Change management means nothing without reliable leadership. Whatever period of change your organization is experiencing — whether it's growth, downsizing, or pivoting strategic direction — the key to success lies within your leadership. Organizational planning, dynamic implementation, and all the other checklist items for change management will fall flat if your team doesn’t trust in their leaders. During times of change, it's easy for employees to feel vulnerable, directionless, and even fearful. Your leadership must be the safety net that eases them through these discomforts. 

Easier said than done, right? But experts are finding there’s one common factor in leaders who inspire their teams during times of change. Those who take a human-centric approach make teams feel better supported, more resilient, and more optimistic. Now more than ever, in this undeniably digital era, employees need a people-first approach from their leadership. As we become increasingly more reliant on technology we need to understand our true assets are our people. 

The Current State of Leadership

Business performance expert and keynote speaker Ryan Estis sees the current state of leadership as needing a transformation to keep up with the speed of workplace evolution. He believes there has been a major cultural shift around the way we work and our expectations from work, marking one of the most substantial transformations in our relationship to work in the past century. Knowledge workers, in particular, now look to their managers not just for direction but for support in enhancing their work experience and overall life satisfaction. 

Despite this shift, a Gartner survey reveals a stark reality: only 47% of managers feel adequately prepared to fulfill this new role. Estis believes there are key elements we can instill in leaders to help them navigate their new, more comprehensive roles as agents of change. 

How to Refocus on Your People

Embracing change and growth begins with developing a heightened awareness of these shifts and cultivating a growth mindset that views change as an opportunity for both personal and organizational development. To truly harness the potential within a team, leaders must learn strategies that elevate performance enablement, helping individuals tap into their full potential and drive exceptional results. 

Transitioning to a human-centered leadership style means actually getting to know your employees. What areas of work really allow their talents to shine? Where do they struggle? What do they enjoy doing? Leaders can lay out these components for each of their employees and then play a game of tetris to see how they most effectively fit together. Maybe someone is in a role that doesn’t best suit their skills or your team’s needs. Embrace with the idea of abandoning rigid structures and see what it would look like to move members around within the organization. 

Rally Around a Shared Purpose

Estis knows a key aspect of human-centered leadership is cultivating an organizational culture that fosters alignment and emotional commitment while empowering individuals in pursuit of a shared purpose. Leaders must explore methods for shaping this culture, influencing it in ways that inspire and engage employees. Central to this effort is fostering an environment of safety, trust, and collaboration, which is essential for ensuring that teams are prepared and competitive in a dynamic environment.

To galvanize meaning and commitment to a common mission, Estis recommends leaders create a Personal Leadership Vision and Action Plan that provides a clear roadmap for leading with purpose and owning the moment. Ultimately, driving momentum through harmony involves aligning the needs and expectations of people with organizational goals, and striving to make the workplace a better place for all stakeholders.

Hone in on These Crucial Skills

Business author Cheryl Cran’s perspective on leading through change is heavily influenced by her expertise and focus on the Future of Work. She takes a proactive approach to help companies plan for change rather than react to it. In her groundbreaking book Super.Crucial.Human, Cran emphasizes that the future of leadership extends beyond traditional roles — everyone is now a leader, and with this role comes the need to be a better human. 

Research underscores that, despite advances in automation, AI, and robotics, the demand for human talent will only increase. This heightened need is driven by a necessity for crucial human skills that transcend basic competencies, including the “4 C’s” — compassion, creativity, communication, and collaboration.

Cran encourages leaders to embrace the notion that human potential is limitless and adaptable, even in the face of rapid change. As a part of the “4 C’s,” she advocates for a ‘me to we’ mindset model that enhances collaboration within hybrid work environments. In her keynote speaking and NextMapping workshops and counseling, Cran helps audiences and team members take steps towards implementing solutions and future-proofing centered around these crucial human skills. 

It’s All About Your People

In the digital era, human-centered leadership — infused with compassion and personal touches — emerges as the beacon guiding organizations through an age marked by rapid technological advancement and shifting workplace dynamics. By prioritizing empathy, understanding, and the development of crucial human skills, leaders can navigate change with agility and foster a culture where people are integral drivers of innovation and resilient in the face of change. 

Embracing this leadership approach ensures that teams remain motivated, collaborative, and aligned with a shared vision, ultimately positioning organizations to thrive in an increasingly complex and interconnected world. As we continue to adapt to digital transformation, the human touch will remain a defining factor in achieving sustainable growth, making human-centered leadership not just a strategy, but a fundamental principle for navigating into the future of work.