When I teach diversity, two words guide my approach: inclusion and appreciation. Too often, conversations about diversity focus only on what separates us. But what I’ve found—both in my own life and in my work with leaders around the world—is that lasting impact comes when we move beyond mere tolerance and toward actively appreciating and including others for who they are.
I grew up with a deep awareness of difference. My early years were shaped by experiences where I often felt “outside the circle.” At times, this meant having to find strength within myself when I didn’t feel like I fully belonged. But over time, these experiences taught me something essential: people flourish when they are appreciated for their uniqueness and included in a way that honors their humanity.
The Humanistic Leadership Model (HLM©) emphasizes this principle. It begins with self-awareness—understanding who we are and what we value. From there, systems thinking helps us see the bigger picture: how our individual actions connect to others, and how inclusion is not just a personal virtue but an organizational imperative. And at its heart, the model is about human connection. Inclusion without appreciation can feel empty, like an obligation. Appreciation without inclusion can leave someone admired from afar but still left out. But when the two come together, people feel seen, valued, and empowered.
From a scientific perspective, we are far more alike than we are different. On the inside, we all share the same DNA blueprint. Yet the world often magnifies our differences—skin color, language, traditions, or beliefs—instead of recognizing that our diversity enriches the collective experience. Imagine how much calmer, kinder, and more effective our communities and workplaces could be if we leaned into this truth.
One of my favorite moments as an educator comes when a classroom of diverse students begins to realize that their differences are strengths, not barriers. You can see the shift happen: when appreciation replaces judgment, inclusion replaces exclusion, and suddenly the room feels lighter, more connected. That’s the power of inclusion and appreciation—they don’t just change outcomes; they change the atmosphere.
As leaders, colleagues, and human beings, we all have a choice. We can focus on what divides us, or we can embrace the truth that, despite our differences, we share a common humanity. When we practice inclusion and appreciation, we don’t just create better organizations—we create a calmer, more compassionate world.
Why I Wrote The Humanistic Leader
These are the very lessons I capture in my new book, The Humanistic Leader: Humanistic Leadership for the Soul. It’s not another “quick fix” leadership manual—it’s a deeply human, practical model for leading in today’s complex world. Leaders tell me it has changed the way they see themselves and the way they lead others.
Here’s what one reader shared:
“Dr. Nathanson’s The Humanistic Leader is a modern-day One Minute Manager but with heart, wisdom, and emotional truth. It doesn’t just teach you what to do—it helps you become the kind of leader people will remember.”
If you’re looking for a guide that goes beyond techniques and helps you build a leadership practice rooted in empathy, sustainability, and self-awareness, this book was written for you.
You can learn more about The Humanistic Leader