic pain, anxiety, and depression shaped Daniel's identity differently than blindness ever did * Calling people in, not calling them out: the mindset Daniel brings into every room that is not yet ready for him Daniel's standout quotes * "I try to help organizations find a way to break free of the false paradigm that makes them believe they have to choose between accessibility and profit, inclusion and merit." * "I do not want to succeed based on somebody's pity. I want to succeed and fail based on how I show up, based on my gifts and talents." * "Even failure is an opportunity to grow." * "We focus on calling people in rather than calling them out, and meeting people where they are." * "So often we are judged not by our own capabilities, but by other people's perceptions." * "I know I belong when I am able to compete and show up and be judged on my gifts and talents, my successes, my failures — not based on bias, not based on barriers, but based on my ability to compete on a level playing field." Why this episode matters This conversation reframes accessibility not as a cost center, not as a charitable add-on, though as the foundation of strategic inclusion and human-centered innovation. Daniel gives leaders, people practitioners, and culture-builders the language they have been searching for to talk about belonging vs inclusion — with clarity, credibility, and lived authority. For anyone serious about building belonging in workplaces and remote teams, Daniel offers a model that is sustainable, repeatable, and rooted in dignity. Who should listen This episode is for HR leaders, IDEA practitioners, people experience designers, and managers actively asking how to create a sense of belonging at work. It is for executives wrestling with the business case for accessibility. It is for disability advocates who want an honest first-person story about navigating school, work, and parenting through chronic pain and invisible disability. And it is for leaders committed to creating belonging at work that does not lower the bar — it raises everyone over it. An Innovation Unbiased Production https://www.iknowibelongwhen.com/about-the-show [https://www.iknowibelongwhen.com/about-the-show]