---
id: "concept-human-centricity"
type: "concept"
source_timestamps: ["§ Human centricity"]
tags: ["trust", "change-management", "psychological-safety"]
related: ["framework-shape-index", "quote-trust-speed-limit", "claim-human-centricity-hard-to-coach", "entity-jamil-zaki", "action-role-model-ai"]
definition: "The ability to build trust, frame AI as elevating human contribution, and design change collaboratively with employees."
source_url: "https://hbr.org/2025/09/what-companies-with-successful-ai-pilots-do-differently"
source_title: "What Companies with Successful AI Pilots Do Differently"
sources: ["execution"]
sourceVaultSlug: "hbr-seg-execution"
originDay: 8
articleStem: "hbr-foci-60-successful-ai-pilots"
sourceUrl: "https://hbr.org/2025/09/what-companies-with-successful-ai-pilots-do-differently"
sourceTitle: "What Companies with Successful AI Pilots Do Differently"
---
# Human Centricity (SHAPE)

## Human Centricity — the 'H' in [[framework-shape-index|SHAPE]]

A leadership capability focused on building trust during periods of AI-induced anxiety.

**Definition:** The ability to build trust, frame AI as elevating human contribution, and design change collaboratively with employees.

### What high performers do
- Frame AI as a tool to **make humans better**, rather than pitting humans against AI
- Design change **with** people rather than **for** them
- **Personally model AI use**
- Build **psychological safety through empathy**
- Recognize that [[quote-trust-speed-limit|trust sets the speed limit for AI adoption]]

### What low performers do
- Roll out changes **top-down**
- Frame AI **purely as an efficiency driver**
- **Blame employees for resistance**

### Coachability
Human centricity is viewed as one of the **least coachable** SHAPE dimensions (alongside strategic agility and applied curiosity) — see [[claim-human-centricity-hard-to-coach]]. Role-modeling behavior is the primary lever leaders can pull; see [[action-role-model-ai]].

### Supporting voice
Stanford psychologist [[entity-jamil-zaki]] observed that AI is widening the workplace 'empathy crisis' exactly when employees need genuine connection — reinforcing why human centricity matters during AI transitions.


## Related across articles
- [[prereq-psychological-safety-basics]]
- [[claim-trust-predicts-hiding]]
- [[quote-human-empowerment]]