AI and the Human-Centric Culture

Ideally, AI will handle the tactical and human connection remains organic. As psychotherapist and relationship expert Esther Perel highlights in Forbes, despite "drowning in digital communication," many workplaces face a "drought of meaningful dialogue." This dialogue deficit is a cultural problem and a significant business problem.

Relationships at work, often dismissed as "soft skills," are in fact "the new hard skills," requiring trust, belonging, recognition, and collective resilience. What makes the “new hard skills” hard, is not the rigid data, but the complexity. Foundational professional skills must not be the side show, they must be or share the spotlight with, the main attraction.

To bridge this gap and cultivate a truly thriving culture, mid- and upper-management must focus on key pillars:

• Meaningful Dialogue: Moving beyond surface-level interactions, genuine connection strengthens relationships, sparks innovation, and fuels a sense of belonging. It doesn’t start with “tell me your deepest darkest,” but beyond “how’s your weekend,” to something like, “We’ve worked on a few projects, but I didn’t think to ask about how you got here. What was the journey that led you here?”

• Psychological Safety: This is foundational to sustaining high performance. When employees feel safe to take risks, share ideas, and be vulnerable, innovation flourishes.  According to Amy Lavoie, Vice President of People Science Experience at Culture Amp, research shows that employees who sustain high performance are 83% more likely to feel safe taking risks.

• Collective Resilience: This pillar is about how teams join together, support each other, and coalesce when facing challenges. Meaningful conversations build the bonds necessary for teams to weather storms together. When there’s a RIF or budget cut, that is not the time to start with team- and trust-building exercises.

Wellbeing: More Than Words, A Leadership Practice

The concept of workplace wellbeing has evolved dramatically. No longer about "toughing it out,” it's now recognized as a business imperative. However, many organizations still struggle to implement meaningful wellbeing practices..When performative, wellbeing initiatives breed cynicism and burnout.

For wellbeing to be genuine, employees must believe it matters, and that belief comes from trust, which is earned when leaders consistently demonstrate empathy, create space for vulnerability, and ensure people feel safe to speak up without fear. When people feel psychologically safe, supported, and valued, they innovate more, collaborate better, and stay longer.

Actionable Steps for Mid- and Upper-Management:

• Model Vulnerability: Leaders should share insights and stories that make them more relatable and human, demonstrating that it’s safe to be authentic on the job.

• Create Structured Dialogue Opportunities: Schedule regular team meetings or one-on-ones specifically designed for meaningful conversation with intentional prompts versus “who has any questions,” or other conversation-stoppers.

• Normalize Opting Out: Recognize that not everyone will be comfortable sharing deeply personal information. Allow employees to drive the level of vulnerability they engage in with the group. And, if you observe someone always opting out, an individual conversation could be very beneficial..

• Prioritize Listening and Empathy: Encourage team members to focus on truly hearing and understanding each other, rather than immediately offering advice or solutions. One way to anchor yourself in curiosity is to ask yourself, “What don’t I understand about what has been shared,” to keep yourself out of problem-solving mode.

• Embed Wellbeing in Daily Practice: Integrate wellbeing into leadership development, performance conversations, and everyday team interactions, making it visible through role modeling and open dialogue. It is necessary to identify what wellbeing is, what it isn’t, and how to ensure people are taking care of their needs in the context of a community.

• Champion a People-First Culture: As demonstrated by STACK Infrastructure, a "people-first" approach is a true differentiator, attracting high-caliber talent and fostering momentum. This includes a commitment to inclusivity, ensuring everyone feels valued and empowered.

The push to include AI in workflows is a profound opportunity to redefine how we work. By intentionally cultivating a culture of trust, meaningful dialogue, psychological safety, and genuine wellbeing, leaders can unlock the full potential of their workforce and ensure technology truly benefits everyone.

And, if it were that easy, there would be no need to have dozens of articles written about workplace culture every week. When you’re ready to make the change, make your plan that includes your team, your decision-makers, and your outside source who has no input in anyone’s annual review, promotion, or holiday party guest list.