EP165: It's Not Just What You Do - It's How You Do It
LEADERSHIP IS HUMAN
And you’re the biggest the impact.
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(The notes below are only a brief bullet point summary of what is discussed in the podcast. Be sure to listen to get all of the goodness! If you would like a full transcription of the episode, please send an email request to: angie@angie-robinson.com. We’d be happy to provide that!)
As a leader, you have a long list of responsibilities—creating vision, making decisions, delivering results. You inspire, guide, and hold people accountable. Some of these tasks may feel like they leave little room for choice, but the reality is, you always have a choice in how you lead. The approach you take, the way you communicate, and how you consider the human experience all shape the effectiveness of your leadership.
This episode was inspired by a conversation I had at the gym with a friend who shared a workplace experience that serves as a classic case of poor change management.
The Story: A Leadership Misstep in Change Management
My friend had been sick for a couple of weeks, and when she returned to work, she was met with an unexpected change. Her payroll department, which had always operated with generalist roles, was suddenly shifting to specialized tasks. Employees were now assigned to specific functions—one handling garnishments, another focusing on taxes, another on payroll processing. The decision had already been made, and the employees weren’t involved in the conversation at all.
The result? Confusion, frustration, and disengagement.
“I feel so undervalued,” she said. “There was no discussion, no opportunity to share our thoughts or even ask questions. The decision was just made and put on us.” Another teammate voiced a concern: “What if I don’t want to do this work? What does this mean for me?”
This isn’t just about one organization. Situations like this play out across industries when leaders overlook the human side of their decisions. Leadership is about people. It’s bigger than strategy and execution. It’s about how you engage, communicate, and ensure your employees feel valued and heard.
The Power of Choice in Leadership
A leader’s decisions—especially the difficult ones—will always impact the team. But how those decisions are delivered determines the level of trust, engagement, and motivation within a team.
Leadership isn’t just about hitting numbers, making financial decisions, or delivering tough news. It’s about the experience you create for your employees. Even in hard moments, leaders can choose to show up with empathy, transparency, and integrity.
I was reminded of this when I read a LinkedIn post from HR leader, Michelle, who reflected on the immense responsibility HR professionals hold. She described the sleepless nights, the tough conversations, and the weight of knowing that every decision affects real people, their families, and their futures. She acknowledged the financial realities of business but emphasized that what truly matters is how leaders show up in those moments.
And she’s absolutely right.
The Cost of Leading Without a People-First Lens
When leaders ignore the human experience, the consequences ripple through an organization:
Loss of trust – Employees feel disconnected and less loyal.
Drop in productivity – A disengaged team won’t produce great results.
Higher turnover – Valued employees will look for opportunities elsewhere.
Weakened morale – Team dynamics suffer, leading to resentment and dissatisfaction.
Some may argue, “But this is business. We’re not here to make everyone happy.” And sure, business decisions must be made. But why wouldn’t you want to approach them in a way that prioritizes people and creates a culture where employees feel respected and valued?
What Could Have Been Done Differently?
Leading through change is challenging, but there are ways to do it effectively:
Stakeholder analysis: Consider who will be affected by a decision and anticipate their concerns.
Communicate the ‘why’ and ‘what’: Explain the purpose of the change, the benefits, and how it impacts employees.
Invite feedback where possible: If appropriate, involve employees in shaping the change so they feel heard.
Allow time for processing: Give employees space to ask questions, express concerns, and adjust to changes.
Align words with actions: What you say matters—but what you do afterward matters even more.
Reflection for Leaders
To close, I encourage you to pause and reflect on your own leadership approach. Regardless of the situation - are you prioritizing the human experience?
Leadership is a choice—every single day. And the most impactful leaders choose to lead with the human experience in mind.
What Do You Think?
If someone on your team were to describe working under your leadership, what would they say? More importantly, what do you want them to say?
Head over to my Instagram account and send me a DM - - let me know what you come up with!
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