“The future of leadership doesn’t belong to the strongest or the smartest—it belongs to the most human.”
In a world driven by AI, automation, and constant change, one thing machines can’t replace is humanity. Empathy, authenticity, and creativity aren’t just “nice-to-have” qualities anymore—they’re the difference between leaders who thrive and those who fade into irrelevance.
AI can automate processes, but it can’t empathize. It can analyze data, but it can’t build trust. This is where human-centered leadership stands apart.
According to Dwivedi et al. (2021), while AI can streamline decision-making, automate processes, and increase operational efficiency, it cannot replace the core human attributes of empathy, authenticity, and creativity that define modern leadership. As AI tools continue to evolve, the human element becomes even more essential for navigating the ethical, emotional, and interpersonal dimensions of leadership.
Today’s employees aren’t just looking for a paycheck. They’re looking for purpose, connection, and trust. They want leaders who prioritize people over processes and relationships over rules. As hybrid work, mental health awareness, and technological disruption reshape the workforce, HR professionals are being called to lead differently.
But what does it actually mean to be a “human-centered leader”? It’s not just about being “nice” or “caring.” It’s about leading with intention, courage, and heart. According to HR Dive, six essential traits define modern leadership: empathy, transparency, authenticity, adaptability, creativity, and collaboration (Jones, 2024).
These six traits are no longer optional. If you want to lead teams that are engaged, loyal, and ready to tackle change, you must master them all. Here’s how.
1. Empathy: Your Leadership Superpower
Empathy is no longer a “soft skill”—it’s a leadership advantage. While AI can predict behaviors, it can’t understand them. Empathy allows leaders to see beyond deadlines and performance goals to understand the people behind them.
According to a study by Gallup involving over two million employees across 700 companies, 70% of an employee’s engagement is determined by the quality of their leadership. Employees crave a sense of belonging and purpose (Cook, 2024). Empathy is the key to unlocking both.
How to Apply It
- Hold empathy-driven check-ins: Move beyond performance metrics. Ask, “How are you feeling this week, and what do you need from me?”
- Create safe spaces for feedback: Implement anonymous feedback tools where employees can share concerns or ideas freely.
- Practice active listening: When employees share their thoughts, reflect on what you heard them say and acknowledge it.
Story in Action
When Sarah, an HR manager at a fast-growing tech startup, noticed a rise in employee burnout, she launched weekly empathy-driven check-ins. One employee revealed that juggling childcare with work deadlines was taking a toll on their mental health. Sarah proposed a flexible work hours plan to leadership, and it was approved. Within two months, employee engagement scores rose by 18%, and turnover dropped by 12%.
Takeaway: Empathy builds trust, but action drives change. This week, schedule one-on-one check-ins with three employees. Ask them, “What’s one way I can support you better this month?” Then, act on it.
2. Transparency: No Secrets, No Stress
Imagine driving through a dense fog with no clear view of what’s ahead. That’s how employees feel when they’re left in the dark about company goals, decisions, and changes. Transparency clears the fog. It builds trust, reduces anxiety, and fosters clarity.
How to Apply It
- Share “State of the Team” updates: Host monthly team huddles to provide updates on wins, challenges, and upcoming changes.
- Explain the “why” behind decisions: When decisions are made, provide the reasoning behind them. Employees will respect your honesty, even if they don’t love the decision.
- Admit mistakes publicly: Leaders who own their mistakes model accountability, inspiring employees to do the same.
Story in Action
When a major reorganization was announced at a global consulting firm, employees feared the worst. Instead of letting rumors fester, the COO held a live Q&A session to explain why the change was necessary and what it meant for their roles. By answering employees’ questions in real-time, trust increased, and employee confidence in leadership grew by 23%.
Takeaway: Transparency builds psychological safety. This week, provide an update on a pending decision, even if the answer is “We’re still figuring it out.”
3. Authenticity: Ditch Perfection, Lead with Realness
Authenticity isn’t about being perfect—it’s about being real. Today’s employees value leaders who are honest about their struggles and willing to admit mistakes. Why? Because it makes you relatable.
How to Apply It
- Share your story: Talk about a time you faced a challenge and what you learned from it.
- Lead with vulnerability: Be honest about what you don’t know and invite your team to co-create solutions with you.
- Resist the urge to “look perfect”: People respect real leaders, not flawless ones.
Story in Action
During a critical project deadline, Marcus, a VP of Operations, made a costly mistake that set the project back by three weeks. Instead of covering it up, he gathered the team and said, “Here’s what happened, here’s what I missed, and here’s how I’m fixing it.” His honesty strengthened his team’s respect for him and inspired others to be transparent about their own mistakes.
Takeaway: Perfection creates distance; authenticity builds connection. This week, share an experience of failure and the insights you gained. Watch how it inspires your team.
4. Adaptability: Thrive Through Change, Not Just Survive
The only constant is change. Adaptable leaders see change as an opportunity, not a threat.
How to Apply It
- Be a continuous learner: Attend industry workshops and read leadership books to stay ahead of trends.
- Adopt a “test-and-learn” mindset: Try small changes, see what works, and refine as needed.
- Ask your team for input: Your team sees change happening on the front lines. Listen to them.
Takeaway: Change is inevitable, but your response is a choice. This week, identify one outdated process and work with your team to improve it by 10%.
5. Creativity: Think Bigger, Lead Smarter
AI can generate ideas, but human creativity drives breakthroughs. Leaders who think creatively don’t wait for change—they create it.
How to Apply It
- Gamify learning: Turn training sessions into interactive experiences to boost engagement.
- Crowdsource creativity: Invite employees to pitch fresh ideas for growth, development, or team-building activities.
- Reimagine benefits: Introduce new perks like wellness stipends or “innovation days” to stand out.
Takeaway: Creativity fuels growth. This week, challenge your team to propose a “wild idea” to improve a current process.
6. Collaboration: From Lone Wolf to Team Champion
No leader succeeds alone. Collaboration across teams leads to better solutions and stronger outcomes.
How to Apply It
- Host cross-functional brainstorming sessions: Bring departments together to solve one challenge.
- Use collaborative platforms: Use tools like Miro or Teams to crowdsource solutions.
- Create co-ownership: Share leadership of initiatives and co-develop solutions with employees.
Takeaway: Collaboration drives inclusivity. This week, co-design an initiative with a department outside of HR.
Betting on Leading, Not Managing
Here’s the truth: AI is coming for your systems, but it’s never coming for your humanity. While AI-driven systems continue to shape business operations, they can’t replicate the uniquely human traits that define great leadership. According to Dwivedi et al. (2021), AI excels at automation, prediction, and decision-making. However, it lacks the ability to navigate the emotional, ethical, and interpersonal complexities that leaders face every day.
The leaders who thrive in this new era will be those who master empathy, transparency, authenticity, adaptability, creativity, and collaboration. These traits aren’t just “nice to have”—they’re non-negotiable for leading teams in an AI-driven world.
Don’t just read about these traits—embody them. Pick one this week. Schedule empathy check-ins. Host a “State of the Team” update. Tell a story about your mistakes. Do one thing that reflects human-centered leadership, and watch how it impacts your team.
How to Apply It
- Host cross-functional brainstorming sessions: Bring different teams together to tackle one challenge.
- Use collaborative platforms: Platforms like Slack, Miro, and Teams streamline teamwork and idea sharing.
- Create co-ownership: Instead of owning every project, delegate and co-lead initiatives with other departments.
Takeaway: Collaboration drives inclusivity. This week, ask a team outside of HR to co-design an employee experience initiative with you.
The future of leadership belongs to the most human. Will you be one of them?
Through our Inspiration Moments, we explore ways to adapt, inspire, and thrive, finding insights and resources that make growth more achievable, even for those juggling many responsibilities. For more inspiration and resources to help you reach your potential, visit bettingonme.com. Together, let’s make the most of the opportunities before us and create a future full of promise.
Thanks for allowing me to join you on this journey. Until next time, keep thriving and believing that ‘Life happens for you, not to you, to live your purpose.’
Respectfully,
Lynn “Coach” Austin
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References
Cook, R. (2024, May 13). The empathy edge: Emotional intelligence as a secret weapon. Forbes Business Council. https://www.forbes.com/councils/forbesbusinesscouncil/2024/05/13/the-empathy-edge-emotional-intelligence-as-a-secret-weapon/
Dwivedi, Y. K., Hughes, D. L., Ismagilova, E., Aarts, G., Coombs, C., Crick, T., … & Williams, M. D. (2021). Artificial intelligence (AI): Multidisciplinary perspectives on emerging challenges, opportunities, and agenda for research, practice, and policy. International Journal of Information Management, 57, 101994. https://doi.org/10.1016/j.ijinfomgt.2019.08.002
Jones, T. (2024, September 13). 6 traits HR leaders can focus on to build a humanistic brand. HR Dive. https://www.hrdive.com/news/6-traits-hr-leaders-can-focus-on-to-build-a-humanistic-brand/726924/
About
Lynn F. Austin is an educator, author, emerging AI thought leader, and doctoral candidate who is passionate about inspiring others to reach their highest potential. With a strong foundation in faith and expertise in leadership, personal growth, and AI in higher education, Lynn is dedicated to empowering individuals to embrace challenges, opportunities, and change.
As a speaker, Lynn shares her insights and experiences at schools, conferences, and workshops. As the author of The Newman Tales children’s book series and other business, motivational, and faith-based books, Coach Austin draws from personal experience and professional expertise to motivate readers to join her toward purposeful living along a ‘life happens for me (not to me) to live my purpose’ journey of faith, growth, and inspiration.
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Excerpt:
HR leaders can build a stronger, human-centered brand by focusing on six key traits: empathy, transparency, authenticity, adaptability, creativity, and collaboration. Prioritizing these traits fosters a workplace culture where employees feel valued and engaged, boosting productivity.
Tags:
HR leadership, humanistic leadership, empathy in HR, workplace culture, human-centered leadership, employee engagement, HR strategies, authentic leadership, adaptability, workplace collaboration
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