In this episode of The Science of Leadership, Tom Collins is joined by Isabelle Fortin, founder of Against the Ordinary, to delve into the transformative concept of human-centered leadership. Isabelle shares her unique journey, shaped by her service in the Royal Canadian Air Force, where she observed a stark contrast between military leadership training and the civilian corporate world. She argues that many organizations promote individuals based on technical skills (like sales or surgical expertise) rather than actual leadership capabilities, leading to floundering teams and burnout. Isabelle recounts a powerful personal story from her early military career where a sergeant, choosing to see Isabelle as a "human" rather than just a "rank," fostered a partnership that motivated Isabelle to "crawl through broken glass" for her. This exemplifies human-centered leadership in action, creating psychological safety and a sense of being valued. The discussion emphasizes the vital importance of human-centered leadership, highlighting: A McKinsey report suggesting that managers and leaders have a bigger impact on people's health than even medical doctors. The "dinner table effect," explaining how feeling seen, heard, and valued at work ripples positively into employees' home lives and communities. Significant profit increases (up to 86% in productivity for engaged employees). Tom expands on the neuroscience of this approach, explaining how kindness and support from leaders trigger the release of oxytocin (the "trust hormone"), which reduces stress, builds trust, strengthens relationships, and boosts engagement and performance. Isabelle provocatively suggests that leaders should initially practice kindness for "self-serving reasons" (like improved well-being and profitability), as neuroscience shows this can reshape the brain to make kindness a natural modus operandi. Isabelle shares practical advice for implementing human-centered leadership: Start with psychometric assessments (like the Nova tool) to understand individual cognitive, communication, and behavioral preferences. This understanding allows leaders to adapt their communication and support styles, fostering a "prenuptial agreement" where teams learn to navigate conflicts and connect on a human level. Prioritize these four keys: be kind, be curious, prioritize trust, and communicate with care. To learn more about Isabelle Fortin's work, visit againsttheordinary.org and connect with her on LinkedIn (Isabelle Fortin - look for purple hair). Also, I am excited to announce the release of my new book, "The Four Stars of Leadership," a culmination of over three years of dedicated work, and I'm confident it will be an immensely interesting and helpful guide on your journey to becoming a better leader. Don't miss out on this essential resource—order your copy today at https://a.co/d/hoLqz1g or https://www.barnesandnoble.com/w/the-four-stars-of-leadership-tom-collins/1147876454 and share your thoughts with me! To learn more about the Science of Leadership, visit https://www.fourstarleaders.com/ Key References: Collins, T. (2025). The four stars of leadership: Scientifically-derived principles from the experiences of America’s highest-ranking leaders. Four Star Leaders. Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44, 350-383. Edmondson, A. C. (2018). The Fearless Organization: Creating Psychological Safety in the Workplace. John Wiley & Sons. Kock, N., Mayfield, M., Mayfield, J., Sexton, S., & De La Garza, L. M. (2019). Empathetic leadership: How leader emotional support and understanding influences follower performance. Journal of Leadership & Organizational Studies, 26(2), 217-236. Magon, N. & Kalra, S. (2011). The orgasmic history of oxytocin: Love, lust, and labor. Indian Journal of Endocrinology and Metabolism, 15(Suppl3), S156–S161. Pekarek, B. T., Hunt, P. J. & Aren