As November ends, so does our first Humanity Practice Snapshot™ Challenge — a two-minute reflection that invited leaders to pause and ask: How human is our workplace, really?
Hundreds of teams joined the movement.
They measured trust, examined communication, and reflected on how humanity shows up in their daily culture.
And while every organization’s story is different, one truth was universal:
Humanity at work isn’t a feeling — it’s a competency.
The workplaces that thrive through uncertainty are the ones that practice humanity in measurable ways.
That’s what the Humanity Practice Index™ was built to reveal — and what the Snapshot Challenge helped thousands begin to see.
Today, as we celebrate the close of the Challenge and announce the organization selected to receive a full Humanity Practice Index Report ($5,000 value), we’re sharing the seven competencies that define human-centered organizations — and what it looks like to strengthen each one.
1. Communication
At the center of every human-centered workplace is clear, transparent, and empathetic communication.
In practice:
Leaders share context, not just instructions.
Employees know why decisions are made, not just what is expected.
Teams use feedback loops that build clarity instead of confusion.
Strengthen it by:
Making communication two-way — where listening carries the same weight as talking.
2. Trust
Trust is the currency of performance.
It grows when integrity is consistent and shrinks when silence replaces honesty.
In practice:
Commitments are honored. Information flows openly.
Leaders follow through on what they promise — and own what they miss.
Strengthen it by:
Closing feedback loops quickly. Consistency builds confidence.
3. Wellbeing & Resilience
High performance and human sustainability can coexist — but only when wellbeing is built into the system.
In practice:
Workloads are monitored. Flexibility is respected.
Leaders model rest and recovery, not constant urgency.
Strengthen it by:
Embedding recovery rhythms into operations — normalize pause as a driver of productivity.
4. Engagement
Engagement isn’t enthusiasm; it’s alignment between people, purpose, and performance.
In practice:
Employees understand how their work connects to the mission.
Recognition is meaningful, equitable, and specific.
Strengthen it by:
Tying goals to purpose — not just output. Connection fuels contribution.
5. Psychological Safety
The most innovative teams are those unafraid to tell the truth.
In practice:
Mistakes are treated as learning, not liability.
People can question ideas without questioning their belonging.
Strengthen it by:
Modeling vulnerability. When leaders say “I don’t know,” others learn that honesty is safe.
6. Inclusion & Belonging
Inclusion is structural. Belonging is emotional. Both require daily action.
In practice:
Decisions are informed by diverse perspectives.
Everyone sees themselves represented in leadership, opportunity, and voice.
Strengthen it by:
Building belonging into performance — make inclusion a shared metric, not a side initiative.
7. Organizational Support
Humanity fails when systems don’t.
Fairness, resources, and equitable access make humanity scalable.
In practice:
Policies are transparent. Processes are equitable.
Resources match expectations, and bias is designed out of operations.
Strengthen it by:
Auditing systems annually to ensure alignment between intent and impact.
The Path Forward
These seven competencies form the foundation of The Humanity Practice Index™, and together they measure how humanity lives in your organization — not in words or values statements, but in behavior.
This month, leaders didn’t just talk about culture; they measured it.
They took the first step toward building workplaces that are both high-performing and deeply human.
Now it’s your turn to take the next one.
✅ Schedule a Humanity Practice Index™ demo — see your organization’s full humanity profile before the new year.
✅ Join the Humanity Practice Community — connect with peers who are redefining culture through measurable humanity.
Because the future of work isn’t defined by what we intend — it’s defined by what we practice, measure, and sustain.
Join the Humanity Practice Community
