Why Janice Elsley Wants To Humanise Leadership; One Workplace At A Time

Janice Elsley has spent more than two decades leading organisational change, human resources and leadership strategy across Australia’s most complex workplaces – from S&P and ASX-listed companies, and public sector giants to fast-scaling businesses. But despite the diversity, she kept encountering the same core problem.

“I saw a major gap and the same issues; burnout, disengagement and high turnover, regardless of sector. Leadership wasn’t just about performance and KPIs. It was about people – the human heartbeat of an organisation. When I experienced some confronting personal experiences (including walking away from a major leadership opportunity because it didn’t align with my values); I knew I had to build something different,” Janice says.

Once her mission was clear, Janice launched Harissa Business Partners; a leadership consultancy with a people-first approach. This inspired her to write her first book Leadership Legacy: Seven Strategies Every CEO, Business Owner or Manager Needs to Know To Attract and Attain Top Talent.

“I realised that leadership models hadn’t evolved fast enough to meet the real needs of people. Leadership Legacy is about giving leaders a new framework to create cultures where people don’t just survive; they thrive. My approach is holistic; blending the science of how people think and feel, the psychology of motivation, the systems of HR, and the energetic self-awareness from Human Design,” Janice says.

“I don’t teach leadership as a ‘one-size-fits-all’ model. Leadership Legacy reflects this. It’s not just theories; it’s practical, neuroscience-backed strategies leaders can use to inspire trust, build resilience, and future-proof their teams.”

Before she ever stepped into a boardroom, Janice’s journey began in an unexpected place; the skating rink.

“I was a Queensland State Champion and national-level figure skater long before I ever stepped into a boardroom!” she says. “But it was stepping into leadership roles in the corporate world that opened my eyes.”

Janice’s style is not based on corporate trends or buzzwords. With undergraduate and postgraduate qualifications in psychology, neuroscience, HR, law and leadership – and a deep knowledge of Human Design and Change Management – her approach is both scientifically grounded and deeply human.

This multidisciplinary model underpins her leadership programs, including Leading Edge Women and The First 100 Days of Leadership, and is reflected throughout Leadership Legacy.

Through working with a wide range of leaders – from employees to first-time managers, executives and to seasoned CEOs – Janice has seen firsthand which qualities set apart those who make a real difference.

“For me, the leaders who make the greatest impact today are the ones who lead with self-awareness, courage, and a deep sense of purpose,” she says.

“It’s not about having all the answers or projecting authority, it’s about having the emotional maturity to listen, the humility to learn, and the bravery to lead with authenticity even when it’s uncomfortable.”

It’s not a skill that simply emerges with time; Janice says it must be deliberately cultivated.

“These are qualities that we sometimes assume will ‘develop over time,’ but the reality is great leadership has to be cultivated with intention.”

“One of the most overlooked strategies in leadership today is building environments where people feel truly safe to innovate, share ideas, and challenge respectfully. Too often, leaders focus purely on outcomes, without realising that sustained performance is built on a foundation of trust.”

She believes that trust must become an ingrained daily habit, not a once-a-year initiative.

“In Leadership Legacy, I break down practical frameworks for creating what I call ‘trust-driven cultures’; workplaces where people don’t just comply, they contribute at their highest level,” she says.

“In my leadership programs, we take this further by coaching leaders through real-world strategies to embed trust into daily leadership habits, so it becomes part of the culture, not just an aspiration.”

Despite progress in many organisations, leadership development still often falls into a dangerous trap: the ‘tick-the-box’ exercise.

“The biggest gap is that leadership development is often treated as a tick-the-box exercise — a one-day workshop without true behavioural change. Leadership Legacy addresses this by giving leaders a sustainable, human-centered model they can embed into daily practice.”

According to Janice, true leadership is about evolution over time, and the need for continual reinforcement.

“Our leadership programs take it further by providing long-term support, because leadership isn’t an event; it’s a journey. Whether you’re leading a global corporation or a growing business, the human needs such as trust, recognition, and empowerment are exactly the same.”

As remote and hybrid work become entrenched, Janice says the ability to lead through influence, not presence, has become a crucial skill.

“Remote work has amplified the need for connection, communication, and emotional intelligence,” she says.

“Leaders can no longer rely on presence alone, they must lead through influence, clarity, and intentional culture-building.”

At Harissa Business Partners, much of the coaching now focuses on helping leaders intentionally cultivate connection and trust, even when teams are dispersed.  

“Leadership Legacy provides the tools to build resilient, values-driven teams, and in programs like First 100 Days of Leadership, we guide leaders to foster meaningful connection so every team member feels seen, heard, and valued, no matter where they are,”  Janice says.

Wellbeing, too, needs to be embedded into culture, not treated as an afterthought.

“True well-being starts with leadership behaviour,” she says.

“It’s about leaders modelling healthy boundaries, emotional regulation, and trust-based communication. It’s about systemic changes, not just yoga classes or fruit bowls in the lunchroom.”

As she looks back on her own journey, Janice says the advice she would give her younger self remains deeply relevant.

“The advice I would give my younger self is this: Trust your instincts. You don’t have to lead like everyone else to be successful,” she says.

“Early in my career, I spent too much time trying to fit into leadership models that didn’t really align with who I was. It wasn’t until I stepped into authentic leadership; leading from values rather than fear or expectation, that everything shifted.”

“We teach leaders that the most powerful thing they can do is to lead as themselves; not as who they think they should be, and that’s where true influence, loyalty, and legacy are built.”

Janice’s mission is simple, but powerful.

“My mission is to help leaders unlock their true potential and create cultures where people feel seen, valued, and inspired to lead themselves. I hope to redefine leadership for a new generation, one where success isn’t just measured by profit, but by the lives we change and the legacies we leave behind.”

Find out more about Janice Elsley’s program here :

Leading Edge Women

First 100 Days of Leadership