People-First Leadership Approaches

82% of people have checked out, mentally gone, even as they keep clocking in day after day. That’s not the Great Resignation. It’s something quieter, and far more dangerous: The Great Detachment. Richard Branson said it best: “Train people well enough so they can leave. Treat them well enough so they don’t want to.” But here’s what no one talks about: The Great Resignation made offices look empty. The Great Detachment makes people feel empty. I once coached a VP who thought he was the perfect leader: He paid for courses. Flew people to conferences. Talked a big game about growth. Yet people kept leaving. Because he trained them to leave… …but didn’t treat them to want to stay. People crave more than development. They want to feel: • Their work matters beyond ticking boxes. • Truly seen as humans, not just producers. • Valued as people, not titles in an email signature. So how do we keep people, not just in their seats, but alive inside? The answer lies in The C.H.O.I.C.E.™ Framework: → Courage: Start the conversations no one wants to have. → Humility: Ask, “What do you need here that you’re not getting?” → Openness: Hear feedback, even when it stings. → Integration: Connect growth to purpose, not just promotions. → Curiosity: Learn what lights people up beyond their roles. → Empathy: Treat people as human beings first, employees second. 💥 Leadership Action Steps ✅ Train for possibility. → This week, ask each person: “If you left tomorrow, what’s the one skill you’d be most grateful you learned here?” ✅ Treat for loyalty. → In your next 1:1, drop the script and ask: “What would make this a place you’d never want to leave?” ✅ Tie growth to meaning. → Skip the endless slides. Open your next meeting with: “Here’s why this project matters far beyond our bottom line…” Because the goal isn’t just to keep people from quitting. It’s to build a place they could leave, but don’t want to. People don’t quit jobs. They quit the meaning they can’t find, and the life they can’t feel there. 💬 Have you ever stayed in a role you’d already left in your heart? ♻️ Repost if you believe in human leadership. ➕ Follow Loren Rosario-Maldonado, PCC for human-first leadership shifts. (Source: Gallup’s 2024 Workplace Report) 📸Richard Branson quote

Why Most Leaders Get This One Thing Completely Backward (and It’s Costing Them Performance) Here’s the brutal truth: you’re not responsible for the numbers. You’re responsible for the people who are responsible for the numbers.– Simon Sinek That shift in mindset changed everything for me. When I first stepped into a leadership role, I focused on reports, spreadsheets, and bottom-line results. But despite the long hours and tracking KPIs, performance plateaued. Why? Because I was managing data, not leading people. Then I learned this core leadership truth: Healthy teams drive healthy numbers. That’s when I made the shift—from pressure to presence. From metrics to mentorship. And the results? • Turnover dropped by 34% in 6 months • Team productivity increased by 47% in 90 days • We exceeded our quarterly goals—without burning out the team Why? Because people who feel seen, heard, and empowered take ownership of results. So if you’re a new manager, executive, or business owner and feel stuck chasing metrics, ask yourself: “Am I leading people, or just managing performance?” Here’s what to do: 1. Prioritize one-on-ones (people before performance reports) 2. Develop trust through active listening 3. Coach instead of control This isn’t just feel-good leadership—it’s measurable. It’s strategic. It’s sustainable. Want a real-world framework to make this shift? DM me DRIVE for my leadership white paper: “3 Ways Great Leaders Drive Results WITHOUT Chasing Numbers” you’ll: • Learn the people-first principle that top-performing leaders use • Hear a real story of how I turned around a stagnant team • Get a repeatable framework you can use this week If you lead people—this message is for you. You can’t control the numbers, but you can inspire the people who do. Lead smarter. Lead better. Lead human. #LeadershipDevelopment #CoachingCulture #PeopleFirstLeadership

Throughout my career in executive recruitment, I've noticed a consistent pattern: the leaders who inspire the deepest loyalty share one fundamental quality - they genuinely care about their people.   This isn't about superficial team-building exercises or occasional recognition programs.   It's about a deep-seated belief that people matter as individuals, not just as productivity units.   The most respected leaders demonstrate this care through both small daily actions and significant decisions:   • They create psychological safety where people can speak up without fear • They invest time understanding individual aspirations and tailoring growth opportunities accordingly • They remember personal details about team members' lives and priorities • They make themselves available despite packed schedules • They defend their team members when challenges arise • They give credit generously and shoulder responsibility for setbacks   What's particularly interesting is how this approach creates a positive cycle.   When people feel genuinely valued, they bring their best thinking, creativity, and effort to work.   This leads to better business outcomes, which creates more opportunities for the team.   The best leaders understand that business results come through people, not despite them.   What's one way you've seen effective leaders demonstrate genuine care for their teams?   Check out my newsletter for more insights here: https://lnkd.in/ei_uQjju   #executiverecruiter #eliterecruiter #jobmarket2025 #profoliosai #resume #jobstrategy #professionalcommunication #leadershipdevelopment #peoplefirst #teambuilding

I realized this during a team meeting when a team member shared how their development led to impressive results. It struck me that investing in our people is the true measure of success. Many organizations overlook this crucial shift: They chase metrics but neglect the very heart of their business— their people. Think about it. Are you focusing on: → Employee engagement → Skill development → Mentorship opportunities → Team collaboration → Creating a culture of trust Neglecting these elements stunts growth and innovation. The good news is that fostering people-first leadership is a choice. You can make it part of your organization's culture. Here’s how to get started: 1. Prioritize personal development for your team. 2. Encourage open communication and feedback. 3. Celebrate individual and team successes. 4. Invest in training and mentorship programs. 5. Create an environment where everyone feels valued. Remember, leading by growing people means nurturing their potential while driving your organization forward. So, what steps will you take today to invest in your team's growth?

I’ll never forget when a team member said, “Working here has changed how I see myself.” I expected a work-related discussion, but instead, they shared how trust, encouragement, and autonomy had boosted their confidence—not just at work, but in life. It was a powerful reminder: Leadership is about people, not just results. Here’s what I’ve learned about “people-first leadership”: 1️⃣ Give them space to thrive: Micromanaging stifles growth. Trust your team, and they’ll exceed expectations. 2️⃣ Be present in challenges: Show up, even when you don’t have all the answers. Transparency and reassurance build resilience. 3️⃣ Celebrate their wins: A simple “thank you” can leave a lasting impact. Recognition fuels confidence. 4️⃣ Invest in their growth: Leadership isn’t just about creating high performers; it’s about leaving people better than you found them. At the end of the day, your team won’t remember every decision or deadline—but they’ll remember how you made them feel. How do you show up for your team? #Leadership #Empathy #Teamwork #Growth