Tools
The Whole-Person Approach
To lead others with this human-centered mindset, it is helpful to first reflect and understand what drives or deters your …
Today, over 40% of businesses are exposed to artificial intelligence (AI), and that number is expected to grow. While the adoption of AI across numerous industries has streamlined some workflows, the technology can’t replace emotions or intuition. Many leaders have started to use a human-centric approach, which places a greater importance on recognizing the human side of workers.
Human-centric leadership is about creating a company culture where people feel valued and know they are seen for more than just doing a job. The approach focuses on individual team members and leaders, departing from a one-size-fits-all leadership approach. As a result, human-centric leaders adapt to the needs of the individuals on their team and ensure they’re providing the right amount of support and direction to help them be successful. The Situational Leadership® Model provides a practical framework that guides leaders through this process.
Discover how you can implement a human-centric approach to better serve your team and company.
Human-centric leadership is the mindset of prioritizing a person over the work they produce. The approach supports the well-being, empowerment and growth of employees to enhance their overall performance.
By recognizing individuals as more than just workers, human-centered leadership helps employees develop a deeper trust in both leaders and the organization. Focusing on people’s well-being inside and outside of the workplace leads to increased satisfaction and productivity altogether.
Putting people first has the power to transform your operations, help you overcome industry challenges and allow you to accomplish your business-related goals. Here are some of the steps you can take to develop and implement a human-centered approach in your day-to-day.
It should be no surprise that your first step needs to be people-focused. Whether you appeal to team members face-to-face or invite anonymous feedback, find a way to ask them for an open and honest assessment of your current impact. Do they feel valued? Are there things you can do to make them feel more supported in the workplace?
This approach is a great way to see where you already may be making your people feel appreciated and where you can improve to help them do the same.
People feel more productive when they’re confident in their work and know how to address issues when they arise. By encouraging open communication, leaders can inspire their team to ask questions, seek assistance or voice concerns.
A human-centric leadership style encourages leaders to create space for open dialogue through check-ins, one-on-ones or group meetings. Leaders should make a deliberate effort to cultivate empathy, ensuring their team feels understood and supported in various situations.
A pizza party won’t solve your problems, but events like it are workplace staples for a reason. Part of fostering a more humanity-focused workplace is connecting with people outside of their roles and getting to know their interests and what makes them feel valued. This could look like planning a company retreat or inviting teams for after-hours social gatherings. Even hosting a networking lunch can be enough to show team members you see them as more than a number and want them to succeed both inside and outside of work.
Creating a human-centric work culture takes time, but if you’re looking for guidance on how to streamline the process, The Center for Leadership Studies (CLS) can assist. We’ve helped leaders learn effective methods for connecting with their teams and making them feel like invaluable parts of the organization. Our courses pave the way for leaders to develop solutions based on current workflow and employee needs, supporting you in becoming a leader who knows how to truly put their people’s needs first.
