Anthony: The Unexpected Benefits of Building Belonging

The Human-First Spotlight highlights principals who go beyond the status quo to create a sense of belonging, community, and appreciation—using actionable best practices you can start using today.

“At the end of the day, this is just a job. It’s an important job, but your family comes first.”

That was one of the first things Anthony said to me as he gave me a tour of my new school, showing me my classroom. As someone who is used to giving 110% and still feeling like it’s not enough, the relief that washed over me in that moment was unexpectedly grounding.

It was like a weight lifted off my shoulders, the compounded exhaustion from years of overtime, weekend work, and trying to juggle it all suddenly being acknowledged. I was so happy to be here.

Happy to be in a place where there wasn’t an unspoken award for the “Teacher Who Sacrificed the Most.”

Anthony gave us permission to do a good job—and leave it at school.

Now, don’t get me wrong—Anthony didn’t just clock out when the school day ended. And honestly, we didn’t either. If anything, his support to let go was even more motivating to give. As a principal, he was always present, always on. But he also made space for us to find balance. In doing so, he built a sense of family—where we were valued for who we were, not just what we produced.

That security creates authentic desire to help. At least it did in me. During that first year, I wanted to return the favor of support by identifying what would make the lift a little lighter for him. I am not unique. This is the power of relationships. Your staff will go the extra mile. They will innovate to lift the whole team. They will become outspoken champions of your leadership and organization in their communities - great, free PR for you and your school.

He made a point to walk the halls every passing period, greeting teachers and students alike. He took the time to get to know everyone, from the kitchen staff to the custodians to the Teacher of the Year. He didn’t just see us as colleagues—he saw us as people. He knew about our families, our lives outside work, and he made sure we knew that our lives mattered to him.

He created a culture where we felt like more than just employees. We felt like we were part of something bigger, something that cared about us not just as workers, but as humans. He understood that by caring for our well-being, he was helping us provide stability and security for our own families as well as our students.

Human-First Leadership Practices You Can Start Today:

1. Know every staff member’s name.
   It seems simple, but it’s foundational. People feel seen when you make the effort to know who they are.

2. Talk with them every day—even just a quick check-in.
   Make time to check in, even if it’s brief. Showing up consistently builds trust and connection.

3. Be genuinely curious about who they are and what they care about.
   Ask questions. Then ask follow-up questions. Invest in the person, not just the job.

4. Give them explicit permission to be human instead of a resource.
   Let them know it’s okay to have a life outside of work. Create a culture where balance is valued and human connection is prioritized.

In a field where burnout and exhaustion are all too common, and perpetuated by artificial badges of honor, we need the kind of leadership that recognizes and values the human element. Anthony showed me that holding back the walls of unsustainable expectations for his staff made space for greater creativity, collaboration and staff retention. In short, greater connection and stability for our school community.

Start with the simple acts of acknowledgment, genuine curiosity, and respect. Your staff will feel valued, and they’ll be more engaged, supported, and ready to give their best.

Got anything to add? I’m always on the hunt for best practices! What do you do to foster connection? What has a leader you’ve worked with done that created belonging and security?