What Heart-Centered Leadership Really Means
Some people still flinch when they hear the word love in the workplace. Especially in professional spaces like LinkedIn as it’s not considered strategic and is labeled as sentimental or unprofessional. But when love is truly embodied [and not romanticized] it becomes one of the most transformative leadership tools we have because energy is felt.
So heart-centered leadership for me is about leading with presence, truth and connection because these are ways of being that create the conditions for love to flow and trust to deepen.
The Moment Everything Shifted
The first CEO I worked for who said “I love you” in the workplace wasn’t using it to manipulate, flatter or get us to perform. She meant it and you could feel it in the way she led, and the energy behind those 3 words.
Working with her broke something open in me as it gave me permission to lead with the energy I had always carried, but never seen modeled in power, or honestly felt would be accepted in the workplace. It taught me that leadership with empathy is one of the most effective and courageous ways to lead.
What Heart-Centered Leadership Looks Like
Here are some examples of what I mean by Heart-Centered Leadership:
Making decisions that consider human impact and not just metrics: Before implementing a policy or change (like a reorg or a return-to-office plan), taking time to gather input from those affected, considering how it may impact their well-being, and being transparent about trade-offs, even when the decision is difficult.
Creating environments where people feel emotionally safe [this is to bring up personal and professional topics]: Normalizing conversations about burnout, grief or family challenges during one-on-ones or check-ins, and responding with empathy instead of avoidance.
Letting people speak openly without fear of judgment: Modeling vulnerability as a leader, like admitting when you’ve made a mistake or don’t have all the answers, and actively inviting diverse opinions, even (especially) when they challenge your own thinking.
Leading with clear boundaries and deep care for humanity: Setting and respecting work-life boundaries, such as not sending non-urgent messages after hours, while also being deeply attentive to the emotional tone of your team. For example, checking in when someone seems off, without prying and honoring their autonomy if they don't want to share.
When we lead with behaviors like this, building trust at work becomes inevitable. And when people feel valued for who they are [not just what they produce] they show up more fully, take ownership and want to stay.
Why Most Leadership Fails to Connect
Pressure can force compliance, but in my experience it won't cultivate devotion. You can try controlling behavior all you want, but connection [the kind that inspires growth, loyalty and innovation] comes from forming meaningful and intentional relationships. And relationships require depth as people don’t open up when they feel evaluated or judged. They open up when they feel seen and heard.
Love Is a Force
Love in leadership means showing up fully for others, and inviting them to do the same. It means naming the hard thing with care and holding the space for feedback that honors both parties.
Heart-centered leadership works. I’ve seen leaders transform team culture by doing one thing differently: leading with presence, heart and soul.
If You’re a Leader, Ask Yourself:
Does your team feel emotionally safe in your presence?
Do you listen with the intention to understand, not just respond?
Can people bring both their brilliance and their fear to you?
If the answer is no, or not yet, don't create the story that you’re failing. You’re just ready for a new way.
What’s Next
If you’re leading a team you need to remember how to lead from the deepest truth of who you are.
That’s the work I do. And this is the invitation. Learn more about offerings here.
May you walk in beauty.