Human-Centered Leadership: How to Thrive When the Pressure Is On
"Leadership is not about being in charge. It is about taking care of those in your charge." — Simon Sinek
Every leader should strive to live by these words—but in today’s workplace, that’s easier said than done.
With remote and hybrid work, shifting employee expectations, and personal stress levels in the U.S. at an all-time high, the modern workplace can feel like a pressure cooker. As stress inevitably seeps into employees’ work lives, leaders are walking a tightrope between driving high performance and practicing human-centered leadership. Balancing the demands of performance, company politics, and often convoluted business processes alongside employees’ needs for flexibility, recognition, and mental well-being can feel overwhelming—sometimes even impossible.
If you’re a leader feeling the weight of it all, you’re not alone and you don’t have to navigate it alone. Here are my top three focus areas, along with a few strategies to help you lead with a human-centered approach, build trust with your team, and manage burnout—not just for your employees, but for yourself as well.
Leading in the Modern Workplace—Prioritize Clear, Consistent, and Open Communication
A lack of clarity and inconsistency isn’t just annoying and inconvenient—it’s costly. It erodes trust, fuels disengagement, leads to mistakes, and demoralizes teams by preventing them from ever experiencing forward progress. Employees crave clear communication, not only to stay informed but also to feel valued, involved, and secure.
Set clear expectations by defining and documenting roles, goals, and performance metrics. Communicate expectations clearly by avoiding vague language like “please have that done as soon as possible”; instead, be specific about deliverables, deadlines, and priorities. Confirm understanding by asking team members if what you’ve shared makes sense or by having them summarize what they’ve heard. Finally, help your team understand how their role connects to broader company objectives—the why behind their work—to build motivation, inclusion, and empower them to make informed decisions when priorities shift.
Prioritize connecting with your team by holding regular one-on-ones to keep communication open and provide employees with a safe space to voice concerns. Consistent one-on-ones help nurture a genuine connection and foster understanding between you and your teammates. Connecting with team members isn’t just an opportunity to support their growth, it’s also a chance to explore how you, as a leader or organization, may need to grow to better meet your employees' needs. Create a culture where employees feel safe giving feedback, not just receiving it. Each employee has a unique experience and perspective—their voices matter. Being open to their input, even when you don’t fully agree, will only help you, your team, and your company become stronger and more diverse. And as much as leadership may love virtual calls, many employees are experiencing severe screen fatigue. When possible, give your team a break from the screen by messaging, calling, or even suggesting a walking meeting.
Be transparent about decisions—or as transparent as circumstances allow. If changes are happening, explain why, how they will impact the team, and what the intended outcome is. As a leader, you won’t always agree with or have control over every company decision but being honest about that can build trust and create a sense of togetherness in difficult moments. You don’t want to disparage your company, but saying something like, “I know this is stressful—I’m feeling it too. But we’ll get through it together and support each other as we navigate these changes” can create a less corporate, more human experience.
Building Trust with Your Team—Follow Through on What You Say
Employees lose trust when leaders make empty promises or claim things are one way but fail to demonstrate reliability through their actions. Follow through shows employees they can count on you and the organization, especially during times of change or uncertainty. Consistently doing what you say builds credibility and fosters a culture of accountability.
Be consistent with policies. If you offer flexibility or certain benefits, apply them fairly across the team. Demonstrate integrity by upholding the policies and procedures set by you or your organization. Inconsistencies in policy enforcement can lead to distrust, confusion, perceptions of unfairness or judgment, and ultimately, a toxic work environment.
Only promise what you can deliver. If you are unsure of what you can commit to, it’s better to say, “I’ll look into it and get back to you,” than to agree to something unrealistic. If you commit to circling back to a team member, it is your responsibility to follow through. Don’t leave a team member in the awkward position of waiting for a response that never comes. Your team is your internal client—show them the same care and follow-through you expect them to show your customers.
Own your mistakes and seek feedback on your leadership. Admitting when you are wrong builds credibility and fosters accountability within your team. Asking employees how you can better support them demonstrates your commitment to growth. Acknowledging that you are just as capable of making mistakes and equally in need of continued growth helps create a more connected and supportive work environment. Regardless of your title or time in a role, you’re never done growing.
Managing Burnout (For Yourself & Your Team)—Model Healthy Work-Life Boundaries
Employees take cues from leadership. If you don’t set and respect your own work-life boundaries, your team may not feel comfortable doing so either. Modeling healthy boundaries and prioritizing self-care encourages your team to follow suit, fostering a more balanced and less strained work environment.
Set a precedent for unplugging and encourage breaks. Protect your personal time by avoiding work outside your expected hours whenever possible. Research shows that working more than 55 hours per week is counterproductive. If you regularly exceed this threshold, consider how it may be impacting your focus, well-being, presence with your team, and ability to self-regulate. Some signs of burnout include becoming irritable or impatient with colleagues, constantly feeling drained or overwhelmed, experiencing frequent headaches or other unexplained aches, and increased mistakes or struggle to concentrate. In addition to unplugging outside work hours, actively remind team members to take breaks throughout the day, including lunch. Regular breaks help reduce stress, allowing employees to return to work refreshed and better equipped to handle their responsibilities.
Take your own PTO and don’t work during it. If leaders never take time off, employees may feel guilty doing so. Stepping away from work allows you to spend more time with loved ones, improve mental clarity, and engage in activities beyond your job. PTO is essential for reducing workplace stress and preventing burnout—so do yourself and your team a favor by fully using the time your company provides.
Offer flexibility where possible. Acknowledge that employees have personal responsibilities and provide accommodation when feasible. We've all experienced the frustration of a midday doctor’s appointment—waiting far longer than expected for something we’d rather not be doing in the first place. Don’t add unnecessary stress to already difficult situations.
By implementing these strategies, you’ll create a healthier, more productive workplace where employees feel valued and supported. When employees feel heard and respected, and when they see leadership embody the values they promote, trust and productivity naturally follow.
Effective leadership requires more than just authority—it demands adaptability, empathy, and authentic communication. As a leader, your influence extends beyond the decisions you make—it’s reflected in the behaviors you model and the priorities you set. Lead with intention and be the kind of leader you’d be inspired to follow.
—Shannon Stein
