Many leaders dismiss empathy as an optional, “touchy-feely” skill. But failing to demonstrate it can lead to low morale, poor retention, and a culture where people withhold ideas and concerns. If you want to drive better results, use these strategies to make empathy part of how you lead—consistently and clearly.
Start with a shared definition. Without agreement on what empathy actually is, your team will default to assumptions. Collectively define empathetic behaviors—for example, perspective-taking and respectful disagreement—and be specific about how they show up in your culture.
Be other-focused. Empathy means making space for others to feel heard, not filling the silence with your own experiences. Be present. Listen deeply. Ask open-ended questions. Resist the urge to rescue or relate.
Balance support with structure. Understand individual circumstances without sacrificing team needs. Use empathy to gather perspectives, co-create solutions, and adjust expectations—while maintaining accountability for team and individual goals.
Protect your energy. Empathy doesn’t mean overextending. Set boundaries, model emotional regulation, and avoid “empathic distress” by facilitating—not absorbing—others’ emotions.
Choose words that connect. Avoid dismissive phrases like “At least…” or “I know how you feel.” Instead, validate experiences, acknowledge emotions, and offer curiosity without judgment. |
