How to Become a More Human-Centred Leader: 5 Practical Steps You Can Take Today
Here's 5 actionable steps to develop human centred leadership skills like empathy, self-awareness & connection. Start transforming your leadership today.
Let's be brutally honest for a moment. Is your leadership style really connecting with your team, helping them feel valued and motivated? Or are you caught up managing tasks, ticking boxes, and wondering why people aren't bringing their best selves to work? There's a growing realisation that the old command-and-control playbook is dead. The future belongs to human-centred leadership.
So, what is it? Simply put, it means putting your people—the actual humans—at the centre.
It’s about prioritising empathy, connection, and authenticity alongside performance. Forget the corporate jargon; this is about fostering genuine relationships and creating an environment where people feel safe, seen, and empowered.
Why does this matter now more than ever? Because organisations that embrace human leadership skills see massive benefits: higher engagement, better staff retention, increased innovation, and ultimately, stronger, more sustainable results. Ignoring the human element isn't just poor form; it's bad business.
This isn't about some mystical transformation overnight. It's about practical, deliberate actions. If you're looking for effective human-centred leadership training or simply want to develop better human leadership skills, here are five actionable steps you can start practicing today.
Step 1: Start with Yourself - Deepen Self-Awareness
You can't lead others effectively if you don't understand yourself. Clichéd but true. Real self-awareness is the bedrock of human-centred leadership.
Understand Your Triggers and Values
What pushes your buttons? What situations cause you to react defensively or shut down? Recognising your triggers stops you from projecting your baggage onto your team. Equally, what are your core values? When your actions align with your values, you lead with integrity. When they don't, people notice the disconnect. Understanding this interplay is crucial for consistent, trustworthy leadership behaviour.
Actively Seek and Embrace Honest Feedback
This isn't always comfortable – in fact, it rarely is. But you need to know how you're really perceived, not just how you think you are. Ask for specific, honest feedback from peers, your team, and your own manager. And when you get it? Don't justify or get defensive. Listen, absorb, and thank the person for their courage. That’s how you build trust and learn.
Make Time for Regular Reflection
Being "busy" is not a sign of honour. Carve out time – even just 15 minutes a day or week – to reflect. What interactions went well? Which ones didn't? What was your role in the outcome? What could you do differently next time? This conscious practice helps you learn from experience and avoid repeating mistakes.
(Deeper self-discovery is foundational. Explore resources like the Human Manager Academy's Leading Self module or consider the personalised insights gained through 1:1 leadership coaching).
Step 2: Practice Genuine Empathy & Active Listening
Empathy isn't about being 'soft'; it's about understanding. And you can't understand if you aren't truly listening.
Focus on Understanding, Not Just Responding
How often are you formulating your response while someone else is still talking? Guilty? We all are sometimes. Make a conscious effort to quiet your own internal monologue and focus entirely on what the other person is saying – and feeling.
Listen More Than You Speak (And listen to what's not said)
Effective leaders often listen far more than they talk. Pay attention not just to the words, but to the tone, the body language, and the pauses. What's the underlying emotion or concern? Sometimes the most important messages are unspoken.
Ask Questions Driven by Curiosity, Not Judgment
Instead of asking leading questions ("Don't you think we should...?"), ask open-ended questions that encourage deeper thought ("What are your thoughts on...?", "Help me understand your perspective...", "What challenges are you seeing?"). Approach conversations wanting to learn, not wanting to be right.
Step 3: Show Up Authentically (Embrace Vulnerability)
Authenticity isn't about oversharing; it's about ditching the corporate mask and being real. Vulnerability isn't weakness; it's the courage to be human in front of other humans.
Ditch the "Leader Mask"—Be Real
Stop trying to project an image of perfection or always having the answers. People connect with real humans, flaws and all. Trying to be someone you're not is exhausting and erodes trust.
Share Your Own Challenges Appropriately
Letting your team see that you also face challenges, make mistakes, and learn along the way makes you relatable and approachable. It normalises struggle and encourages others to be open about their own hurdles. (Keyword: appropriately – maintain professional boundaries).
Admit When You Don't Know or Made a Mistake
Saying "I don't know, but let's find out together" or "I messed up here, and this is what I learned" is incredibly powerful. It builds psychological safety and shows humility—critical traits for human-centred leaders.
(Being real is a core theme in my book "Being Human", and creating this safety is something we actively practice in the Human Manager Experience (HME)).
Step 4: Build Trust Through Connection & Consistency
Trust isn't built overnight or through grand gestures. It's earned through countless small, consistent actions.
See Your Team as Whole Humans, Not Just Job Titles
Recognise that your team members have lives, interests, families, and challenges outside of work. Show genuine curiosity about them as individuals. Ask about their weekend, remember their kid's name, and acknowledge milestones. It shows you care.
Do What You Say You Will Do (Reliability)
This sounds basic, but it's fundamental. If you make a promise, keep it. If you commit to following up, do it. Consistency builds dependability, which is the bedrock of trust. Unreliability kills it faster than almost anything else.
Create Opportunities for Genuine Connection (Beyond work tasks)
Make space for non-transactional interactions. Team lunches (optional!), quick non-work chats at the start of meetings, celebrating small wins together. These moments build rapport and strengthen team bonds.
(Building these high-trust team dynamics is a key focus in our team workshops and the Human Manager Experience).
Step 5: Commit Daily "Acts of Human Leadership"
Human-centred leadership isn't a special event; it's how you show up every day. It's woven into the fabric of your interactions.
Focus on Small, Consistent Actions
It's the daily stuff that counts most. A quick "How are you coping with that deadline?" A specific "Thanks for handling that difficult client so well." A simple check-in to see if someone needs support. These micro-interactions build a culture of care and recognition.
Balance Empathy with Accountability
Being human-centred doesn't mean avoiding tough conversations or letting standards slip. It means holding people accountable with clarity, fairness, and empathy. Address performance issues directly but respectfully, focusing on behaviour and solutions, not blame.
Adapt Your Approach (Treat people as individuals)
Recognise that different people have different needs, communication styles, and motivators. A one-size-fits-all approach doesn't work. Pay attention and adjust how you lead based on the individual human in front of you.
Ready to Commit? Resources for Your Journey
Becoming a truly human-centred leader is a continuous practice, not a destination you arrive at. There will be days you nail it and days you fall short. That's okay. The commitment is to keep learning, keep practising, keep showing up with positive intent.
Acknowledging you want to develop these human leadership skills is the first, vital step. If you're looking for structured support on this journey, there are different paths:
- Online Learning: Build foundational knowledge and skills at your own pace with programs like the Human Manager Academy (HMA), complete with community support.
- Immersive Workshops: Dive deep with peers in experiences like the Human Manager Experience (HME) for accelerated growth and connection.
- Personalised Coaching: Get tailored guidance and accountability with 1:1 Leadership Coaching to tackle your specific challenges.
Moving towards human-centred leadership isn't just a 'nice-to-have'—it's essential for navigating today's complex work environment and unlocking the true potential of your team. By focusing on self-awareness, practicing empathy and listening, embracing authenticity, building trust, and committing daily acts of human leadership, you can create a workplace where people genuinely want to be.
It requires conscious effort and a willingness to sometimes be uncomfortable. But the impact—on your team, your organisation, and even yourself—is profound.
So, choose one step from the list above. Just one. Commit to practicing it intentionally this week. Are you in?
(To explore programs designed to accelerate your human-centred leadership training, visit our Leadership Experiences page).
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