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Why human connection is essential for leaders and teams.
“As machines get better at being machines, humans have to get better at being more human.”
This article explores why trust, compassion, and connection are now the true differentiators for leaders and teams in an age of AI and dispersed work.
In a world of AI and dispersed working, the leaders who thrive will be those who build trust, compassion and human connection.
Someone recently said to me, only half-jokingly: “Aren’t you worried all your work will be replaced by AI?”
It’s a fair question! There’s a lot of talk about using AI as your personal coach or turning to a Chatbot for leadership development. It’s a question many of us are asking ourselves.
There’s never been a more urgent need for leaders and teams to build human connection.
With many of us working at home some or all the time, I frequently work with teams that only get together in person once or twice a year. The rest of the time, we only communicate through screens.
We’re living through a time of extraordinary technological change. Artificial intelligence, automation, digital platforms, hybrid working promise speed, efficiency, and new opportunities. And yet, for many of the leaders and teams I work with, the lived experience is often the opposite: disconnection.
McKinsey’s recent research on the future of people management makes the point clearly: in a world of digital disruption and shifting expectations, traditional operating models no longer suffice. Leaders will need to focus less on process and more on people, building trust, compassion, and psychological safety, and creating personalised experiences that make work meaningful.
Technology isn’t the problem in itself. In fact, it frees up time and opens up possibilities. But unless we pay attention to what it means to “be more human,” they risk building organisations that are technically efficient but emotionally lacking.
Creating human connection sits at the heart of everything we do at Growth Space.
We need to remember we are all individual human beings, with lives, interests, passions and challenges outside work. And when we lose that perspective, it becomes harder to build trust, navigate conflict.
Humans have to get better at being more human.
“As machines get better at being machines, humans have to get better at being more human.”
Technology can bring efficiency and insight, but it can’t replace the human skills that make organisations thrive: empathy, emotional intelligence, and the ability to create real connections.
That sense of belonging is built in small, human moments.
Why leaders can’t outsource “the human stuff”
Leaders sometimes talk about well-being, culture, or engagement as if these belong to HR; the people team can be a partner, providing skills, tools, and insights, but they can’t do it all.
Every interaction we have (in meetings, informal chats, how you respond to pressure and the behaviour you reward or tolerate) shapes the culture your people experience. Leaders set the tone for workplaces where people feel valued, trusted, and inspired to grow.
The tone you set in a meeting.
The way you respond under pressure.
The behaviour you reward or tolerate.
What “being more human” looks like
So what does this actually mean in practice? It’s easy to say “be more human” - but in leadership, it comes down to creating the conditions where people feel safe, valued, and able to do their best work. That means:
Empathy and compassion: listening to understand, recognising how people are feeling, and responding with care.
Trust and psychological safety: showing up consistently so people know they can take risks, speak up, and be honest without fear of blame.
Emotional intelligence: being aware of your own impact and noticing what’s going on under the surface in the team.
Clarity and inspiration: helping people see the bigger picture, cutting through the noise, and connecting their effort back to purpose.
Courage and consistency: having the conversations that matter, even when they’re tough, and modelling the behaviours you expect from others.
What gets in the way
One of the biggest barriers I hear from leaders is time. “We’re too busy for this stuff.” But if you don’t make time for connection, though, you spend more time firefighting. Misunderstandings, conflicts, and disengagement all take longer to sort out than an honest, intentional conversation would have.
Why connection is the leadership differentiator:
The differentiator will be whether leaders can create organisations where people feel connected to their purpose, to each other, and to the work they do.
A team that talks honestly builds more trust in a day than in months of polite meetings.
A leader who listens deeply earns loyalty that no pay rise can buy.
An organisation that lives its values consistently wins both hearts and results.
Connection isn’t fluffy. It’s strategic. It’s the foundation of execution, innovation, and growth.
So I’m not worried about being replaced by an AI coach. Coaching, Facilitating, Culture Transformation and Team effectiveness, leadership aren’t done by AI . They’re about sitting down together (or even walking together), building trust, asking the right questions, holding space for reflection, and challenging people to grow.
Do you need support to build a more connected workplace?
At Growth Space, we work with leadership teams to create alignment around strategy, helping them clarify their story, build trust, and energise their people through team diagnostics, facilitation, and team coaching.
If you’d like to explore how I could support your team, get in touch
Email: hello@growth-space.co.uk or call 07966 475195.