It is fair to say that empathy was not a hallmark of my leadership style early on. Part of this was likely due to the generation I am from, but much of it seemed to stem from the prevailing wisdom of the day.
“Rub some dirt in it.”
Whether we were referring to sports or life, the guidance most leaders gave us early on was one of driving through. Any shortcoming or slowdown was just a hallmark of your laziness or weakness and, as such, should be metaphorically beaten out of you—not physically, but metaphorically. (most times)
Fortunately, in the modern business world, empathy has emerged as a crucial leadership trait. Leaders who understand and share the feelings of their employees create more cohesive, motivated, and productive teams. Empathy fosters a supportive work environment, enhances communication, and strengthens relationships.
A notable example of empathetic leadership is Satya Nadella, CEO of Microsoft. Nadella’s leadership style, characterized by empathy and a growth mindset, has been instrumental in transforming Microsoft’s culture and driving its success. By prioritizing people and fostering a culture of inclusivity and innovation, Nadella has reinvigorated the company.
At Plain Sight Strategy Group, we advocate for empathetic leadership as a cornerstone of effective management. Here are five ways to lead with empathy:
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Open Communication: Encourage open and honest communication. Create a safe space where employees feel comfortable sharing their thoughts and concerns. I used to actively deride people who spoke of safe spaces, but I have learned throughout the years that the creation of them and the clear articulation of their presence is critical. Side note: You will not get this right all the time. It is an act of growth.
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Active Listening: Pay close attention to what your team members are saying. Show genuine interest and understanding. Don’t listen to talk, listen to hear. Listening is truly an art, or a practice that needs to be exercised to get better at it. There are several tools out there to improve this “muscle,” and I encourage you to look at as many as you can.
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Understanding Perspectives: Take the time to understand different perspectives. This helps in making informed decisions that consider the needs and feelings of others. While it is easy to fall into the trap of thinking you are always right, that is apparently rarely the case (sarcastic tone implied as I often fall into this trap). Many times “right” is not even the point, and the iteration that is enabled by respecting and working through disparate perspectives is far more valuable than one understands when they start a conversation.
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Supporting Well-being: Show concern for your team’s well-being. Provide support, whether it’s through flexible working arrangements, mental health resources, or simply being there to listen. A simple example of this is the concept of a mental health day. Don’t make someone lie and pretend to be physically sick. Some days we are just not up to the challenges that are in front of us. People need to feel as though their team understands that and be empowered to communicate their state accurately to each other.
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Leading by Example: Demonstrate empathy in your actions. Your behavior sets the tone for the rest of the organization. This one can be really hard as people often confuse their teams by showing empathy for everyone but themselves. You are not above the same stress and pressure the entire team faces. Sure, as a leader, you need to be able to process and lead the team. That said, they know you are human too, so please do not forget to act like one. It sets a bad precedent and communicates a desired behavior for them that you do not intend.
Closing: Are you ready to lead with empathy? Contact us at Plain Sight Strategy Group to learn how we can help you develop empathetic leadership skills that drive team cohesion and productivity.