Two weeks ago, I had the privilege of attending one of the most practical and impactful transformational leadership workshops. The event brought together business owners and respected private sector leaders for a full day of insightful sessions.

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It was facilitated by renowned American international expert Patrick "Paddy” McBane. His engaging sessions challenged us to rethink leadership beyond titles, authority, and financial performance alone.

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One key message stood out clearly throughout: many organisations, from start-ups to large companies, fail to achieve sustainable growth because they overlook the critical importance of human-centred leadership.

In today’s competitive business environment, many leaders focus heavily on profits, sales targets, operational systems, and business expansion. While these elements are important, leaders often forget the people who are actually responsible for delivering results. Human-centred leadership places people at the core of decision-making, workplace culture, and long-term organisational growth. It is built on empathy, trust, open communication, respect, and empowerment.

A truly human-centred leader understands that employees are not simply workers hired to deliver results. They are individuals with personal ambitions, family responsibilities, emotional challenges, financial pressures, and dreams for the future. When employees feel respected, valued, heard, and supported, they become more motivated, productive, innovative, and deeply loyal to the organisation.

One of the most thought-provoking questions raised during the training was: how often do leaders intentionally engage with employees beyond work targets and financial goals? How frequently do CEOs genuinely ask about their team members’ personal growth, financial wellbeing, career aspirations, or mental health? Too many leaders spend hours analysing reports and projections but rarely invest meaningful time understanding the human beings behind the numbers.

A powerful real-life example shared by former Private Sector Federation chairman Robert Bafakulera, was particularly eye-opening. He explained that when employees feel neglected, unheard, or disconnected from leadership, they sometimes manipulate or "cook” financial reports to create a false image of success. Over time, such practices erode productivity, stifle innovation, and destroy trust within the organisation and with external clients.

The reality is straightforward. No organisation can achieve sustainable growth if the people driving that growth are not motivated and properly supported. Just as a vehicle requires regular servicing and maintenance to run efficiently, employee wellbeing demands continuous attention to ensure people remain mentally, emotionally, and professionally healthy.

Unfortunately, many organisations still rely on fear-based leadership styles.

In such workplaces, employees often panic the moment a senior manager appears. I once worked in an environment where a personal assistant would immediately avoid the corridors whenever she heard the boss’s car entering the parking area. This behaviour clearly reflected an unhealthy relationship between leadership and staff. Instead of fostering teamwork and collaboration, such styles create fear, silence, stress, and emotional distance.

We often underestimate the power of small, genuine gestures in the workplace. Simple actions like asking "how is your family doing?” or sharing a light moment about a favourite football team, can build a strong sense of belonging and human connection.

On the other hand, leaders who enter offices with gloomy expressions, avoid greetings, shout during calls, or create unnecessary tension only weaken morale and damage organisational culture in the long term.

Ultimately, leadership is not only about managing performance and achieving targets. It is about inspiring people, building strong trust, and creating environments where individuals can thrive personally and professionally.

The writer is a communications consultant.