Written by: Hermann du Plessis
Article source: Supplied
“When leaders show up with empathy and humility, they remind their teams that they are human first—and that’s where true engagement begins.”
— Lead With Intent, Chapter 5
For too long, leadership has been viewed as performance without emotion, output without care. Somewhere along the way, we began to believe that professionalism required detachment. That emotions had no place at work. That being “strong” meant being unapproachable, distant, and guarded.
But here’s the reality: people are not spreadsheets. They are not KPIs or job descriptions. They are human—complex, creative, emotional—and they long to be seen.
This is why one of the most powerful things a leader can do today is to rehumanise the workplace.
THE COST OF DISCONNECTION
In my work with leaders across industries, I’ve seen a pattern repeat itself in organisations with poor engagement: people show up physically, but not emotionally. They do the work—but without heart. They comply—but don’t commit. Why?
Because somewhere along the way, they stopped feeling seen.
“We’ve become so focused on efficiency that we’ve forgotten to engage. But productivity without engagement is short-lived.”
— Lead With Intent, Chapter 1
When people feel like a number, they start performing like one. But when they feel valued as individuals, their creativity, initiative and resilience return.
EMPATHY IS A STRATEGIC ADVANTAGE
Empathy isn’t about being soft. It’s about being smart. Empathetic leadership isn’t about managing emotions—it’s about understanding them, and leading with them in mind.
When we work with leadership teams to introduce the TTLI Engagement Model, one of the fastest ways we see cultural transformation is through the principle of rehumanisation, which is built on empathy and active listening.
“When leaders choose to listen without defensiveness, they foster loyalty, collaboration, and community. These aren’t feel-good words—they’re drivers of performance.”
— Lead With Intent, Chapter 5
SIGNS YOUR TEAM IS DISENGAGED
Before change can begin, we need to recognise the signs that people are silently checking out. Some of the indicators include:
- People stop contributing ideas in meetings
- They no longer challenge poor decisions—they disengage instead
- Tasks are completed, but passion is absent
- Silence becomes the norm, not the exception
This doesn’t always mean the person is lazy or uninterested. Often, it means they’ve lost trust in leadership or feel emotionally unsafe to engage.
SAFE TEAMS PERFORM BETTER
A concept I return to often in Lead With Intent is psychological safety. It’s a fancy term, but it simply means this: your team knows they won’t be punished, shamed or shut down for being real.
Psychological safety is the bedrock of innovation. People only bring ideas forward if they believe they won’t be embarrassed. They only share concerns if they believe they won’t be ignored. And they only admit mistakes if they believe they won’t be punished.
“In environments where truth is not welcome, growth is not possible.”
— Lead With Intent, Chapter 4
REHUMANISING IS A RETURN TO JESUS’ WAY
As Christian leaders, we have a profound model in Jesus. He didn’t rush past people. He stopped. He saw the woman at the well. He noticed Zacchaeus in the tree. He didn’t avoid people’s pain—He stepped into it.
In the same way, to rehumanise our spaces, we need to slow down and see people again. Not just what they do, but who they are.
Leadership is a calling. And at its best, it reflects the character of Christ—compassionate, courageous, present.
CASE STUDY: JAMES AND THE TOXIC SALES TEAM
James had always excelled in sales. So when a mid-sized engineering firm offered him a role as sales manager, he accepted—aware that managing and selling were two very different skills.
He inherited a broken team. During his first meeting, he sensed coldness, mistrust, and disconnection. The previous manager had driven the team harshly, pressuring them to meet extreme targets, often at the cost of personal time and family life. Sales reps were stealing clients from one another. Office politics were rife. People were surviving, not thriving.
“His initial introductory meeting was cold, almost inhumane.”
— Lead With Intent, p. 81
Rather than push harder, James took a different approach: he rehumanised the team.
He met with each staff member one-on-one, asking not just about targets, but about family, finances, challenges, and dreams. These weren’t interviews—they were human conversations. Some lasted hours.
James asked questions like:
- “Are you married? Who is your partner?”
- “Do you have kids? Tell me about them.”
- “What does your support structure look like?”
- “What are your biggest concerns for your family?”
The transformation didn’t happen overnight, but trust began to return. People started to speak up. They started working with each other instead of against each other. James didn’t just manage the team—he served them. He led with intent.
PRACTICAL WAYS TO REHUMANISE YOUR TEAM
- Ask better questions
Move beyond “How are you?” to “What’s been heavy on your plate this week?” or “What’s energising you at work right now?” - Celebrate small wins
Recognition fuels engagement. Gratitude is not fluff—it’s fuel. Celebrate progress, not just perfection. - Check your meetings
Are your meetings draining or energising? Do they allow space for real dialogue, or are they one-way broadcasts? - Model vulnerability
Be honest about your own learning curves, fears, and limitations. It gives others permission to be real too.
THE RESULT? LOYALTY AND LONGEVITY
People don’t leave companies. They leave cultures. They leave managers who don’t see them. They leave environments where excellence is demanded but never affirmed.
“Empathy and listening create a culture where people stay—not because they have to, but because they want to.”
— Lead With Intent, Chapter 5
When we bring humanity back to leadership, we gain loyalty, not just labour. We foster growth, not just compliance.
THE SPIRITUAL SIDE OF WORK
Work is spiritual. Scripture affirms that whatever we do, we should do it unto the Lord (Colossians 3:23). This includes how we treat people, how we lead meetings, how we offer feedback.
As Christian leaders, we carry the Kingdom into our offices, classrooms, and conference rooms. When we honour people, we honour God.
And when we lead with empathy, we reflect His heart.
CLOSING ENCOURAGEMENT
Leadership is not about having all the answers. It’s about asking the right questions, seeing the whole person, and cultivating environments where people can thrive.
If you want your team to give their best, start by giving them your presence. Choose to rehumanise the workplace—not by over-functioning, but by simply being intentional, curious, and kind.
“People don’t remember your title. They remember how you made them feel.”
— Lead With Intent, Chapter 3
Let’s lead with that in mind.
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Date published: 09/06/2025
Feature image: Image for illustrative purposes only.
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