People-Centric Leadership
August 3, 2023 | By David M. Wagner
Public service announcement: even if you feel comfortable dining outside during a light rain shower, it does not mean that your server wants to get soaked taking your order.
New Hampshire has had a very rainy summer. Everyone is desperate to spend time outside. That pent up enthusiasm, and perhaps hunger, may lead restaurant patrons to forget that their server is also a person with needs and preferences.
Even leaders sometimes overlook the humanity of others.
And I’m not just talking about toxic, ruthless types. The most well-intentioned leaders can slip into undervaluing the needs of people.
How We Lose Sight of People
It is possible to become so focused on the mission that we unintentionally disregard the people we serve, on our team, and who make our work possible.
What might that look like?
Focusing on results and mission outcomes at the expense of the well-being of others (including ourselves!).
Treating team members and volunteers as “resources” or seeing funders as “wallets,” rather than as human beings with innate needs.
Maintaining a “professional distance” at the expense of recognizing coworkers (and ourselves!) as emotional beings whose feelings (*yuck*) have a real impact on engagement and performance.
Presuming to speak for others – even those (we think) we know very well, like our clients and constituents – rather than consulting with them.
Shifting to People-Centric Leadership
Honestly, sometimes it just feels easier to press ahead, make decisions, and focus on things we can control, than take the time to always check in with people about what they need. Budgets, mission statements, newsletters, and org charts are less complicated than people.
But it’s people we need to focus on serving. Even if our mission is not explicitly about helping people (such as some environmental causes), human beings make our mission necessary and possible. We ignore the human element at our mission’s peril.
We can overcome that pitfall by focusing on the C.I.A. of people-centric leadership: Curiosity, Inclusivity, and Acknowledgement.
We are not omniscient. Practicing curiosity by leading through inquiry can give us insight into others’ needs and preferences, how a decision might affect them, and their motives. Asking questions not only corrects our flawed assumptions, it also makes people feel heard.
Seeking input from stakeholders also helps build inclusivity. More importantly, leaders can actively create a welcoming environment in which people feel it is safe to disagree with one another – because they feel they belong.
We can acknowledge others by recognizing the value they bring to the mission. That includes extraordinary contributions as well as serving in everyday roles. Expressing gratitude reminds us that we can’t do our work alone. And it makes others feel seen.
Practicing curiosity, inclusivity, and acknowledgment makes people feel heard, seen, and that they belong. If you find you’re putting the mission ahead of people (including yourself!), Clear Mission Consulting offers coaching to help reinforce people-centric leadership. Schedule a free consultation to take the first step toward putting people back at the heart of your mission.