Human-Centric Leadership in Turbulent Times: Three Ways to Support Our People Now
We are 6 months into 2025 navigating a world of constant shifts and rising tensions, external events—from distressing immigration enforcement action impacting immigrant communities during Immigrant Heritage month to attacks on LGBTQ+ rights during Pride. These are among the range of instances that create profound distress. As leaders and organizations, our true impact goes beyond the balance sheet; it's about recognizing the people who power our collective purpose.
Here’s a critical truth: you may not always know who is directly impacted by these events. Many employees, especially those with immigrant connections, carry their anxieties privately, out of fear or personal boundaries. Similarly, while Pride Month highlights LGBTQ+ identities, not all colleagues are outwardly visible, yet they feel these societal attacks deeply. Our role is to create an environment of support that extends beyond who we can immediately identify.
Human capacity is only so great, which directly correlates to our output at work. The greatest skill a leader can learn is to lead with care, courage, and a deep commitment to the well-being of every person in our organizations.
Here are three ways you can actively support your people right now:
1. Acknowledge the Unseen & Create Safe Space
The weight of external events is carried internally. You might not hear about it directly, but anxieties, fears, and frustrations impact focus and engagement. As leaders, our first step is to create a culture where people know they are seen and supported, even if they choose not to share their personal connections or struggles; or if they are processing secondary trauma from these events.
Be a visible empath: Acknowledge the difficult headlines and their human impact. A simple, heartfelt message from leadership (e.g., "We know recent news can be distressing, and we want to remind everyone that this is a place of belonging and support for all") can be incredibly powerful.
Foster psychological safety: Encourage open dialogue by modeling purposeful vulnerability. Share your own humanity and concerns, creating a space where individuals feel safe to express themselves, ask questions, or simply exist without added pressure. This signals that their well-being matters.
Listen actively, even to silence: Understand that some struggles are private. Provide avenues for support that don't require overt sharing, such as clear access to Employee Assistance Programs (EAPs) or mental health resources.
2. Provide Practical & Empathetic Support
Beyond words, tangible actions demonstrate true care and can help reduce the acute stress and anxiety caused by external threats.
Clarity as comfort: For issues like immigration, partner with legal experts to provide accessible "Know Your Rights" information or access to reputable, low-cost legal resources. Proactively communicate company protocols for any official inquiries. Reducing ambiguity can help settle anxious minds.
Flexible policies, human solutions: Review and implement supportive policies like flexible work arrangements, leave options for family emergencies, or even discreet financial assistance for legal or basic needs when a family is impacted. These show genuine commitment to employee well-being in real, impactful ways.
Inclusive benefits: Ensure your benefits packages truly reflect inclusive offerings, including comprehensive healthcare options for LGBTQ+ employees (e.g., gender-affirming care) and inclusive family leave policies. This demonstrates that your organization values and supports all types of families and identities.
3. Lead with Visible & Consistent Allyship
In times of division, active and consistent allyship walks the talk. It builds trust and reinforces that inclusion is a core, lived value.
Speak out, stand firm: Leaders must be courageous and visible allies. This means more than just a June logo; it means speaking out against discriminatory actions and consistently modeling inclusive language and behavior. Your public stance sends a powerful message of belonging.
Invest in ongoing education: Provide comprehensive training on inclusivity, microaggressions, and cultivating active allyship for everyone. This isn't just about awareness; it's about equipping your people with the cultural and emotional intelligence to understand, connect, and act effectively, fostering a truly inclusive environment.
Year-round commitment: Allyship isn't seasonal. Maintain continuous support through resources, grow in understanding, and actively seek feedback on how to improve inclusivity. This consistent commitment reinforces that your organization is a safe place for all.
In the thousands of leaders I have worked with and asked. “Do you want your employees to experience physical and psychological safety?,” every single one has said yes. May this be a friendly mid-year reminder that every leader has the choice to help their people feel safe.
The future of leadership is human. By consciously developing our understanding of people and how to support them—even those whose struggles remain unseen—we can transform fear into fortitude, division into cohesion, and uncertainty into adaptive strength. Let's lead with care, courage, and commitment to the well-being of every human in our organizations.