Insights

We talk about helping people feel seen. Science shows it goes deeper than that. When people feel recognized, trusted, and valued, their bodies release 𝐚 “𝐃𝐎𝐒𝐄” 𝐨𝐟 𝐧𝐞𝐮𝐫𝐨𝐜𝐡𝐞𝐦𝐢𝐜𝐚𝐥𝐬 𝐭𝐡𝐚𝐭 𝐟𝐮𝐞𝐥 𝐰𝐞𝐥𝐥-𝐛𝐞𝐢𝐧𝐠 𝐚𝐧𝐝 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞. As described by researcher Loretta Graziano Breuning in “Meet Your Happy Chemicals” (2012), this “𝐃𝐎𝐒𝐄” 𝐬𝐭𝐚𝐧𝐝𝐬 𝐟𝐨𝐫: · 𝐃𝐨𝐩𝐚𝐦𝐢𝐧𝐞, which rewards progress…

𝐀𝐝𝐯𝐨𝐜𝐚𝐜𝐲 𝐨𝐩𝐞𝐧𝐬 𝐝𝐨𝐨𝐫𝐬 . 𝐏𝐫𝐨𝐭𝐞𝐜𝐭𝐢𝐨𝐧 𝐜𝐥𝐨𝐬𝐞𝐬 𝐠𝐚𝐩𝐬 . 𝐁𝐨𝐭𝐡 𝐦𝐚𝐭𝐭𝐞𝐫 . People count on their manager not just to amplify their work, but to safeguard it. Without that protection, contributions can be ignored, misrepresented, or quietly credited elsewhere. The result? Unfair evaluations, stalled growth, and broken trust. 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐛𝐞𝐜𝐨𝐦𝐞 𝐚 𝐬𝐡𝐢𝐞𝐥𝐝 𝐰𝐡𝐞𝐧 𝐭𝐡𝐞𝐲 𝐞𝐧𝐬𝐮𝐫𝐞 𝐜𝐫𝐞𝐝𝐢𝐭…

𝐕𝐢𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐬𝐡𝐨𝐮𝐥𝐝 𝐛𝐞 𝐝𝐢𝐬𝐭𝐫𝐢𝐛𝐮𝐭𝐞𝐝 𝐞𝐪𝐮𝐚𝐥𝐥𝐲 . The loudest voices, the people sitting closest, and the work that’s most obvious often get the most attention. But that leaves too many contributions overlooked. 𝐐𝐮𝐢𝐞𝐭𝐞𝐫 𝐭𝐞𝐚𝐦 𝐦𝐞𝐦𝐛𝐞𝐫𝐬 , 𝐫𝐞𝐦𝐨𝐭𝐞 𝐰𝐨𝐫𝐤𝐞𝐫𝐬 , 𝐚𝐧𝐝 𝐭𝐡𝐨𝐬𝐞 𝐝𝐨𝐢𝐧𝐠 𝐛𝐞𝐡𝐢𝐧𝐝 -𝐭𝐡𝐞-𝐬𝐜𝐞𝐧𝐞𝐬 𝐰𝐨𝐫𝐤 𝐝𝐞𝐬𝐞𝐫𝐯𝐞 𝐭𝐡𝐞 𝐬𝐚𝐦𝐞 𝐯𝐢𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐬 𝐚𝐧𝐲𝐨𝐧𝐞 𝐞𝐥𝐬𝐞. Without it, their effort…

Visibility isn’t just about managers seeing their people. It’s about teammates seeing each other. Mutual awareness shifts the dynamic. When people see how their contributions fit into the bigger picture (and how their manager’s responsibilities support that picture ) collaboration feels smoother. Teammates anticipate needs, coordinate more easily, and trust that the group is moving…

Visibility isn’t just about what managers notice. It’s about what they make sure others notice . When managers advocate for their people, they create upward visibility. That could mean spotlighting an individual’s contribution in an executive meeting, naming people when sharing results, or inviting them to present their own work. This matters more than most…

𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐜𝐚𝐧’𝐭 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐳𝐞 𝐨𝐫 𝐬𝐮𝐩𝐩𝐨𝐫𝐭 𝐰𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 𝐝𝐨𝐧’𝐭 𝐬𝐞𝐞. 𝐌𝐚𝐧𝐚𝐠𝐞𝐫𝐬 𝐦𝐮𝐬𝐭 𝐬𝐡𝐨𝐰 𝐩𝐫𝐞𝐬𝐞𝐧𝐜𝐞 . It means 𝐛𝐞𝐢𝐧𝐠 𝐚𝐩𝐩𝐫𝐨𝐚𝐜𝐡𝐚𝐛𝐥𝐞 , 𝐚𝐯𝐚𝐢𝐥𝐚𝐛𝐥𝐞 , 𝐚𝐧𝐝 𝐜𝐨𝐧𝐧𝐞𝐜𝐭𝐞𝐝 𝐭𝐨 𝐭𝐡𝐞 𝐝-𝐭𝐨-𝐝𝐚𝐲. People notice when you show up where the work happens, ask questions out of curiosity (not control), and recognize effort in real time. 𝐏𝐫𝐞𝐬𝐞𝐧𝐜𝐞 𝐝𝐨𝐞𝐬𝐧 ’𝐭 𝐦𝐞𝐚𝐧 𝐜𝐨𝐧𝐬𝐭𝐚𝐧𝐭 𝐨𝐯𝐞𝐫𝐬𝐢𝐠𝐡𝐭…