Gather At The Well: Human-Centered Leadership - Lindsey Fuller

Summary

We Are For Good Podcast - Gather At The Well: Human-Centered Leadership with Lindsey Fuller
Release Date: March 12, 2025

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Introduction

In the Gather At The Well episode titled Human-Centered Leadership, Lindsey Fuller delves deep into the essence of leading nonprofits with a focus on human-centric policies and practices. As organizations face unprecedented challenges—from political unrest and natural disasters to increased demands for impact—Fuller emphasizes the pivotal role of leadership in fostering resilient, supportive, and thriving work environments.

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Opening Remarks and Co-Regulation

Fuller begins the episode by grounding listeners through a moment of co-regulation, a practice aimed at fostering calm and connection amidst chaos. She encourages listeners to engage in simple breathing exercises and visualization techniques to center themselves, setting a compassionate tone for the discussion.

"Life is lifing. Adulting is hard and you're not alone. As you steady your breath, just remembering your worth. You're doing the best that you can with what you know and can do."
— Lindsey Fuller [00:17]

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The Power of Leadership Stance

Amidst global turmoil, Fuller posits that while many external factors are beyond our control, our leadership stance remains a significant area where we can exert influence. Whether in formal leadership roles or as essential team members, how we embody and represent our values directly impacts our organizations' ability to navigate crises.

"The way that we show up to represent our values, the way we show up for one another, the way we show up for the very important missions that we're working to enact, that's what's important in this moment."
— Lindsey Fuller [00:45]

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Microdosing Wellness and Sustainable Practices

One of the episode's central themes is microdosing wellness—the concept of integrating small, manageable wellness practices into daily routines to sustain oneself in demanding roles. Fuller explores the balance between self-care and collective care, emphasizing that small, consistent actions can lead to significant, long-term benefits.

She discusses practical methods to incorporate movement without exacerbating stress, such as swimming and walking, which are not only physically beneficial but also lower cortisol levels, promoting mental well-being.

"Imagine that you take care of them and they take care of the community you work to serve."
— Lindsey Fuller [14:50]

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Operationalizing Values Through Policies and Systems

Translating organizational values into tangible systems and policies is crucial for fostering a human-centered culture. Fuller likens these policies to the skeletal system of an organization—providing structure, support, and protection for its most valuable asset: its people.

She underscores the importance of creating environments where staff feel valued, supported, and empowered to thrive without compromising their well-being. This approach not only mitigates stress but also enhances resilience and adaptability within teams.

"Human centered policies encourage the team to strive towards a common goal. It's a place for employees and leaders to rest in harmony with the needs of the team at the center."
— Lindsey Fuller [16:30]

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Addressing Stress and Building Resilience

Contrary to the pervasive narrative of eliminating stress, Fuller argues that stress is an inherent aspect of organizational life. Instead of attempting to remove stressors, human-centered leadership focuses on building resilience and creating systems that help staff manage and thrive despite these challenges.

By fostering trust, clear expectations, and valuing professional growth, leaders can ensure that their teams remain committed and engaged, even in high-stress environments.

"When you have a leader you can trust... you're able to stay and persist and persevere."
— Lindsey Fuller [10:00]

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Celebrating Culture Keepers

Fuller introduces the concept of culture keepers—individuals within organizations who embody and propagate the desired culture through their actions and influence. Identifying and nurturing these key players is essential for sustaining a positive and productive work environment.

She advises leaders to recognize, promote, and celebrate these culture keepers, as they play a critical role in maintaining morale, driving continuous improvement, and fostering a sense of community and belonging.

"They are the gold in your organization. You need to retain them, you likely need to promote them, but you absolutely need to celebrate them."
— Lindsey Fuller [18:45]

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Affirmations and Empowerment

Towards the end of the episode, Fuller offers a series of affirmations aimed at empowering listeners to prioritize their well-being and recognize their intrinsic value within their organizations.

"I prioritize my peace and safety. I may feel unsure, but I have agency. I deserve a healthy workplace."
— Lindsey Fuller [21:20]

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Call to Action and Homework

Fuller concludes by encouraging listeners to engage actively with the podcast's ongoing series. She recommends revisiting previous episodes, particularly the Microdosing Wellness series and Navigating Uncertainty, to lay a strong foundation for implementing human-centered leadership practices.

Listeners are urged to identify one policy or practice within their organizations that may be contributing to interpersonal tensions or inefficiencies and work towards transforming it through intentional, strategic, and sustainable actions.

"Human centered leadership requires intentional, strategic and sustainable movement. So let's isolate one area and bring that with you to our next session."
— Lindsey Fuller [22:15]

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Conclusion

In this compelling episode, Lindsey Fuller masterfully intertwines theory with practical advice, providing nonprofit leaders with the tools and insights necessary to cultivate human-centered organizations. By prioritizing people, operationalizing values, and fostering resilience, leaders can navigate uncertainties and drive meaningful, sustainable change.

"The world needs change agents and change leaders now more than ever. Let's make some change together, one human centered move at a time."
— Lindsey Fuller [23:00]

Listeners are left inspired and equipped to embark on a journey of relational rebirth, fostering environments where both individuals and organizations can thrive amidst adversity.

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Join the Movement:
To further explore the themes discussed in this episode, visit We Are For Good and access accompanying blogs and resources. Engage with a community of like-minded nonprofit professionals dedicated to driving impactful, human-centered change.

Transcript

[A]

I'm Lindsay and it's time to gather at the well. We're on a mission to microdose wellness, create human centered systems, and retain our.

[B]

Greatest asset, our people.

[A]

We believe it's time for podcasts that teach moving beyond thought leadership and towards change leadership. Join us and our friends at We Are For Good as we model the way with concrete examples from the field and gain tangible tools because it's possible.

[B]

To build adult work cultures we don't.

[A]

Need to heal from.

[B]

Let's get into it. Hey, friend. Welcome back. I know everything feels out of control, whether it's politics, human suffering, natural disasters, the whole world, really. And it begs the question, what is within your locus of control? And I'd offer that one of the few things that we can actually control or influence in this moment is our leadership stance. Whether you're in a formal leadership position or you are a vital staff member inside of a school, nonprofit, philanthropic body, any company, really, the way that we show up to represent our values, the way we show up for one another, the way we show up for the very important missions that we're working to enact, that's what's important in this moment. And I'd say that the human centered policies that we create are even more critical during this time of collective rupture. The policies that you build inside of your organization to support your teammates, to leverage their brilliance, that's where you have agency. So we're going to get through this together. Don't check out. Stay right here. Before we jump into content, I want to give a moment of co regulation. And I don't know if this is more for me or for you in this moment, but let me whisper some warmth into you. So if you're down to drop in, you might sit back and stack your vertebrae, situating your body in an alert but also calm stance, inviting you to press the soles of your feet into the ground. And if you're driving, gazing off to the horizon, it feels safe to lower your gaze or close your eyes. Feel free to join me. Just taking a moment to breathe in through the nose, audible exhale through the mouth. Two more just like that. I see you. Life is lifing. Adulting is hard and you're not alone. As you steady your breath, just remembering your worth. You're doing the best that you can with what you know and can do. Your heart is beautiful and your intentions are good. You're talented, you're not disposable. You're essential to this work. We need you in the fight Rested, well, recharged. We see you working hard. You're so valued, just taking this moment. You might even visualize a beloved person in your life. Maybe it's an elder or a child in your life. Maybe it's your best friend or a trusted mentor. And you might just envision them whispering warmth in your ears, embracing you, uplifting you, adjusting your crown, grinning at you. There are so many people in your corner that are deeply proud of you. So don't give up. And you might gently awaken, stretching or rotating your shoulders or your neck. We've got work to do, so welcome back. If you're joining us for the first time, this is Gather at the well, the podcast that teaches. And if you've been riding with us, loyalty is my love language. So hey, and I'm not talking about loyalty to me. I'm actually talking about my gratitude that you stuck it out for you, that you've come back to this podcast, back to your values, to your people and your mission. You've come back to learn and to center well being. And that's dope. So I want to stamp a couple of key topics that we've explored in the first part of Gather at the well. Check us out and make sure you visit the blogs that accompany each episode. We really dove into microdosing wellness. This concept of small things, often to sustain yourself in the critical work that you do, the balancing of self and collective care, and how to operationalize your values. You know them, you have every intention of them showing up, but how do you codify them in the systems, policies and practices that surround you and your colleagues? How do we do all of this under the umbrella of uncertainty? In our episode on Navigating Uncertainty, we actually introduced a progression. Me, we, world. Well, this next series is really going to be centering the we. How do we align and show up for one another? How do we create the conditions to truly thrive and not in the cliche form, but actually to demonstrate true liberation, sustainability impact, rigor and support? And how do we do that across lines of difference? Microdosing on the margins and in the face of hate or pushback or budget constraints. When I think about how microdosing wellness connects to human centered leadership or human centered cultures. Human centered leaders are the ones that are redesigning. And in my episode on Change Leadership engineering the supports and structures that makes sure that that stressful condition doesn't overwhelm, pull, push, or drag our most important talent out of the door. I've shared it with y'all, but I want to Revisit this concept, this myth, and the lie that we can eliminate or reduce stress. Stress will always be present. The mindset of eliminating or reducing stress is one of the most prevalent, toxic and harmful narratives in the social sector. And so I'm not suggesting that human centered leaders completely remove stressful conditions or realities inside of their organizations for their teams. They're not here to save. But what I also know is that you're a whole lot more resilient and nimble and flexible in the face of stressors. When you have a leader you can trust, when there are clear, codified systems, when you can rest into the structures and expectations inside of your organization, and when you know that your well being, your professional growth and your contributions are valued and nurtured, when those conditions are present, you're able to stay and persist and persevere. That's why in this historical moment, when burnout rates are skyrocketing, where attrition of staff across sector lines, where medical and mental health leaves are so prevalent, and frankly, our collective morale, our hope reserve is low, human centered leaders are critical for creating the conditions for staff to align on a North Star without compromising their own sustainability or longevity in the field. Let's actually break down the concept of human centered a little bit more. At its core, this orientation or approach or leadership lens is humans first. It's a commitment to your team, their needs, their empowerment and development. It's creating the conditions for them to thrive at the teaching. Well, it means we honor the wholeness of our staff that they're doing everything within their power to balance, serving our clients and supporting one another. But they're also tending to their own healing as well as provider responsibilities. Human centered approaches are humane even when things are challenging and when missteps are made, it's not punishing. Instead, it's patience. It's pouring in and positioning them to succeed. Let's pause for a moment and engage in a human centered healing effort. We know that there are so many benefits to movement to exercise. But recently I've been trying to figure out what are some ways to incorporate movement when I'm exhausted. I don't have the hit or the boxing class in me, but I also want to be in community with my somatic state in ways that aren't just asking my body to give more, that actually feel reciprocal and nourishing. And what I found is that both swimming and walking are exercises that are exceptionally beneficial for your overall health, including your mental health, but they also lower cortisol levels, whereas sometimes those Rigorous workouts can spike your stress hormone even further. So if you have access to a window, if you're driving, looking through that dashboard, or maybe you even want to click, pause and go to your front door or the office porch and check this out. I want you to lay your eyes on something blue or green. If the sky ain't blue because it's winter and it's giving cold, then find a plant, a tree, a flower. It can even be a house plant. But we know that there are so many benefits to nature exposure. In fact, we talk about nature deficit disorder and how many folks in our communities are struggling. An invitation to take five deep breaths, seeing if you can notice the texture, the hue, the height, belief pattern of something nearby, noticing a couple of details, reminding yourself that you're more than the computer, more than the work, more than your to do list, that you exist within an ecosystem, that it's a gift to witness the planet and to be witnessed back by it. If I haven't made my case clear, let me make it now that especially in moments of uncertainty, when we feel like hopelessness is falling towards us, I really like to center on what can empower my internal team and myself to continue to strive towards making a difference. And human centered policies are one of the clearest things I can control as a leader of an organization. They're like the skeletal system of the human body. They provide a supportive frame, make way for nimble movement, and perhaps most importantly, they protect the vital organs, which in the case of a professional context is your people. They keep the work alive. They move us beyond surviving. I think of these policies as a beautiful display of art, almost painting the picture of your operationalized values, maybe an outward demonstration of your team spirit and morale and collaboration and cohesion. On the soft side, human centered policies provide a place for employees and leaders to rest in harmony with the needs of the team at the center. They're a public and present way to demonstrate you're listening as their leader, that they can trust you, that they're safe. Human centered policies encourage the team to strive towards a common goal. Not just the vision on your website, but the profound experience of being on a successful team, it inspires pride. I don't know about you all, but when I look up and I notice I'm on a successful team and not just at the teaching. Well, I mean growing up as an athlete, I mean being on a dope teaching team shout out to my first grade colleagues. It's actually really magical to look around the room and understand that you all are linked up in solidarity, making forward progress together. I feel encouraged and we all need encouragement in this moment. So that's on the soft side of it. But if you want to look on the hard side of it, human centered policies help you risk mitigate this upfront investment in psychological safety in people first practices save a tremendous amount of time for our HR ops, legal and supervisory teams. There are fewer mediations, complaints, and leaves more time in our gifts. Imagine that you take care of them and they take care of the community you work to serve. So as you join us for this journey Centering a Human Centered approach to Professional work, these messages, these episodes, these blogs, they're for all of you, all of us, me included. Because it takes a team to build an adult culture you don't need to heal from. That's never going to be successfully achieved just because you have a leader with that vision. Everyone has to lean towards each other. You have to choose one another. It's easier to disengage, in my opinion, or disparage your org culture. It's easier to release expectations and vent about your dissatisfaction. What's harder but more rewarding is being part of the initial wave of a morale overhaul or a turnaround effort. I used to have a couple colleagues that would joke that I was the Olivia Pope of the district that I led, that I was a fixer. But now, when I looked back on it, it wasn't ever about fixing. It was actually about surrounding myself with powerful change agents, helping us to align on our North Star, providing the scaffolds and resources, training and rigorous coaching that they were all entitled to. And then again, as change leaders do, getting out of the way and letting them know that just because you're not on the stage with them doesn't mean you aren't in the first row of the audience, rooting for them, cheering for them, and standing ready to jump in if it's needed. Change leaders can identify and rely on the culture keepers in their teams. Often when I'm coaching principals or nonprofit executives, district leaders, one of the primary questions I ask are who are your culture keepers? Again, these are not just influences or thought leaders. These are the folks who, when they speak, others listen and beyond listening, others want to join. These are the folks who are innovating and piloting progress, monitoring and seeking that continuous improvement. They're motivating their peers to level up, to stay in the straight path, to act within integrity, and to grow their practice. If you can't identify your culture keepers, you're going to be going this route alone and that's not always linked to title. Hopefully your co leaders are also culture keepers. But status isn't what drives a culture keeper. They have internal fire in their belly. They see your leadership, it aligns with their own. They're ready to move it forward. You want to elevate, you want to eliminate barriers, you want to validate uplift and affirm their efforts. Because ultimately, when you're not in the room, those are the folks that are going to remind people, hey, we got this dope conditions here. We are working inside of an organization that truly values us. Let's do this. They're literally the gold in your organization. You need to retain them, you likely need to promote them, but you absolutely need to celebrate them. I want to drop in on a couple of affirmations going to keep this episode short, sweet to the point, because we've got a lot of good trouble to get into in the coming sessions. But I want to just continue with this effort to speak some power and some peace and some presence into your spirit. Because the world needs change agents and change leaders now more than ever. Even if you have that inner story that you didn't get yourself into this mess, the only way through it is together. So say these with me, or at least maybe journal with them. I prioritize my peace and safety. I may feel unsure, but I have agency. I deserve a healthy workplace. When I am able, I lean towards solutions. I am a part of something bigger. You. Yes, you are a magical human. And I can't say it enough so you'll keep hearing me saying it. We really need you to stay. There's a lot of good trouble to get into a bit of homework. If you're new, you'll know that the podcast that teaches believes in a strong, consistent pedagogy. So while we'd love for you to go back and revisit the full Microdosing Wellness series under Gather at the well. In particular, an important part of pre work that will lay the foundations for this next series is episode four, Navigating Uncertainty. If you can make some time to listen to that or visit the blog, we want to really encourage you to dial in on the Me we world progression. Because while that first series really emphasized some of the me part in that, now it's time for us to think about the interpersonal realities that teams and organizations often struggle with. So with that in mind, and if you've listened to that, we're encouraging you to consider or hone in on a policy, practice or system that you feel like is contributing to interpersonal ruptures, tensions, unproductive collaboration, inefficiencies to narrow in and to pull that through. As you're listening to this next season, I know there's a temptation to want to gut everything. But human centered leadership requires intentional, strategic and sustainable movement. So let's isolate one area and bring that with you to our next session. So here's my critical Collective care is the way forward. Human centered leadership and policies create the guardrails for a relational rebirth. And in this divided country, that's truly what we need. A relational rebirth across so many lines of difference. Inviting your team to build the organization of their ancestors wildest dreams is a privilege and an honor, especially if you're in a leadership seat. Your role in this moment is creating a culture of belonging that will attract and retain top talent, fortify your reputation, and increase inspired productivity. I know you feel the pressure to keep your org afloat, to keep your school budget balanced, to keep your people. I feel that pressure too. But taking care of your people is the real work. Moving closer each day towards fulfilling your organization's mission is only possible when we shoulder up together. So harness those pain points and convert them to fuel. It's time to recycle the state of tension, of ruptures, and actually bring in some fresh air of psychological safety, of professional authenticity, and of beloved community. With everything being so polarized in our world, it's time to find the middle path to evolve and heal. Out loud. Let's make some change together, one human centered move at a time.

[A]

All right y'all, thanks for coming to play at Gather at the well, the podcast that Teaches. If you like this conversation, come visit us online@the teachingwell.org and hit us up on our socials. Remember to visit the podcast page to download a couple of useful tools to.

[B]

Get your life and heal up your work.