Let Empathetic Leadership Be Your Superpower
Stress, trauma and anxiety amongst employees have risen to unprecedented levels over the past five years due to the pandemic, social justice issues and economic uncertainty. According to a study by the World Health Organization, rates of anxiety and depression increased by more than 25% globally since the pandemic started. This number is significantly higher in younger adults and those in marginalized communities.
One thing is clear: the ability to build and leverage empathic skills is critical for a people manager’s EQ toolkit.
More Empathy Needed
Unlike sympathy, which is focused on feeling sorry or having pity for others and their situation, empathy is the ability to understand and share the feelings of others. Leaders must balance an increased self-awareness and command of current events while managing performance and driving business results.
Leaders can no longer pretend to ignore the social issues that may be impacting their employees’ well-being. Yet many feel conflicted in addressing these issues given the increased frequency and pressure to solve the world's problems. This can lead to overwhelming feelings of guilt, denial and even inaction at times when employees need their leaders most.
Learning Opportunities
Here are five ways leaders can be more empathetic in the workplace:
- Educate themselves: Leaders should educate themselves on the issues and challenges faced by their employees, and specifically those from marginalized communities in the workplace. This can include reading books, attending workshops and seeking out resources that provide context and background.
- Listen actively: Leaders should actively listen to their employees' experiences and perspectives to acknowledge the challenges they face. This can involve creating a safe and supportive environment for employees to share their experiences and thoughts. Leaders should encourage open communication between employees and create channels for them to share their opinions on social issues in the workplace.
- Show vulnerability: Leaders should be willing to admit their biases, ignorance and mistakes. This shows that they are open to growth and learning and take their allyship seriously.
- Hold themselves accountable: Leaders should hold themselves accountable for promoting a diverse and inclusive workplace and be willing to make changes to their policies, practices and behaviors if needed.
- Lead by example: Leaders should consider imitating behavior they want to see reflected in their employees. This means treating all everyone with dignity and respect and making a conscious effort to create an inclusive work environment.
In sum, becoming more empathetic is crucial for leaders to create a diverse, inclusive and equitable work environment. Leaning into empathy not only helps you build trust with your employees, but it can also be a way to drive higher performance and, ultimately, better employee retention.
Related Article: Can You Teach Empathy?
Learn how you can join our contributor community.
About the Author
Christie Lindor is the CEO of Tessi Consulting, a Certified B Corporation focused on helping leaders that want to create diverse, high performing and inclusive cultures, but do not know where to start. Prior to Tessi, Christie was a seasoned management consultant advising Fortune 500 clients at some of the world’s top firms such as IBM, Deloitte and EY.
Featured Research
Research Report
Read Now
eBook
Read Now
Guide
Read Now
Guide
Read Now
Research Report
Read Now
Buyer's Guide
Read Now
Infographic
Read Now
White Paper
Read Now
Related Stories
Smarter Experiences Win — Learn from Today's Leaders
