don't worry be happy sHumanity Fundamental #1: Expand consciousness Agile Adaptive Generative human-centered leadership is compassionate empathetic vulnerable inclusive self-aware intentional wise Capabilities of Humanistic Leaders Compassion Vulnerability Listening Humility Resilience Empathy Inclusivity Feedback Self-Awareness Boundary Setting Emotional Intelligence Presence Wisdom Humor Intentionality Humanity 1 Enhancing Awareness- Consciousness 1. System awareness – better understanding outside forces “the way the world.” 2. Self-awareness - seeing one’s own resources anew. 3. a profound examining and clarifying personal values an awakening to deeper meaning. 4. thorough re-evaluation priorities. 5. Other what others are experiencing. 6. that people need continued attention. 7. other people’s strengths 8. awaken impact social strife on work workers culture. 9. world”. 10. Customer customers’ contexts needs have evolved too. 11. Higher leads decisions being more fully aware culture context influences decisions alignment. 12. Awareness leaders’ mindsets can be transformed including around distributed workforce. 13. derailers opportunities which enables leaders help change. #2: Cultivate relationships nature vitality has grown. Relationships start with benevolence having others’ best interests at heart. Authentic caring about welfare was demonstrated through genuine interest in how faring. In cases than not mean well good intentions but haven’t conveyed their benevolence The pandemic been catalyst cultivating holistic includes home lives. became significant pressures family life work value inviting authentic convey both emotional cognitive empathy burst into life. introduced many opportunities deepen relationships. To trusted it important for strike right balance vulnerability confidence prioritized as first priority before business agenda. Relationship-building precondition securing alignment strategic tactical direction goals. #3: Support well-being Health safety foremost focus. were present witnessing stresses strains themselves employees. got touch diverse individual concerns strain isolation some employees top high stress levels. Greater emerged self-care looks like cultivate self during crisis. gave space employees challenging time. Supporting time recover recharge after extreme addressed. realization employee health priority arrived good. #4: Integrate diversity trauma racial inequity exclusion exploded consciousness catching them by surprise. It quickly clear new make open dialogue principles. accepting conflicting perspectives concerns. began see gaps inclusion collaboration decision-making. They learned they needed reach out seek views not just react realized means truly seen. recognized introspective empathetic. slow down “decisiveness” perspectives. Many incorporating viewpoints and specifically racial ethnic gender diversity. #5: Build agile cultures exposed limitations leading fear. Cultures motivate fear unable deal issues well fared poorly. Open frequent communication inspires hope contributed adaptable Organizations had already integrated methods processes able adapt well. potential flattening hierarchies thus distributing leadership apparent. forces led employee-centered empowered who made feel supported rewarded. Some set goal helping everyone resourceful. discovered bold vision future inspiring. ambitious people order unpredictable world. A aim one handle big challenges become radically flexible. confirmed humane styles. human resilience agility organizational revealed. 14. now understand psychologically safe describe hopes fears vulnerability. 15. leader’s responsibility morale came light. mile love