The Humane Leadership Conversation

There’s a lot of talk about transforming leadership, but precious few useful new models and methods.  We appreciate that you advocate for real change.

Humane leadership practices are based on the following ideas:

  • The main purpose of leadership is to empower others to lead themselves towards better performance. 
  • Leadership and performance conversations need to shift from an exploitation of human resources towards creating a culture of collaboration, experimentation, and innovation.
  • In structuring work we must address the integration of the intellect, emotions, and physical realities of our brains and bodies. 
  • The opportunity of leading humans requires us to focus all of our best qualities and thinking on empowering their ability to contribute.

These ideas are designed into very practical tools and methods for engaging, empowering, and improving a team member's performance. 

The book will speak for itself:

“As leaders, we can offer people the experience of choosing their own mental models, habits and experiments to optimize their results. This process lets us each become part of a self-teaching organism– a self-generated, self-refining intelligence.”

The Problems 

As leaders we face a variety of challenges every day:

  • The pressure to meet the organization’s goals. 
  • The need to improve the performance of our all too human team.
  • The moral ambiguities of power and our own integrity. 

As humans we and our team members face a separate set of challenges:

  • We earn our pay by working in often disempowering organizations.
  • Our mental work disengages us from our bodies and deepest values.
  • We feel the disappointment of our unmet need to work in a collaborative learning culture. 

How can we create a culture of performance improvement and leadership that addresses all of the opportunities inherent in these problems?

The Book

Again, we'll let the book speak for itself,

Of course, the book offers much more than just a simple approach. We introduce a framework in chapter two so anyone can quickly evaluate performance issues and opportunities for improvement. In chapter three we explain how to effectively host a performance review meeting and in chapter four, we explain some of the concepts underlying these methods.

The balance of the book is a primer and reference for the many challenges and opportunities you will discover in working with the humane performance improvement practices you’ve learned. Chapters five and six examine the wide variety of challenges that we may bring to the performance improvement discussion. Chapters seven through eleven offer deeper understandings and tools to empower improvements in motivation, time and authority, clarity of expectations, and development of capabilities. Chapter twelve looks at the implications of the humane leadership approach for our lives and organizations.

What readers are saying

Stephen Sloan has clearly walked the terrain and offers a beautiful heart-centered approach to compassionate and wise leadership. This book is rich and fascinating.

— Eben, Coach, Business Therapist, Consultant, and former CEO of EMyth Coaching

"Magnificent"

"Intimate, personal"

"Very engaging"

"Extremely useful"

View the table of contents.

If you have read this far, we likely share some very important values around humane leadership, compassion, and human dignity.  

How can we support you in your work?

If you would like to support us in ours, please consider sharing our work with your friends in the leadership transformation movement via your favorite channels.

LinkedIn - Humane Leadership Institute

Twitter - @HumaneLeaders

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Facebook page - HumaneLeadership

And, reach out– we’d love to connect with you!

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