Today’s world is full of uncertainty, from technology shifts to economic change. In these times, it’s easy for leaders to focus on control and efficiency. But history reminds us that progress actually comes from investing in people.

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Brené Brown describes a leader as “anyone who takes responsibility for finding the potential in people and processes, and has the courage to develop that potential.”

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Human focused leadership is an approach that directly speaks to this. It establishes workplaces where people feel connected with their leaders and the strategy. It's a key approach to creating a culture where change is easily adopted and people remain engaged.

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Four essentials of human focused leadership

To build a more human-focused approach, consistent behaviours need to be modelled across the organisation. These four essentials highlight the key themes and practical actions that bring it to life.

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1. Listen

When leaders listen with empathy, they build trust but also more importantly they learn. High trust speeds up progress and reduces financial cost. Listening shows respect and reveals intent that can often get lost in “corporate language.” It may seem simple but try these actions for a week and see what impacts it has:

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• Before key conversations, close your laptop, mute notifications, and give full attention (even better do this so it is visible)
• Mentally commit that “I’m here to listen, and I’m interested in what they’ll say next"
• Always acknowledge what you hear with a simple “Thank you for sharing that”
• View resistance as useful feedback that helps you refine your approach

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2. Communicate

If your team does not openly communicate with you this can make it harder for you to gain the valuable information we have discussed. Driving an environment of open communication takes time, but you can start the following tomorrow: 

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• Invite input clearly explaining what kind of feedback you value and recognise it publicly
• When people raise issues, explain what will happen next and later share outcomes. People stay silent when they think their voice won’t matter
• Create cross-team learning routines. Use after-action reviews and peer sessions so ideas spread

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3. Wellbeing

High performance is not sustainable without wellbeing, LeBron James and Simone Biles take time for this to maintain excellence and the same should happen in organisations. Ignoring wellbeing costs organisations in turnover, absenteeism, and disengagement.

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• Include wellbeing as a metric in leadership meetings alongside productivity
• Train managers to respond openly to concerns, admit mistakes, and ask “How are you doing?” with genuine interest
• Offer career conversations, and support that recognise people’s aspirations

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4. Learning

Leaders who encourage questioning, experimentation and reflection create the safety required for genuine learning and wellbeing. In learning organisations, decision-making is shared. People closest to the work make better choices and drive stronger performance. This autonomy builds capability and deepens trust.

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Human focused leadership connects with the greatest advantage any organisation has, its people. It builds trust, strengthens resilience, and ensures everyone feels part of the solution.

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To learn more about what is possible, book a discovery call.