Recognizing behaviors like excessive control, favoritism, blame culture and lack of leadership accountability, regularly overworking employees, setting unattainable expectations, consistent micromanagement, and non-constructive criticism, is where meaningful change begins, but transforming these behaviors into something more constructive requires intentional effort and a commitment to growth.
Leaders must be willing to reflect on their behaviors and the impact they have on others. It's not about perfection; it's about making the effort to shift from a mindset of control to one of collaboration.
The goal is to create an environment where employees feel heard, respected, and empowered to contribute their best work.
Human-centered leadership is about leading with empathy, vulnerability, and transparency. It involves actively listening to employees, understanding their needs, and showing up with integrity.
A human-centered leader fosters an environment of trust, where feedback is welcomed, growth is encouraged, and people feel confident in their ability to bring their whole selves to work.
This shift requires CEOs and leaders to model the behavior they wish to see in their teams.
It’s about showing empathy, building a culture of collaboration, and prioritizing the well-being of the team. Human-centered leaders understand that leadership is not about being at the top of the hierarchy. It’s about uplifting and empowering others to succeed alongside them.
The transition from toxic to human-centered leadership is not always easy, but it’s essential for building strong, resilient organizations that thrive in the long term.
By creating an environment that values people over processes and performance, you will not only improve morale but also drive sustained growth and innovation.
What steps are you taking to move toward human-centered leadership?