What Is Human-Centric Leadership?

What exactly is human-centric leadership anyway?

Building on the idea of transitioning from a boss who’s toeing (or jumping over) the bossy-line to a human-centric leader, let’s chat about what that means, and what a skilled, human-centric leader does make. 

Where better to start than to make sure we’re on the same page about what Human-Centric means?

I had this idea floating around in my noggin of putting people first in communication, and thinking beyond our individual needs and ideologies and preferences (ahem...the source of many a’ breakdown, both in the professional space AND in, essentially, every relationship we participate in).

In short, it was the idea of putting the human at the center of our communication. 

So I made a Google. 

And here’s what popped up from Urban Dictionary (normally a questionable source, but the goosebumps I got when I read it meant it’s the real deal), credited to a’Ali de Sousa:

Humancentric, adjective

1. to hear, understand, move and acknowledge our nature with calm, empathy and nurturing thought that releases intelligent compassion in the world

2. deviating from typical mundane social behaviors; an intentional approach to life and living that is highly considerate of the ramifications of one's ripple upon the pond of life

Humancentric, noun

3. a person whose behaviour, personality or set of beliefs reflects a state of living and being that is in constant evolution as awareness of one's movement and action upon other people

4. a social construct that is deliberate in design and development to equitably address human need without prejudice or harm to any person or the world

Empathy. Intentionality. Understanding your impact on others. Equitable addressing of human need.

This is what’s possible in, and for, leadership. And, for every team, individual, and manager throughout a company.

Human-centric leaders, first and foremost, recognize the individual strengths of each employee or team member and work within those strengths to set them, and the entire team, up for success.

Here’s the kicker - and how this all connects back to communication.

This kind of leadership requires emotional intelligence; for an individual to have a knowing relationship with their emotional responses and how the expression of those feelings can impact the way they act and communicate.

Without a connection to our inner world (inner dialogues, our values, where we find meaning, and our emotions themselves), a responsible use of our self-expression (how our emotions express, balancing aggression with passivity, finding our way between independence + partnership), and making a conscious investment in our interpersonal spaces (creating mutually beneficial relationships, amplifying + expanding empathy through listening + curiosity, apply a social responsibility lens to the way we engage with communities) - we won’t have the skills to lead from anywhere other than our ego.

Human-Centric Leadership Traits:

• They build trust with their team members by forging real relationships with the people they work with; taking the time to make sure they feel heard, valued, and understood. 

• They lead by example, modelling behaviours and holding themselves to the standards and expectations they have for others.

• They are transparent communicators who pay attention to interactions. In turn, they create brave and bold spaces where they encourage employees and team members to speak their truths and be transparent, without fear of reprimand.

• They are GREAT listeners and they know how to ask the right questions to understand another person’s perspective or experience, and help team members communicate courageously and effectively with each other.

• They are big believers in ongoing growth and development — encouraging ongoing leadership growth throughout an organization. They encourage training for building better human relationships and developing fine-tuned communication skills. 

• They have a refined sense of knowing when it’s time to take a pause with their people; to reconnect, to get back into alignment, to create space for rest. They also honour when someone approaches them with a request for time dedicated to those tasks, knowing without their team, great work won’t—and can’t—happen.

• They are responsive; agile, learn how to adapt to change, listen to team feedback, and look at the big picture and how to best adjust to keep the company moving and shaking and flourishing.

In my books. that’s the distinction between a boss who’s bossy and one that’s a human-centric leader.

Left wondering how one makes the transition to an inspiring leader who gets remembered by the people they lead as ‘one of the good ones’?

Take a peek at 5 Tips for Transitioning Into a Human-Centric Leader…it’ll put the puzzle pieces together to help you shift into a people-focused form of leadership that, in my scientific understanding/lived experience, feels better than any kind of way of leading. Ever.

Feeling the call to explore your own relationship with your leadership, and find your way forward as a human-centric leader through stellar communication skills and emotional intelligence? let’s chat.