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Writer's pictureSallina Jeffrey

Human-Centred Leadership: A Pathway to Building Resilient and Engaged Organisations



In an increasingly complex and dynamic business environment, organisations are recognising the need for leadership that not only drives performance but also fosters a supportive, ethical, and human-centric workplace. Human-centred leadership (HCL) is emerging as a powerful model that emphasises the importance of leading with empathy, integrity, and a focus on the well-being of employees. This approach integrates principles from humanistic management, ethical leadership, and positive psychology, making it a holistic and effective strategy for modern organisations.


The Foundations of Human-Centred Leadership


Human-centred leadership is built on the idea that organisations should prioritise people over processes, seeing employees not merely as resources but as individuals with unique needs, aspirations, and potential. This leadership style is deeply rooted in humanistic management principles, which view the organisation as a community of people working towards a common good, rather than just a profit-driven entity. This perspective encourages leaders to focus on creating meaningful work experiences and fostering a culture of trust, collaboration, and mutual respect (source: SpringerLink).


A key component of HCL is the integration of ethical leadership, where leaders act as moral agents who make decisions based on values and principles, rather than just economic outcomes. This ethical framework not only guides leaders in making just and fair decisions but also in demonstrating genuine concern for the well-being of their followers (source: Frontiers in Psychology).


Dimensions of Human-Centred Leadership


Human-centred leadership can be understood through several core dimensions, as identified by McKinsey’s centered leadership model. These dimensions include:


  1. Meaning: Finding and communicating purpose in work to inspire and engage employees.


  2. Managing Energy: Helping individuals manage their energy to prevent burnout and maintain productivity.


  3. Positive Framing: Encouraging a constructive perspective on challenges to foster resilience.


  4. Connecting: Building strong relationships and networks within and outside the organisation.


  5. Engaging: Empowering employees by involving them in decision-making and encouraging ownership of their work (source: McKinsey).


These dimensions collectively enhance leadership effectiveness and contribute to both personal and organisational growth. Leaders who excel in these areas tend to report higher satisfaction with their work and life, indicating a strong link between holistic leadership development and overall well-being.


Practical Applications in the Workplace


To implement human-centred leadership, organisations need to focus on several practical strategies:


  1. Cultivating a Supportive Culture: Encourage open communication, active listening, and a safe environment where employees feel valued and respected.


  2. Promoting Ethical Practices: Ensure that all leadership actions are aligned with ethical standards and reflect a genuine concern for the welfare of employees.


  3. Fostering Employee Growth: Provide opportunities for professional development, mentoring, and coaching to help employees reach their full potential.


  4. Balancing Work and Well-being: Implement policies and practices that support work-life balance, such as flexible working hours, mental health resources, and wellness programs.


The Impact of Human-Centred Leadership


Research indicates that organisations adopting human-centred leadership models are more likely to see increased employee engagement, reduced turnover, and improved organisational performance. Moreover, such organisations are better equipped to navigate change and uncertainty, as employees feel more connected to their work and more resilient in the face of challenges (source: SpringerLink, McKinsey).


In conclusion, human-centred leadership is not just a trend but a transformative approach that aligns organisational goals with the holistic well-being of its people. By embracing this leadership style, organisations can build more resilient, engaged, and productive work environments that not only drive business success but also contribute to a more humane and sustainable future.


For organisations looking to integrate this leadership model, it is crucial to invest in leadership development programs that emphasise the core principles of humanistic management, ethical decision-making, and positive psychology. As businesses continue to evolve, those that prioritise the human element will be best positioned to thrive in the new world of work.


Lead from the heart!


Author

Sallina Jeffrey

CEO and Founder

The Mentoring Movement

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