Back to Humansummary

One of Schawbel's compelling arguments is that the cultivation of authentic relationships is essential for both personal and professional growth. In a world that often values productivity over connectivity, he encourages readers to look beyond superficial interactions and invest time in building deeper, more meaningful relationships. Schawbel provides various strategies for doing so, including prioritizing face-to-face communication when possible and creating an environment that fosters openness and trust among team members.

For example, he discusses the concept of 'vulnerability-based trust,' coined by Dr. Brené Brown, which emphasizes the importance of being open about uncertainties and mistakes as a pathway for fostering genuine connections among colleagues. By sharing personal stories and encouraging dialogue about challenges, teams can create a strong foundation built on trust. Schawbel illustrates this with real-life success stories from organizations that have adopted these practices, resulting in increased engagement, collaboration, and overall morale.

Schawbel firmly believes that empathy is a crucial competency that organizations ought to prioritize in their leader development programs. In Back to Human, he defines empathy not merely as a soft skill but as a strategic asset that can significantly enhance workplace culture and productivity. He describes how empathetic leadership can directly correlate with higher employee satisfaction and retention rates, as well as improved performance metrics.

Through various case studies, Schawbel showcases how leaders who actively practice empathy can connect better with their teams, leading to improved communication, conflict resolution, and a stronger allegiance to the company mission. For instance, he highlights the transformative changes in a tech company that implemented an empathy training program for managers. This initiative not only improved interpersonal relationships but also led to innovative problem-solving as employees felt empowered to share their ideas and feedback without fear of judgment.

Schawbel asserts that vulnerability is not a sign of weakness but a critical component necessary for building strong and effective teams. In stark contrast to traditional views that equate vulnerability with incompetence, he argues that embracing vulnerability can lead to stronger connections and more dynamic collaboration. In the workplace, this means encouraging employees to express their authentic selves without the fear of repercussions.

To illustrate this, Schawbel recounts how a leading company transformed its work environment by encouraging expressiveness among its employees. Team-building activities that focused on shared challenges and personal growth were essential in breaking down barriers. These initiatives not only fostered a deeper understanding among coworkers but also encouraged a culture of sharing feedback and supporting each other through difficult times. Schawbel emphasizes that when team members feel safe to be vulnerable, it sets the stage for innovative thinking and creativity, as they are more likely to share their ideas freely and collaborate meaningfully.

In Back to Human, Schawbel elaborates on why communication should be grounded in vulnerability and honesty. He suggests that discussions around work-related challenges and successes can enhance teamwork and build rapport among employees. This shifting perception of communication—from transactional to transformational—involves nurturing an environment in which open dialogues are encouraged, especially during difficult circumstances.

Schawbel provides guidelines for leaders on how to initiate such conversations, such as sharing personal experiences of failure and lessons learned. By doing so, leaders not only humanize themselves but also create a safe space for employees to engage in similar discussions. He explains that organizations that embrace vulnerability in their communications cultivate a more engaged workforce, as employees feel valued and understood, contributing to greater loyalty and retention.

While Schawbel recognizes the invaluable role of technology in modern communication, he stresses the importance of balancing technological tools with genuine human interactions. In a society that relies heavily on emails, chat applications, and teleconferencing, he argues for the necessity of blending these tools with opportunities for real-life interactions.

The author discusses organizations that have successfully integrated technology with person-to-person contact, such as remote teams that prioritize regular in-person retreats or gatherings to maintain rapport and camaraderie. Schawbel illustrates how a hybrid approach can prevent feelings of isolation among remote employees while leveraging the efficiency of technology. He emphasizes that finding this balance is critical to fostering a thriving organizational culture and sustaining meaningful relationships within the workplace.

In one of the book's pivotal insights, Schawbel discusses the strong correlation between employee engagement and overall organizational success. He defines employee engagement in terms of how invested employees feel in their work, which is considerably influenced by the strength of their relationships with colleagues and leaders. Schawbel highlights research findings that demonstrate engaged employees are more productive, more likely to stay with the organization, and better positioned to contribute to innovative practices.

To cultivate this engagement, Schawbel emphasizes actionable steps organizations can take, such as prioritizing regular check-ins with employees and encouraging leader transparency. Companies that implement consistent engagement strategies can create a more cohesive and satisfied workforce, ultimately translating to better business outcomes. Through compelling data and testimonials, Schawbel makes a compelling case for why organizations must prioritize human connection and amplify employee voices in their strategic objectives.

Schawbel closes Back to Human with a call to action for individuals and organizations to reassess their core values, emphasizing the need to prioritize human connection above transactional relationships. He argues that as workplaces evolve, they must consciously return to values that prioritize empathy, collaboration, and transparency.

By reconnecting with these core principles, organizations can create cultures that foster loyalty, innovation, and resilience in the face of challenges. Schawbel urges leaders to undertake this introspection and model behavior that reflects these values, creating a ripple effect throughout the organization. He reminds readers that authentic connections are fundamental to the purpose-driven culture many organizations strive for, ultimately acting as a catalyst for growth and success in a digital world.