Summary of Connection Culture

Looking for the book?
We have the summary! Get the key insights in just 10 minutes.

Connection Culture book summary
Start getting smarter:
or see our plans




  • Applicable


Packed with rock-solid evidence, disturbing statistics and moving stories, this short but passionate plea for connectedness at work and in life delivers a wake-up call. How connected you feel to other people at work turns out to be the primary driver of your sense of engagement as an employee, but Americans in particular have let relationships and community suffer. Experts Michael Lee Stallard, Jason Pankau and Katharine P. Stallard explain why people need to connect. They find that record numbers of US workers are stressed, unhealthy and addicted as a result of ignoring the benefits of close, caring relationships in favor of more work, solo entertainment and a casual approach to marriage. The few organizations that include employees in decisions, respect them and encourage relationship building and bonding ultimately outpace their competitors. getAbstract recommends this quick read to leaders who want to build places where the best people want to work and connect.

About the Authors

Former Charles Schwab executive Michael Lee Stallard speaks and consults on building connections at work. Jason Pankau lectures and teaches, including programs for religious leaders. Katharine P. Stallard works for religious, nonprofit and educational organizations.



Essential Ingredients

Human connection drives better health, happiness and resilience. At work, good relationships fuel higher engagement and productivity. Organizations that rank among the best in engagement and connection enjoy far greater productivity and profitability than those that rate among the worst.

Build a “connection culture” in your organization by combining “vision, value and voice.” Vision unites a group of individuals into a team with a shared purpose and mission. In a connected company, leaders and colleagues value, respect and appreciate each other. The leaders give employees a voice by including them in decision making, and soliciting their opinions and ideas.

For example, after terrorists attacked Mumbai in 2008, the Tata Group, which owned one of the assaulted hotels, took care of all its affected workers and their families throughout the ordeal and its aftermath. Founder and CEO Ratan Tata attended every funeral, and created a corporate trust fund to provide a life-long salary for those who lost a spouse. The firm also pays for the education of victims’ children through college. By acting in accord with its values of generosity and caring...

More on this topic

Customers who read this summary also read

Adaptive Space
Flat Army
Work Is Love Made Visible
It’s the Manager
Back to Human
Bring Your Human to Work

Related Channels

Comment on this summary

  • Avatar
  • Avatar
    K. L. 5 years ago
    excellent resource!
  • Avatar
    T. A. 5 years ago
    I tend to agree with the book, but I'm not so sure our Employee Voice Survey does, honestly. Our connection to our heritage and the Mission always seems to be extremely high, yet employee engagement can be low and then you end up with high turn-over rates. So while I tend to agree, I'm just not sure how applicable it is or if we're making adequate connections to see the benefits as the book outlines.
  • Avatar
    M. S. 5 years ago
    I am buying this book! I see the impact of changes in our society every day. Recognizing the effects of those changes and combating them with having a relationship with our employees is the key!