The Whole Human Approach: Redefining Leadership and Employee Integration

As leaders, we often focus on the mechanics of hiring—finding the right fit for the role, checking off qualifications, and onboarding employees with the tools they need to succeed. But in our drive to build productive teams, we sometimes overlook a fundamental truth: when you hire someone, you are hiring a whole human. This means embracing their unique personality, experiences, and ways of processing the world, not just their ability to fulfill the job description.

The Foundation: Mission, Vision, and Values

Before we can talk about how to embrace the whole human, it’s crucial to establish a solid foundation for your organization. A clear mission, vision, and set of values act as the cornerstone of your company culture. They set the tone for how you hire, onboard, and integrate new team members.

When you bring new employees into the fold, it’s important to ensure that they align with these principles. However, alignment doesn’t mean everyone will approach things the same way. Personalities, processing styles, and work habits will vary, and that’s okay. In fact, it’s necessary. Diversity in thought and approach can enrich your company culture, as long as it’s nurtured.

Onboarding with Intention

The onboarding process is where many companies fall short. It’s tempting to expect a new hire to seamlessly integrate into the role without much support. But just as no two people are the same, no two onboarding journeys will be (or should be) identical.

Some employees will quickly find their footing, while others may need time and tailored support to adjust. It’s up to leadership to create a welcoming environment and provide the tools, guidance, and grace that allow each individual to thrive.

Here’s a critical point: onboarding isn’t just about logistics, like showing someone where to find files or introducing them to key contacts. It’s about setting expectations, fostering relationships, and helping them feel like part of the bigger picture. In the case of departments like online sales counselors (OSCs), it’s common for these teams to operate in silos. That shouldn’t happen. OSCs, like any department, should be fully integrated into the company culture.  But as we know, it happens.

Bringing in a consultant or trainer like me can help lay the groundwork for a successful OSC department. My services will help you avoid the pitfalls and create a seamless onboarding process.  But my training and consulting is not a substitute for a comprehensive company onboarding program. My goal is to customize training to your company’s needs, but my role is not to replace the internal processes that show your new hires how things work, who to talk to, and where to go for support.

Understanding the Whole Human

When I say you’re hiring a whole human, I mean that you’re getting everything that person brings to the table—their strengths, opportunities, experiences, and personality. This is where tools like DISC assessments or other personality tests can be valuable. These tools aren’t about excluding people or forcing conformity. They’re about understanding.

Understanding where someone’s strengths shine and where they might need support is key to leveraging their potential. Think of opportunities (not weaknesses) as areas where you, as a leader, can help them grow.

Not only is it important to train and coach your OSCs, but this is where executive coaching comes in. Every single online sales counselor program includes executive coaching and consulting. This is where we strategize to make sure we are integrating your new OSC properly, and you are on the same page with the training I’m providing.

It’s also important to remember that people are more than their resumes. They carry with them all their life experiences, both professional and personal. You may not know their full story—and it’s not appropriate to ask during the hiring process—but you should extend grace and empathy as you get to know them.

Through this process you create stronger teams and more loyal employees.

Adapting as a Leader

The reality of hiring is that not every employee will meet your expectations in the exact way you imagined. Sometimes, their unique qualities and perspectives will require you to adapt your leadership style. That doesn’t mean lowering your standards; it means recognizing that people process the world differently and finding ways to help them succeed within your organization.

When you embrace the whole human, you’re creating a culture of inclusion, empathy, and mutual respect. You’re building a company that values its people not just for what they do but for who they are.

The Takeaway

Leadership isn’t just about managing tasks; it’s about understanding people. It’s about recognizing that your employees are individuals with unique personalities, needs, and potential. By embracing the whole human, you create an environment where people feel seen, supported, and empowered to do their best work.

So, as you think about your team and your onboarding processes, ask yourself: Are you setting your people up for success? Are you creating a culture where the whole human is valued?

Because at the end of the day, your people are your greatest asset—and they are so much more than just their job descriptions.