WHY ?
Amidst moral failings, short-sightedness, and deprioritization 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 - prioritizing empathy, ethics, and human needs - as a paradigm shift catalyzing organizational and societal transformation in the Anthropocene and AI era.
Why Leadership Needs a Revolution
Have you ever found yourself grappling with the unsettling realization of unhuman treatment within your workplace or society at large? 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 shouldn't exist at all. True leadership should preemptively sidestep such scenarios, fostering environments where such injustices, unethical practices, and dehumanizing behaviors have no place to take root.
Indeed, examples of unjust, unethical, and dehumanized leadership pervade our daily lives, manifesting in political maneuvers, 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, to 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, 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. It's through this mosaic of expertise and experience that 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 serves as a cornerstone of my doctoral thesis on the topic of humanified leadership in the Anthropocene. Our mission is clear: to gather and analyze diverse perspectives on leadership from the realms of practice, science, academia, and beyond. By synthesizing 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 humanize leadership in isolation but also leverages the transformative potential of cutting-edge technologies. In an era defined by digital innovation, we must harness the power of AI, robotics, quantum computing, and other advancements to augment our capacity for empathetic, ethical leadership.
So, I implore you: join me in this collective endeavor to redefine leadership for the betterment of all. Together, let's embark on a journey towards a future where 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. The purpose of Humanifying Leadership is to contribute to humanified, ethical, inclusive leaders guiding diverse talent through unrelenting, human- and technology-driven change. The aim is to find out more about what future leadership might look like 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 global level of interconnection. Challenges that are unanticipated and 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 that will pave the way to a humanified leadership approach. An important aspect in this evolution of leadership that asks for new knowledge is the importance of humanifying leadership. 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 effective leaders.
However, despite its well-intended motives, micromanagement poses significant risks for organisations and their workforce. 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 judicious equilibrium in administrative oversight is advantageous both 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, questioning 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 higher 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 business assume greater social responsibility (World Economic Forum, 2020). Meanwhile, toxic management persists, causing harm (Namie, 2022). Leadership now 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. Strong 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, the ability to empathise, and attention to well-being are of paramount importance 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 organizational agility and continuous innovation capacity in order to adapt and thrive (Harvard Business Review, 2021). Yet traditional factors such as bureaucracy, rigid hierarchy, and short-term mindsets within many large organizations often inhibit the level of responsiveness and nimbleness required in today's dynamic climate (Capelli, 2022). Effective 21st century leadership must focus on promoting a culture of prudent experimentation, actively encouraging employee learning, growth mindsets, and deploying 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 behaviors 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 are key to embedding these vital innovation capabilities within any organization (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 organizations are investing 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.
To retain this talent, companies are prioritizing vision, transparency, and employee development. A clear and inspiring company vision, coupled with transparent operations, fosters a culture of trust and engagement. Commitment to employee growth through upskilling and career advancement opportunities further solidifies loyalty, making these organizations more appealing to both existing and prospective employees. This strategic approach to the War for Talent emphasizes not just recruitment but nurturing a supportive and growth-oriented environment, positioning companies to thrive in the long term by retaining skilled and motivated employees.
Dehumanization of Leadership and the Role of Business Schools
The critical role business schools play 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 the oversimplification of leadership to mere skillsets or, conversely, 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, emphasizing 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 not only skilled but also deeply connected to the human elements of their roles. This is not just a call for reform; it’s a call to action for nurturing empathetic, aware, and truly effective leaders for tomorrow.
AI & the Humanification of Leadership
In the ever-evolving landscape of leadership, the fusion of Artificial Intelligence (AI) and humanified leadership stands as a beacon of transformative potential. Imagine a leadership paradigm where every decision, 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 the power of AI to analyze vast troves of data, leaders gain unprecedented insights into the intricate tapestry of human behavior, market dynamics, and organizational culture. Armed with this knowledge, they can make decisions that resonate on a human level, fostering empathy, understanding, and genuine connection.
But humanified leadership goes beyond mere data analysis. It redefines the role of leaders as cultivators of human potential, liberating them from the shackles of mundane tasks to focus on what truly matters: the growth and well-being of their people. With AI automating routine tasks and providing actionable insights, leaders are empowered to nurture talent, cultivate diverse perspectives, and champion inclusivity within their organizations.
Moreover, humanified leadership unleashes the true potential of AI itself. By embedding human values and ethical principles into AI systems, leaders can ensure 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 reinforces the other in a continuous journey toward greater human flourishing.
In embracing the concept of humanified leadership, organizations 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 true measure of success lies in the well-being and fulfillment of every individual.
The Perils of Micromanagement
In today's rapidly evolving business landscape, effective leadership stands as a cornerstone for organizational success and fostering a productive work environment. However, the pervasive issue of micromanagement, characterized by excessive control and scrutiny over subordinates, threatens to undermine these goals. Micromanagement stifles creativity and innovation within organizations, inhibiting the potential for growth and adaptation to industry changes. Employees, feeling scrutinized at every turn, become hesitant to take risks or propose innovative solutions, ultimately hampering the organization's ability to thrive in a competitive market. Furthermore, micromanagement erodes employee morale, fostering an atmosphere of distrust and dissatisfaction. Constant interference and lack of autonomy leave employees feeling undervalued and demotivated, leading to increased turnover rates and diminished 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.
The concept of Humanification in leadership offers a compelling antidote to micromanagement while simultaneously fostering better results within organizations. By embracing Humanification, leaders prioritize empathy, trust, and empowerment, recognizing 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 not only mitigates the stifling effects of micromanagement but also unleashes the full creative and innovative potential of the workforce. By championing a leadership style rooted in human connection and empowerment, organizations can foster a culture of autonomy, initiative, and accountability, leading to improved morale, productivity, and overall performance.
Redefining Leadership: A Call to Humanify Leadership in the 21st Century
In our epoch, leadership stands at a critical crossroads, 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—that is, imbued with empathy, integrity, and a genuine commitment to the well-being of all—is more urgent than ever. This imperative resonates deeply with the foundational principles espoused by key scholars in the field.
Consider the wisdom of George & Bennis (2008), who introduced the concept of authentic leadership—a paradigm centered 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 organizations and communities.
Similarly, Bass (1985) distinguished between transactional and transformational leadership, emphasizing the importance of inspiring change through vision and purpose. Transformational leaders uplift and empower their followers, catalyzing collective action towards shared goals. In a world fraught with uncertainty and upheaval, the transformative potential of leadership lies in its ability to inspire hope, resilience, and innovation amidst adversity.
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 to address multifaceted challenges with wisdom and pragmatism.
But what does it mean to humanify leadership in practice? It means prioritizing empathy over ego, collaboration over competition, and long-term sustainability over short-term gains. It means leading with humility, recognizing that true leadership is not about wielding power, but about serving others and empowering them to reach their full potential.
In our epoch, 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, to embrace diversity and equity, and to 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 embracing 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.
