On Being a Human Leader

People don’t leave companies; they leave bosses.

I’ve had the opportunity to coach lots of leaders who weren’t naturally focused on the human side of leadership. I still remember one leader who said, “I don’t actually care that much about my employees, but I can ACT as if I care.” Fair enough. For some, empathy and genuine interest are natural. If that’s not true for you, it is still possible to ACT as if it is so.

Practices include:

Empathy and Active Listening: Listen attentively, show empathy, and understand team members’ perspectives and emotions.

Inclusivity and Respect: Promote diversity, treat everyone with respect, and create an inclusive environment where all voices are valued.

Development and Coaching: Support team members’ growth, provide mentorship, and offer opportunities for their professional and personal development.

Transparency and Ethical Leadership: Communicate transparently, lead with integrity, and maintain high ethical standards in decision-making and behavior.

Recognition and Wellness: Recognize and appreciate contributions. Support well-being in formal and informal ways.

No surprises, right? You know these already. The trick is to practice and improve them. Get feedback. Get a coach. Strive to be recognized as a noteworthy leader of people.

As Artificial Intelligence becomes a bigger part of how we do business, it is vital to remember that our basic human needs are not evolving like technology. Essential human needs are universal and enduring: Safety, Belonging, and Self-esteem. You, Leader, are well-positioned to support the humanity of your colleagues. Go forth and be human.