Women in STEM Panel: Human-Centered Leadership

Leadership in manufacturing is evolving, with a growing focus on empathy, inclusivity, and continuous learning. In our latest Women in STEM panel discussion, we explored what it means to lead with a people-first mindset. Panelists Dr. Gustina Collins-Hawkins and Shaunna Black shared their insights and experiences on human-centered leadership, emphasizing the importance of fostering a workplace culture where individuals feel valued, supported, and empowered to succeed.

Meet the Panelists

gustina collins-hawkins

Gustina Collins-Hawkins, PhD

Texas Instruments

Dr. Gustina Collins-Hawkins, a Certified Six Sigma Green Belt and accomplished electrical engineer, brings expertise in new product development and quality management within the semiconductor industry. She is known for her results-driven leadership, technical excellence, and dedication to fostering innovation and improvement.

shaunna black

Shaunna Black

Heart-Centered Leadership

Shaunna Black is an executive coach and experienced tech leader with over 26 years in Fortune 500 and mid-cap companies. Passionate about empowering heart-centered leaders, she specializes in strategy, culture design, and elevating women in technology into impactful roles.

Watch the Panel

Human-centered leadership is all about being an authentic person—focusing not just on getting the job done, but on the people doing the job.

Dr. Gustina Collins-Hawkins

gustina collins-hawkins

Human-centered leadership does not mean people get to be dramatic, emotional, or chaotic in the workplace. It’s about people working together to be their best selves and supporting each other to be their best selves.

Shaunna Black

shaunna black

Recaps & Resources

Key Takeaways

1. Leadership is Personal and Relational

Both panelists emphasized that leadership is fundamentally about relationships. Shaunna described leadership as “using your power for and with people,” focusing on growth, trust, and creating a safe environment where employees can thrive. Gustina highlighted the importance of authenticity and fostering an atmosphere where people feel comfortable being themselves.

2. Prioritizing People Yields Better Outcomes

Shaunna shared a powerful example of turning around a struggling manufacturing facility by focusing on people rather than solely on metrics. By fostering an environment of trust and accountability, her team transformed a failing factory into a thriving operation, proving that engaged employees drive strong results.

3. Authenticity and Psychological Safety Are Key

Both panelists agreed that employees perform best when they feel psychologically safe. Leaders should create environments where people can speak up, take risks, and bring their full selves to work without fear of retribution. This means actively listening to employees and making them feel heard and valued.

4. Accountability Is a Tool for Growth, Not Punishment

A recurring theme in the discussion was the distinction between accountability and blame. Shaunna emphasized that true accountability means removing barriers to success and working together toward solutions. Leaders should model accountability by owning their actions, being transparent, and fostering a culture where people feel responsible for their contributions.

5. The Best Leaders Recognize and Celebrate Their Teams

Gustina highlighted the importance of visibility in leadership—ensuring that employees’ contributions are recognized. Women and other underrepresented groups often assume their work will “speak for itself,” but it’s crucial to advocate for oneself and others. Leaders should create systems that celebrate successes and highlight contributions at all levels.

6. Leading Through Change with Compassion

In times of organizational change and technological advancements, human-centered leadership is critical. Shaunna and Gustina both stressed the importance of communication, transparency, and involving employees in the transition process to mitigate resistance and foster collaboration.

Recommendations and Advice​
  • Communicate openly and frequently. Transparency builds trust, especially in times of change.

  • Encourage self-advocacy. Help employees learn to highlight their achievements and contributions.

  • Foster a culture of learning. Support employees in their growth and professional development.

  • Hold leaders accountable. Senior leadership should model the behaviors they expect from their teams.

  • Invest in relationship-building. A strong, connected team is more resilient and effective.

 
Techniques and Strategies
  • Accountability Ladder Framework – A tool to help employees and leaders assess their level of accountability and move toward proactive problem-solving.

  • Inclusive Decision-Making – Involve employees at all levels in decisions that impact them to improve engagement and buy-in.

  • Recognition Systems – Implement formal and informal ways to celebrate employees’ contributions and successes.

  • Feedback Loops – Create structured ways for employees to provide feedback and see their input acted upon.

Reflection and Discussion Guide
  • How do the experiences shared by the panelists align with or differ from your own leadership experiences?

  • In what ways do you see human-centered leadership impacting workplace culture and team performance?

  • How can organizations balance efficiency and output while maintaining a people-first approach?

  • What strategies from the panel discussion resonate most with you, and how can you apply them in your role?

  • What challenges do you foresee in implementing human-centered leadership, and how might you overcome them?

Conclusion

Human-centered leadership is not just a strategy—it’s a mindset. It requires a commitment to empathy, accountability, and creating an environment where people can do their best work. As Shaunna put it, “Leadership is about creating a nurturing garden where people can blossom.” By focusing on people, we don’t just improve workplace culture—we drive innovation, efficiency, and success.

We hope these insights inspire you to embrace human-centered leadership in your own career. If you missed the live event, a recording and discussion guide are available for continued learning and reflection.

Join Us for the Next Panel

Our next panel on Culturally Intelligent Communication in Manufacturing will take place on March 5th. Stay tuned for more details!

Meagan Pollock, PhD

Dr. Meagan Pollock envisions a world where personal and social circumstances are not obstacles to achieving potential, and where kindness, inclusivity, and conservation prevail.

An international speaker, teacher, engineer, and equity leader, her mission is to provide services, tools, and resources that inspire awareness and initiate action.

As an engineer turned educator, Meagan Pollock is focused on engineering equity into education and the workforce.

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