The authors of the new book, ESSENTIAL, explain that the American workplace is in crisis. Questions of where, how, and why we work loom large, and trust in traditional leadership models has plummeted. “Simultaneously, leaders find themselves more lost than ever—overwhelmed and burning out as they struggle to navigate this rapidly changing landscape,” they add.
Now, there’s essential evidence that proves humanity in leadership is needed to save our work.
In ESSENTIAL: How Distributed Teams, Generative AI, and Global Shifts Are Creating A New Human-Powered Leadership authors Christie Smith, Ph.D. and Kelly Monahan, Ph.D. bridge generational perspectives, combining the wisdom of a seasoned Boomer with the fresh insights of a tech-savvy Millennial, respectively.
“We’ve dedicated our careers to empowering and enabling companies to thrive through a human-powered approach to leadership. Our experience and research show that for businesses to thrive, so must their people,” explain the authors.
“This moment calls for a bold reimaging of what leadership itself looks like. It demands leaders who are not only visionaries but also humanitarians—leaders who recognize that every policy, every strategy, and every decision have profound human implications,” share the authors.
As you read the book you’ll learn strategies, real-world techniques, and the mindset needed for today’s leadership to develop:
The Heartbeat: The economic and cultural power of
emotionally mature leadership.
The Backbone: Reframing soft skills as the power
skills of modern leadership.
The Haven: Cultivating psychological safety,
trust, and connection to unlock team potential.
The Purpose: Creating purpose-driven workplaces
that inspire and retain talent.
The Evolution: Shift from shareholder primacy to
leading within a stakeholder-driven ecosystem.
The Dynamics: Distributed teams, AI's impact, and
evolving workforce demographics.
The Future: Addressing the $8.5 trillion skills economic crisis looming by 2030.
Christie Smith, PhD
Kelly Monahan, PhD
The authors share these additional insights with us:
Question: Is the book applicable for
both new leaders and leaders who have been in their position for years, and
why?
Smith: Absolutely, ESSENTIAL is designed for leaders at every stage, whether they’re just stepping into a management role, aspiring to, or are seasoned executives. The principles of human-powered leadership don’t hinge on tenure; rather, they are critical needs in today’s complex and rapidly evolving work landscape.
The book emphasizes that leadership
must evolve to meet these realities and the shifting expectations of the modern
workforce. It provides a toolkit for building resilient, connected, and
purpose-driven teams—skills that are critical for anyone tasked with
leadership, regardless of experience level—helping leaders create meaningful
impact and thrive amid continuous change.
Monahan: Yes, whether you’re a seasoned
leader with years of experience or just stepping into your first leadership
role, this book is designed to equip you for the challenges of this moment
- a moment unlike any we’ve faced before. What makes it unprecedented isn’t one
singular factor, but the convergence of seismic shifts reshaping work: the
relentless pace of AI disruption, evolving generational expectations, the
complexities of managing distributed teams, and critical skills shortages
across industries.
This is a time that demands more from
leaders—more agility, more empathy, and more clarity. The playbook outlined in ESSENTIAL
isn’t just a guide; it’s a call to action for leaders at every level. It’s
about meeting this transformative moment head-on and finding the opportunity
hidden in the complexity. No matter where you are in your leadership journey,
this book aims to provide the tools and insights you need to thrive and to
leave your mark on this pivotal chapter in our shared history.
Question: Why are you so passionate
about advocating for leaders to integrate radical humanity into our workplaces?
Smith: My passion stems from over 35 years of working with leaders, where I witnessed firsthand the significant impact of leadership who treats employees as sets of competencies rather than human beings; where toxic culture permeates teams, individuals, and performance.
At a time when trust in institutions is waning and people feel more disconnected, bringing radical humanity into workplaces isn’t just a “nice-to-have”—it’s an economic necessity. Business growth can only occur when people feel seen, heard, and valued--it is the foundation of highly engaged, high-performing teams empowered to drive innovation and progress.
Moreover, I firmly believe that when we solve for humanity in the workplace, we solve for the communities in which those workplaces reside. This approach isn’t just about improving work for people; it’s about making meaningful progress as a society.
Monahan: This topic is critically important right now because we’re facing a crisis of trust in institutions—businesses included. Yet, business has the potential to be a powerful force for good when it puts people at the center.
Over the past three decades, we’ve seen a significant overemphasis on maximizing shareholder wealth as the sole priority. While profitability is essential, it shouldn’t be the only North Star guiding leaders. This over rotation has led to disengagement at work, declining productivity, and a growing mental health crisis driven by burnout. These issues aren’t just costly to employees, they’re costly to the very shareholders leaders are trying to serve.
I’m deeply passionate about rebalancing how we think about business. When leaders prioritize the well-being of their people, the ripple effects are profound—not just for economic performance but also for strengthening the fabric of our communities.
Reinvigorating workplaces as hubs of engagement, purpose, and connection can stimulate not only our economy but also the way we relate to and support one another as humans. This is about creating a future where businesses succeed because they prioritize their people, not at their expense. That’s why this work matters so much to me.
Question: How long can an engaged
leader who applies the learnings from your book expect to transition into a
human-powered leader?
Smith: Transitioning into a human-powered leader is a journey, not a quick fix. This process is about building momentum through small, intentional shifts in mindset, behavior, and focus—this is the flywheel effect we outline in ESSENTIAL. Meaningful change doesn’t happen overnight; rather, it’s the cumulative impact of small but significant changes that begins to create real transformation.
Leaders who commit to these principles can see immediate positive shifts as they actively develop “power skills” like empathy, trust-building, and resilience. Over time, their commitment to listening deeply and prioritizing human values will accelerate, unlocking a thriving, high-performing workplace where both the business and its people flourish. This sustainable, incremental growth helps leaders drive lasting impact for their teams and for the organization as a whole.
Monahan: The principles and behaviors described in the book represent not a fixed destination, but a continuous journey. Becoming a human-powered leader involves daily practices, such as suspending self-interest and cultivating curiosity, which, over time, foster cultures of excellence.
Many leadership models assume a linear progression with constant growth. In contrast, our model operates like a flywheel, emphasizing its cyclical nature and the leader’s ongoing commitment to development and refinement.
How will a leader know they are on the right path to human-powered leadership? Hallmarks include a deeply engaged workforce – individuals willing to go the extra mile because they believe in the shared mission you’ve cultivated, one focused on meeting the needs of others. When you witness emerging leaders collaborating rather than competing, contributing to the greater good, and driving collective success, you’ll know you’re making progress on this transformative journey.
___
Smith led the Global Talent & Organization consulting practice at Accenture. As Managing Principle of Deloitte Consulting, she was responsible for the West Region Consulting practice and the development of the Deloitte University Centers for Inclusion and Community Impact. Her leadership in Inclusion and Diversity at Apple was integral to the growth, development, and representation of female and underrepresented groups internally as well as in product and retail solutions.
Monahan is a Managing Director at Upwork, leading their future of work research program. She built and leads the Upwork Research Institute, whose mission is to change work, one insight at a time. The Institute’s current focus is on unlocking greater productivity and connection in distributed work models, AI’s impact on the workforce, and organizational culture change.
Thank you to the book’s publisher for
sending me an advance copy of the book.
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