Automation and artificial intelligence are changing the world of work. Companies are driving digital transformation, optimizing processes through algorithms, and using artificial intelligence for data analysis. The focus is on efficiency gains. At the same time, these technologies are also changing leadership and collaboration. However, they cannot replace human connection, but only have a lasting effect when used in combination. That is why a new focus is needed: more humanity. Only in this way can employees remain healthy, productive, and successful in the long term.
Humanity in leadership from two perspectives
Humanity in leadership can be viewed in two dimensions: first, with regard to the manager themselves, and second, with regard to their interaction with employees. The Duden dictionary defines the term humanity as “being, existence as a human being” and as “human attitude and disposition.” Applied to leadership, this raises questions such as: How do I treat myself? How do I build trusting relationships with other people?
A look at the manager themselves
Many managers find that the pace of change is accelerating due to market shifts, new requirements, and constant activity. Presence in the sense of “being there” is often valued less than activity. Pressure generates short-term performance, but in the long term it leads to inner emptiness and health problems. It is therefore crucial to manage your own resources consciously. Those who pause and regularly take time for self-reflection find it easier to recognize what triggers stress and which needs are unfulfilled. This allows them to regain energy and scope for action.
A self-determined leadership style is characterized by:
The first step toward this is fulfilling basic needs: sleep, exercise, healthy eating, and drinking enough water. Building on this, secondary needs such as social relationships and self-actualization can come into focus. Feelings are an important indicator here: anger or rage indicate unfulfilled needs, while joy or lightheartedness indicate fulfilled needs. Leading humanely means taking responsibility for your own needs and values.
There are three steps to implementation:
Management thought leader Peter Drucker summed it up this way: “Only those who can lead themselves can lead others.” A culture of openness, feedback, and innovation emerges when leaders actively exemplify it.
Focus on employees
Despite positive developments, employees in some companies are still treated as interchangeable resources. The focus is exclusively on numbers and results. Human leadership, on the other hand, means perceiving employees as individuals and taking their needs seriously. The following approaches for more humanity in dealing with teams can contribute to this:
Focus on strengths: Develop strengths in a targeted manner instead of just comparing target and actual profiles.
Show empathy: Show understanding and interest in the personal circumstances of team members.
Respect needs: Support different life situations with flexible working models.
Listen actively: Pay attention to words, body language, and tone of voice.
Show appreciation: Show gratitude or consciously hold conversations without an agenda.
Humanity and results-oriented thinking are not mutually exclusive; they reinforce each other. Empathy and appreciation create motivation, trust, and creativity, and are ultimately reflected in the results. Human leadership is not a nice-to-have, but the foundation for healthy, successful people, teams, and companies. It has an impact both internally and externally: increased commitment, strengthened loyalty, reduced sick days, and lower staff turnover. This approach is crucial, especially in times of skills shortages and inner resignation.