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If you’ve ever had a boss you truly respected and connected with, it’s likely they demonstrated empathetic leadership. Empathy in leadership drives a culture of trust where employees feel understood, valued, and motivated. It’s also key to workplace mental health. Yet, Lyra’s 2024 State of Workforce Mental Health report found that 55% of U.S. employees are unsure or disagree that their leadership understands their mental health needs, making leading with empathy a skill worth practicing and prioritizing.
What is empathetic leadership?
An empathetic leader understands and values their team’s emotions and perspectives. In today’s diverse workplaces, empathy in leadership isn’t about relating to every experience firsthand; it’s truly listening, understanding different perspectives, and responding thoughtfully. Empathy joins people in emotions, seeking to understand the other’s feelings deeply, even if you haven’t shared their exact experiences.
It’s important to distinguish between sympathy and empathy. Empathetic leadership isn’t sympathy. Sympathy acknowledges pain from a distance, offering well wishes without fully connecting with emotions. Empathy also differs from compassion, as compassion involves taking action to help alleviate suffering, while empathy focuses on understanding and witnessing someone’s emotional experience.
Characteristics of an empathetic leader
Empathetic leadership is characterized by understanding, connecting with, and responding to the emotional needs and perspectives of employees. Here are a few empathy in leadership examples:
Seeks understanding – Takes time to understand employees’ perspectives before making decisions.
Creates space for emotions – Builds an environment where workers feel safe to share their emotions by acknowledging and validating them.
Involves team in decision-making – Values input and includes employees in decisions that impact their work.
Embraces diversity – Fosters an inclusive environment that embraces cultural differences and varied life experiences, where every voice is valued.
Encourages initiative and innovation – Creates an environment where employees feel confident to share their ideas.
Supports professional growth – Whether through promotions, additional responsibilities, or skill-building opportunities, empathetic leaders help employees grow and succeed.
Recognizes contributions – Gives praise for both high-impact projects and often-overlooked efforts that keep the organization running smoothly.
Why is empathy important in leadership?
An empathetic leadership style has a number of important benefits:
- Employees feel understood and valued, which can boost engagement.
- Safety to share ideas, take risks, and challenge the status quo contributes to creativity and innovation.
- Better conflict resolution approaches strengthen relationships.
- Increased retention by addressing issues like burnout before they lead to turnover.
- Tight-knit teams where members actively support each other.
- Reduced stress because workers who feel understood are more resilient and satisfied.
While an empathetic leadership style builds strong connections and trust, overemphasizing empathy can lead to emotional burnout for leaders who may become overwhelmed by constantly absorbing the emotions of others. Relying too heavily on empathy can also hinder difficult decision-making, as leaders may struggle to balance individual feelings with broader organizational needs.
8 tips for leading with empathy
Leading with empathy can’t be faked; employees can easily sense when it’s inauthentic. However, if you’re not naturally empathetic, you can develop it by actively listening, seeking to understand your team’s perspectives, and regularly engaging with them at every stage of their experience, from their challenges to their successes.
Here’s how empathy and leadership intersect:
#1 Listen actively
Empathy starts with listening—really listening. When a team member shares a concern, give them your full attention. Put aside distractions, make eye contact, and listen not just to their words but also the emotions behind them. For example, if an employee is frustrated about a tight deadline, don’t just focus on the logistics—acknowledge their stress and work together to find a solution.
#2 Show genuine concern
Demonstrating that you care about your team members as individuals is a powerful way to build loyalty and trust. If an employee is going through a tough time, whether it’s work-related or personal, take the time to check in with them. A simple, “How are you holding up?” can go a long way in showing that you’re there for them beyond just their role at work.
#3 Communicate openly and honestly
Transparency is vital in empathetic leadership. Openly share information to the extent possible and commit to sharing more details when you’re able. Be honest about what you know and what you don’t. For example, if budget cuts are likely, communicate the realities while expressing your commitment to supporting your team through the transition.
#4 Adapt to unique needs and circumstances
Empathy requires flexibility. Every employee is different, and what works for one might not work for another. For instance, during a period of change, some team members might prefer detailed instructions, while others might thrive with more autonomy. An empathetic leadership style meets the unique needs of each team member.
#5 Promote inclusivity
Encourage diverse perspectives, and make sure everyone’s voice is heard. While you may not directly relate to someone’s background or experience, actively inviting dialogue shows that you value their experiences and are committed to continuous improvement.
#6 Lead by example
Empathetic leaders model the behavior they want to see in their teams. If you expect your team to be open, communicative, and supportive, you need to demonstrate those qualities yourself. This could mean being the first to acknowledge a mistake, showing vulnerability, or taking the time to mentor and support others.
#7 Use during change
Leading with empathy is crucial during challenges like layoffs or restructuring. Empathetic leaders recognize that change management requires ongoing communication, starting with transparency before the change, regular check-ins during the transition, and continued feedback after the change.
#8 Take care of yourself
It’s essential to recognize that you can’t pour from an empty cup. Leading with empathy requires emotional energy and resilience, so it’s crucial to prioritize your well-being. This might involve therapy or mental health coaching, self-care, or setting boundaries so you have the capacity to support your team. By taking care of yourself, you not only model healthy behavior for your team but also ensure you have the emotional bandwidth to approach your employees with genuine empathy.
Elevate your organization with empathy
Empathetic leadership isn’t just a strategy—it’s a commitment to a supportive and inclusive workplace where every team member feels valued and heard. Empathetic leadership training equips managers with the skills for leading with empathy and driving engagement and retention while creating a healthy culture that benefits your entire organization.
Uplift your team and drive positive change
Lyra offers training and tools to help you lead with empathy.
Learn more
By
The Lyra Team
24 of September 2024 - 5 min read
Mental health at work
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