How to get Leaders to Understand and Value Connection
Leading a company over the past few years has been no small task. The pace of change has been relentless – from pandemic disruption and hybrid working to economic uncertainty and now the pressure of AI adoption.
Many leaders know something needs to shift. But instead of tackling the root issues, we’re seeing a return to old habits: RTO mandates, stricter structures, and a default back to presenteeism.
The problem? Physical proximity doesn’t automatically create meaningful connection.
People leaders can see this. They know that trust, communication and team cohesion aren’t built by sitting in the same room. But convincing the exec team to prioritise human connection over physical connection? That’s a tougher sell.
So, how do we build a business case that helps leaders really get it? At Connection Heroes, we explore the value of connection through three lenses: the science, the data, and the real-world stories. This helps leaders to understand more about connection, therefore to value it, and therefore sustainably prioritise connection as a critical value and behaviour.
1. The science: connection is a human need
It’s not just a “nice to have.” Connection is built into our biology. When people feel seen, heard and valued, their brains release chemicals like oxytocin and serotonin, helping them think more clearly, collaborate more easily, and feel safer taking risks.
On the flip side, disconnection triggers stress responses, increasing cortisol and narrowing people’s focus to self-protection. That’s when you start to see defensiveness, silos, low engagement and reduced innovation.
The science is clear: connected teams aren’t just happier, they’re more effective.
2. The data: connection impacts performance
Leaders want to see results, and there’s a growing bank of evidence to back up the impact of connection on business outcomes.
- Companies with high-trust cultures see 50% higher productivity, 76% more engagement, and 40% less burnout (Harvard Business Review, 2017)
- The Project Aristotle study by Google found psychological safety, underpinned by trust and connection, was the #1 predictor of high team performance
- Gallup data shows that when employees feel connected, they’re 3x more likely to be engaged and 68% less likely to feel burnt out
This isn’t just about wellbeing. It’s about delivering better business results through more aligned, motivated teams.
3. The stories: connection makes culture real
Some of the most powerful proof comes from inside your own organisation. What happens when connection is strong, or when it’s missing?
It might be:
- A new manager who built trust early and now has a team that speaks up, learns faster and adapts well to change
- A team that took time to really listen to one another and has since seen collaboration and creativity skyrocket
- A project that fell apart because no one felt safe to challenge the plan or flag early risks
These stories bring the business case to life. They show that connection isn’t fluffy. It’s practical. And disconnection has real-world consequences.
Bottom line
If you want leaders to take connection seriously, don’t just talk about “culture” – talk about what drives performance. Start with the science, back it up with data, and tell real stories that show the difference connection makes. When we shift the conversation from where people work to how people work together, that’s when things get interesting and change happens.
