Following is an article written by Michelle Tyler, wherein she delves into the crucial role of empathy in effective leadership. The article is part of Exeleon’s Women History Month Celebration. Read Digital version of this issue by clicking here.
In environments with exemplary leadership and non-toxic workplace dynamics, the buzzword du jour is undoubtedly “empathy.” A term that has become as ubiquitous as water coolers in office corridors, it’s a concept everyone seems to grasp, yet only some truly understand. It might surprise many to learn that, in psychology, there are two types of empathy: emotional and cognitive.
When a person experiences or can identify with the feelings of another and even share in their distress, that’s emotional empathy in action. Cognitive empathy is understanding another person’s point of view, opinions, and outlook not through emotion but through knowledge or awareness. It’s a close cousin to emotional intelligence. Both types are essential to great leadership, but is empathy enough when today’s workplace demands understanding, tangible action, and genuine concern?
Enter empathy’s nuanced sibling – compassion. The unsung hero in the narrative of effective leadership. Unlike empathy, compassion is a dynamic force, propelling leaders from awareness, understanding, and feeling to tangible action. It’s the bridge between acknowledging employees’ struggles and actively working to find solutions to lessen or eliminate those burdens. In essence, compassionate leadership doesn’t stop at empathizing; it compels leaders to create environments where everyone feels genuinely cared for.
Though the distinction between empathy and compassion is subtle, it is still significant. Leaders who comprehend this difference are more than just ticking off diversity and inclusivity checkboxes. They positively influence workplace cultures where everyone, regardless of age, race, ethnicity, gender, sexual orientation, gender identity, health, and disability status, feels valued, seen, heard, and embraced.
The outdated perception that leaders who demonstrate compassion are weak is a false narrative that diminishes and stifles organizational growth. By embracing compassion into management practices with awareness and intentionality, leaders can still handle weighty duties while building solid foundations that foster a culture of trust, support, learning, and shared accountability. Leaders who respond compassionately to employees nurture a psychologically safe atmosphere that allows creativity, learning, and collaboration to thrive while boosting performance and company loyalty, all of which positively impact an organization’s bottom line and competitive advantage.
Even so, the challenges leaders face when navigating the delicate balance between empathy and its proactive counterpart, compassion, persist. Many well-intentioned leaders find themselves witnesses to employees navigating the rollercoaster of life, which often involves grappling with personal obstacles – the kind that hit hard, like losing a loved one, going through a divorce, facing an injury, becoming a caretaker, or dealing with chronic health issues. These aren’t just road bumps; they’re emotional avalanches that can tumble into the workplace, leaving a trail of impact on performance and well-being. It’s like trying to juggle life’s curveballs while balancing on a unicycle – challenging, to say the least. Leaders wanting to infuse compassion into their current leadership style should consider the following:
Work on becoming more present and aware. As Henry David Thoreau famously said,“…most…live lives of quiet desperation.” Quiet suffering can be discerned by observing unusual behavior or noticing abrupt changes in performance. Verbal and non-verbal signals such as lack of eye contact, tone of voice, or physical agitation can all be calls for concern. Taking the initiative to privately and thoughtfully discuss these changes with an employee so you can collaborate on easing the burden is the difference between allowing an employee to cope in silence while struggling to perform and possibly failing or sharing in a solution-oriented approach to their setback that helps them reach their full potential.
Be ready to act and get creative on finding solutions that have the potential to alleviate an employee’s burden so they can actively move forward to perform at their best. Things like creating space for a flexible work environment, expressing confidence in an employee’s capabilities, introducing a reboarding program for those forced to take extended leave where they phase back into work with a reintegration plan, and considering parental transition support programs, which allows new parents to work part-time for a certain number of months after taking parental leave.
Everyone’s experiences and struggles are worthy of consideration. Regularly check your biases to ensure you aren’t making snap or automatic judgments based on beliefs that certain groups of people and their struggles are less than others.
Learning the art of active listening and regularly extending social cues that foster connection help to build relationships, and encourages empathetic responses. Strive to hear words while genuinely understanding the emotions and struggles behind them. Compassionate leaders go beyond acknowledging difficulties; they roll up their sleeves to collaboratively find growth opportunities. Something as simple as making eye contact during a conversation without glancing at your phone makes a world of difference to those engaged in or perceiving the interaction.
Lead by example by demonstrating vulnerability and authenticity. Normalize leaders sharing their own challenges and growth experiences to create a culture that encourages psychological safety and continuous learning. Having regular meetings where employees feel safe to share successes and missteps creates learning opportunities for everyone. It inspires honesty and a sense of ownership that influences others to ask for help should they encounter making mistakes of their own.
The call for compassionate leadership is not merely a trend but necessary in today’s complex and diverse workplaces. While empathy lays the groundwork, compassion propels leaders to make a lasting impact. Practical implementation requires a deliberate shift from understanding to action – a commitment to creating workplaces where empathy isn’t just discussed but demonstrated through compassionate leadership. The journey may seem daunting, but every step brings us closer to a workplace where everyone truly belongs.
Michelle Tyler is head of operations and a co-founder of New Era ADR. She may be reached at michelle@neweraadr.com.
