WHY ?
Amidst moral failings, short-sightedness, and deprioritisation of human welfare in current leadership, an urgent transformative shift towards a humanistic model is critically needed. The context of my research is presented in the pages below. It elucidates the exigent drivers behind advancing humanified leadership - prioritising empathy, ethics, and human needs - as a paradigm shift catalysing organisational and societal transformation in the Anthropocene and AI era.
Why Leadership Needs a Revolution
Have you ever grappled with the unsettling realisation of inhuman treatment within your workplace or society? It's a sentiment echoed in countless conversations, confessions, and observations. The prevalence of such experiences is undeniable, yet what actions can one take in response? It's often not straightforward, and therein lies the crux of the issue: the need for reaction should be addressed. Authentic leadership should preemptively sidestep such scenarios, fostering environments where such injustices, unethical practices, and dehumanising behaviours have no place to take root.
Indeed, examples of unjust, unethical, and dehumanised leadership pervade our daily lives, manifesting in political manoeuvres, environmental degradation, and corporate malpractice. The question then becomes: What steps can we take to address these systemic issues? Much like the #MeToo movement, effecting change demands courage, audacity, and a willingness to shine a light on the problem, confront it head-on, and expose the wounds it inflicts upon our collective humanity.
So, are you prepared to wield your influence to reshape the landscape of leadership practice? Whether you're an experienced leader, an aspiring one, a young talent eager to make your mark, an entrepreneur forging new paths, or simply a team member seeking to make a difference, your perspective is invaluable. Each viewpoint and each experience contributes to the evolution of our understanding of what it means to lead with integrity, empathy, and humanity.
Every sector, be it corporate, governmental, academic, or scientific, from multinational conglomerates to fledgling startups, from authors to investigators, holds a piece of the puzzle. Through this mosaic of expertise and experience, we can begin to construct a transdisciplinary lens through which to examine the concept of humanified leadership.
In pursuit of this vision, I've founded humleads.org, a non-profit initiative that is a cornerstone of my doctoral thesis on humanified leadership in the Anthropocene. Our mission is clear: to gather and analyse diverse perspectives on leadership from the realms of practice, science, academia, and beyond. By synthesising these insights, we aim to substantiate the imperative for change in leadership paradigms and propose viable pathways forward.
Crucially, our approach doesn't merely seek to humanise leadership in isolation and leverages the transformative potential of cutting-edge technologies. In an era of digital innovation, we must harness the power of AI, robotics, quantum computing, and other advancements to augment our capacity for empathetic, ethical leadership.
Leadership is not just a position of authority but a beacon of humanity, guiding us towards a more just, sustainable, and equitable world.
Why Humanifying Leadership
Leadership is in crisis at the local and global levels. Still, many contemporary leadership theories continue to “conceptualise leadership under “normal” and stable conditions” (Riggio & Newstead, 2023, p.202). New paradigms are needed to steward social-ecological systems towards justice and sustainability. Leadership must also transcend divides, build trust and catalyse collective action amidst turmoil. Humanifying Leadership aims to contribute to humanified, ethical, inclusive leaders guiding diverse talent through unrelenting, human- and technology-driven change. The aim is to learn more about future leadership if we act now and find ways to humanify leadership.
The Macro Perspective
The Anthropocene epoch characteristics, the zeitgeist as a general intellectual, moral and cultural climate of the present era and other relentless events, such as the pandemic, racism, climate disruptions, and democratic erosion, have led to massive change and extremely complex circumstances at the global level of interconnection. Unanticipated challenges call upon individuals and the leaders of this world to demonstrate their ability to adapt like never before.
The Meso Perspective
Prioritising human outcomes in an organisation allows one to influence and shape conditions to pave the way to a humanified leadership approach. Humanifying leadership is an essential aspect in this evolution of leadership that asks for new knowledge. Making organisations more human relates to the need for leadership to embrace and lead concerning human values, such as dignity, honour and respect, which relate to ethics and should remain unquestioned and uncompromised in leadership.
The Micro Perspective
Today's leaders face many paradoxical challenges, including driving change amid uncertainty, delivering profits ethically, and being visionary yet humble. Mastering such contradictions defines the next generation of influential leaders.
However, micromanagement poses significant risks for organisations and their workforce despite its well-intended motives. Leaders must recognise its detrimental impacts and seek to adopt a more empowering approach (Brown, 2018). By building trust, allowing autonomy, and providing support, leaders can motivate employees to achieve unprecedented productivity and creativity (Martinez, 2016). Attaining a reasonable equilibrium in administrative oversight is advantageous to singular labourers and the enduring prosperity and permanence of the full corporation.
Lack of Trust & Engagement
Declining organisational trust is a phenomenon I've observed in my company, owing to reduced workforce confidence in corporate actions. Eroding trust challenges leadership confidence and questions values, culture, mission, and vision. Studies show employee trust in employers has reached historic lows (Kovich, 2022). Restructuring, insecurity, and profits-first management have corroded loyalty (Kovich, 2022). Disengaged workers show lower productivity, creativity, citizenship, and turnover (Harter et al., 2021). Rebuilding trust through transparency, care, involvement, and evolving management can re-engage sceptical employees (Kovich, 2022). Need for Humane, Ethical Leadership: With declining institutional trust, society demands businesses assume greater social responsibility (World Economic Forum, 2020). Meanwhile, toxic management persists, causing harm (Namie, 2022). Leadership requires empathy, compassion, integrity and concern for the societal good, not just profits (George, 2022). Ethical, sensitive leadership builds more committed, purposeful cultures.
Complexity & Ambiguity
Contemporary VUCA environments confront leaders with multifaceted challenges and data overload, needing critical thinking (HBR, 2021). With few black-and-white solutions, leaders operate amidst complex socio-technical systems and layered problems. Substantial cognitive flexibility and ambiguity tolerance help organisations navigate uncertainty (Arena, 2018). Leaders should encourage diverse perspectives, synthesise ideas, and reframe problems across disciplines. Hyper-Competitive Pressures: Escalating competition and “always-on” cultures pressure leaders intensely (Cross et al., 2021). While driving excellence and customer-centricity, constant disruption risks fatigue and burnout (Deloitte, 2021). Work-life balance, empathising, and attention to well-being are paramount for vitality. Leaders develop sustainable cultures, delivering results without compromising health (Peralta et al., 2022).
Agility & Innovation
Need for Agility and Innovation: Business and technology are evolving at an unprecedented pace, demanding high levels of organisational agility and continuous innovation capacity to adapt and thrive (Harvard Business Review, 2021). Yet traditional factors such as bureaucracy, rigid hierarchy, and short-term mindsets within many large organisations often inhibit the responsiveness and nimbleness required in today's dynamic climate (Capelli, 2022). Effective 21st-century leadership must promote a prudent experimentation culture, actively encourage employee learning and growth mindsets, and deploy flexible, cross-functional team structures to problem-solve (Edmondson, 2020). A willingness to take measured risks, rapidly prototype and pilot new ideas in the market, and proactively leverage emerging digital technologies are also critical behaviours that enable the agility modern firms need to innovate and maintain competitiveness. Breaking down restrictive silos, empowering teams, and rewarding iterative progress over static planning is critical to embedding these vital innovation capabilities within any organisation (Chesbrough, 2020).
War for Talent
The "War for Talent," intensified by demographic shifts, skills shortages, and increased workforce mobility, positions talent acquisition and retention as a primary challenge for HR teams globally (Gallup, 2022; Gartner, 2022). In response, leading organisations invest in their cultures, continuous learning, and compelling employee value propositions to stand out in the competitive talent marketplace. These investments are crucial for attracting top talent.
Companies are prioritising vision, transparency, and employee development to retain this talent. A clear and inspiring company vision and transparent operations foster a culture of trust and engagement. Commitment to employee growth through upskilling and career advancement opportunities further solidifies loyalty, making these organisations more appealing to existing and prospective employees. This strategic approach to the War for Talent emphasises not just recruitment but also nurturing a supportive and growth-oriented environment, positioning companies to thrive long-term by retaining skilled and motivated employees.
Dehumanisation of Leadership and the Role of Business Schools
Business schools' critical role in preparing future leaders cannot be overstated, especially in today’s complex business environment. However, Petriglieri & Pertirgrieli (2015) shed light on an underlying issue: the "dehumanisation of guidance" in leadership education. This concept refers to oversimplifying leadership to mere skillsets or elevating it to an unattainable ideal disconnected from human emotions and motivations. Such an approach strips leadership of its essence—identity, community, and circumstance—ultimately failing students and, by extension, society. Drawing from experiences and observations in business education and practice, I echo Petriglieri & Pertirgrieli's concerns. The current educational model often leaves graduates ill-prepared for the realities of leadership, emphasising the urgent need for a shift towards more human-centric leadership training. It’s time for business schools to bridge this gap, fostering leaders who are skilled and deeply connected to their roles' human elements. This is not just a call for reform; it’s a call to action for nurturing empathetic, aware, and genuinely effective leaders for tomorrow.
AI & the Humanification of Leadership
In the ever-evolving leadership landscape, the fusion of Artificial Intelligence (AI) and humanified leadership stands as a beacon of transformative potential. Imagine a leadership paradigm where every decision and every strategy is infused with a deep understanding of human needs and aspirations. This is the promise of humanified leadership, where AI serves not as a replacement for human intuition but as a catalyst for its enhancement. By harnessing AI's power to analyse vast data troves, leaders gain unprecedented insights into the intricate tapestry of human behaviour, market dynamics, and organisational culture. Armed with this knowledge, they can make decisions that resonate on a human level, fostering empathy, understanding, and genuine connection.
Humanified leadership transcends mere data analysis. It reimagines the role of leaders as cultivators of human potential, freeing them from the burden of routine tasks to concentrate on what truly matters: the growth and well-being of their people. With AItive tasks and offering actionable insights, leaders are empowered to nurture talent, foster diverse perspectives, and promote handling repeat inclusivity within their organizations.
Furthermore, humanified leadership unleashes the full potential of AI. By embedding human values and ethical principles into AI systems, leaders can guarantee that technological advancements serve humanity rather than overshadow it. This symbiotic relationship between AI and humanified leadership creates a virtuous cycle of empowerment, where each strengthens the other in a continuous journey towards greater human flourishing.
In embracing the concept of humanified leadership, organisations not only unlock untapped potential within their workforce but also pave the way for a more compassionate, inclusive, and sustainable future. It's a call to action for leaders to harness the power of AI not just for profit margins or efficiency gains but for the betterment of humanity as a whole. Let us seize this opportunity to humanify leadership, shaping a world where technology serves as a force for good and where the accurate measure of success lies in the well-being and fulfilment of every individual.
The Perils of Micromanagement
Effective leadership is a cornerstone for organisational success and fostering in today's rapidly evolving business landscape. However, micromanagement, characterised by excessive control and scrutiny over subordinates, threatens to undermine these goals. Eliminating micromanagement can unleash the full potential for growth and adaptation to industry changes within organisations. Employees, no longer feeling scrutinised at every turn, can take risks and propose innovative solutions, ultimately enhancing the organisation's ability to thrive in a competitive market. Furthermore, the absence of micromanagement can boost employee morale, fostering an atmosphere of trust and satisfaction. Autonomy and collaboration leave employees feeling valued and motivated, leading to decreased turnover rates and an increased productive work environment. Ho confidently takes productivity.
Moreover, micromanagement paradoxically leads to reduced productivity and impaired decision-making processes. Despite the belief that close supervision ensures perfection, constant seeking of approval and reliance on the leader's guidance can impede progress and cause unnecessary delays. Employees, deprived of decision-making opportunities, miss out on valuable learning experiences, stunting their professional growth and limiting the organization's pool of future leaders. Additionally, micromanagement promotes a toxic work culture characterized by fear, anxiety, and resentment. Employees constantly feel watched, leading to heightened stress levels and hindering effective teamwork and collaboration. In conclusion, while micromanagement may stem from good intentions, its detrimental effects on organizations and their workforce cannot be overlooked. Leaders must prioritize building trust, fostering autonomy, and providing support to empower employees, thereby driving productivity, innovation, and long-term organizational success. This approach inspires a sense of hope and possibility for the future.
Humidification in leadership offers a compelling antidote to micromanagement while fostering better organisational results. By embracing Humanification, leaders prioritise empathy, trust, and empowerment, recognising the value of each individual's unique contributions and potential. Rather than focusing solely on control and oversight, Humanification encourages leaders to cultivate a culture of collaboration and open communication where employees feel valued and respected. This approach mitigates the stifling effects of micromanagement and unleashes the workforce's full creative and innovative potential. Organisations can foster a culture of autonomy, initiative, and accountability by championing a leadership style rooted in human-empowerment connection, improving morale, productivity, and overall performance.
Redefining Leadership: A Call to Humanify Leadership in the 21st Century
Leadership stands at a critical crossroads in our epoch, poised between unprecedented challenges and transformative opportunities. To truly grasp the essence of leadership in our time, we must transcend traditional boundaries and embrace a holistic understanding that integrates insights from diverse disciplines and perspectives.
As we navigate the complexities of the 21st century, the need for leadership to be humanified—imbued with empathy, integrity, and a genuine commitment to the well-being of all—is not just a suggestion but an urgent call to action. This imperative resonates deeply with the foundational principles espoused by critical scholars in the field.
Consider the wisdom of George and Bennis (2008), who introduced the concept of authentic leadership—a paradigm centred on passion, values, and empowering others. Authentic leaders, they argue, possess a deep sense of self-awareness and integrity, guiding their actions with a steadfast commitment to ethical principles. In our epoch, where trust in leadership is increasingly fragile, cultivating authenticity is paramount to restoring faith and fostering genuine connections within organisations and communities.
Similarly, Bass (1985) distinguished between transactional and transformational leadership, emphasizing the importance of inspiring change through vision and purpose. The transformative potential of leadership, he argued, lies in its ability to inspire hope, resilience, and innovation amidst adversity. This insight should motivate leaders to consider the impact of their leadership style on their followers and the broader community.
Furthermore, the insights of Nicolescu (2012) and Augsburg (2016) underscore the importance of transcending disciplinary boundaries and reconciling contradictory perspectives. In our epoch, characterized by increasing complexity and interconnectedness, leadership must adopt a transdisciplinary approach that integrates diverse knowledge domains. This approach is crucial in addressing multifaceted challenges with wisdom and pragmatism, and it encourages leaders to consider a broad perspective in their decision-making.
But what does it mean to humanify leadership in practice? It means prioritising empathy over ego, collaboration over competition, and long-term sustainability over short-term gains. It means leading with humility, recognising that authentic leadership is not about wielding power but serving others and empowering them to reach their full potential.
In our era, leadership can be humanified through intentional efforts to cultivate emotional intelligence, foster inclusive cultures, and champion ethical decision-making. It requires leaders to engage in continuous self-reflection and learning, embrace diversity and equity, and champion social and environmental responsibility.
Ultimately, the question of what leadership means in our epoch cannot be answered in isolation. It requires a collective exploration informed by the insights of scholars across disciplines—from psychology to anthropology, philosophy to neuroscience. By embracing a transdisciplinary perspective and the principles of authenticity, transformation, and empathy, we can chart a course towards a future where leadership is not just a position of authority but a sacred trust—a calling to inspire positive change and uphold the dignity of all humanity.
