Human-centric leading (HCL) is a mindset and toolkit. It helps us see people as humans with emotional needs, concerns and unlimited potential for development and ingenuity.
HCL is an antidote to the industrial way our organizations are designed that saps the fun, enrichment and creativity out of daily work.
Using HCL helps leaders and change-makers deliberately (vs reactively) choose the most effective and wise thought-feeling-behavioral patterns that increase their positive impact -- across varying situations.
Applying HCL to transform teams cultures enhances trust, engagement and resilience in face of ambiguity and uncertainty. Even the most persistent and taxing people-related problems are unraveled with HCL.
How is HCL Different?
HCL takes into consideration how we see people and how contexts affect people.
HCL reminds us to see people as humans rather than replaceable objects, titles, jobs, positions, functions or cogs in a wheel.
When people are treated as replaceable cogs with no consideration to their emotions or needs, they feel disrespected and dehumanized. This negatively affects their emotional experience and reduces their engagement and performance.
The Sticky Challenge: seeing people as replaceable cogs has been embedded into our subconscious minds, through repetition, over time, during our industrialized education process. Without changing our subconscious thoughts, we inadvertently create and recreate outcomes we do not consciously want.
When we see people as humans with their own talents and needs, they feel respected and trusted. As a result, they are more open and engaged, creating new contexts (aka team cultures) in which to thrive -- and spend their time and energy focusing on intelligent strategies to face market disruptors.
Contexts Affect People
We now know that humans are affected by their environments.
Work cultures that include criticisms, judgements and blame (CJB) generate defensive behavior that leads to self-preservation. When people have to protect themselves against assault to their image, certainty or jobs, they have less energy for creative responses to project needs or organizational success.
HCL helps leaders and change-makers design team cultures in which people are treated with respect. When it is assumed that people want to contribute their best -- and do not perform as expected, there are contextual blocks the impede their follow-through that need to be removed. Such an assumption about people generates open and trusting behavior that leads to enriching relationships, cross-fertilization of ideas and creative responses to market needs.
Contact us to learn how to use HCL to improve your team culture as a comparative advantage!