Você está lutando para se conectar com os membros de sua equipe. Como você pode desenvolver empatia como gerente?

The most important thing as a manager is to be able to listen to the team, irrespective of being able to resolve the concern at hand. By effective and attentive listening, the message one is able to convey is to be empathetic towards everyone around. In a busy ops world, it's crucial and critical that everyone has an opportunity to be heard. Following it up with actionables and going back to connect with the team giving them an update even if the solution provided does not fully solve the issue would be much appreciated

Leading with your heart as well as your head , When we lead with empathy, we creat an environment of trust and psychological safety , Team members feel valued and heard, leading to a deeper sense of belonging

In my experience, active listening is crucial for developing empathy. Engaging fully with team members—by setting aside distractions, maintaining eye contact, and offering undivided attention—is essential. Reflecting on their words and asking clarifying questions shows genuine interest in their thoughts and feelings. This approach demonstrates that you value their contributions, which fosters trust and builds a deeper connection.

I think we should - Give our undivided attention to team members - Maintain eye contact and avoid distractions - Paraphrase and summarize what they say to show understanding - Ask clarifying questions to ensure you understand their perspective

In my experience, connecting on an emotional level involves mirroring the feelings of your team members. If someone is excited about a project, share in their enthusiasm. If they're frustrated, acknowledge their challenges without rushing to solutions. This approach doesn't mean mimicking emotions artificially but recognizing and validating their feelings as legitimate. Reflecting their emotions shows that you appreciate their perspective and are willing to step into their shoes.

To connect emotionally, mirror your team members' feelings. Share their excitement or acknowledge their frustrations. While not mimicking emotions, recognize and validate their feelings. This demonstrates empathy and understanding, building trust and a supportive work environment.

I believe we should - Identify and acknowledge emotions in yourself and others - Understand how emotions impact behavior and decision-making - Develop a vocabulary to describe emotions and empathize with others

Emotions are a powerful thing, and they can be the difference between a successful employee and a high turnover rate! Reflecting emotions is fine, but that honestly looks like you're just miming them to manipulate them. In truth, all people really want is to be heard and validated by their manager. Congratulate them. Challenge them. Empathize with them. But don't just say what you think they want to hear -- say what you would want your manager to say. The fastest way a manager can lose the faith, trust, and respect of those they work with is by acting like a manager. So, don't be a manager -- be a human with a job.

In my experience, sharing personal stories can help break down barriers and demonstrate that you're human too. When appropriate, open up about your own experiences that relate to the challenges your team is facing. This vulnerability fosters camaraderie and trust. However, be mindful not to overshadow their experiences with your own; the focus should remain on understanding and supporting them.

Share personal experiences to foster a sense of camaraderie and understanding. When appropriate, open up about your own challenges to create a relatable connection with your team. Remember, the focus should remain on supporting and understanding their experiences, not overshadowing them with your own. By sharing your own stories, you create a more open and supportive work environment.

Compartilhar histórias que revelam quem você é, sua realidade, anseios e necessidades é uma poderosa maneira de humanizar sua relação com o time. Quando você se abre e mostra sua vulnerabilidade, cria um ambiente onde a confiança pode florescer, permitindo que os membros da equipe se sintam mais conectados a você. Esse ato de transparência ajuda a desenvolver empatia, especialmente em cenários onde a conexão parece difícil. Ao mostrar que você também enfrenta desafios e tem aspirações, você se torna mais acessível e compreensível, fortalecendo os laços que sustentam uma liderança efetiva e colaborativa.

Se a empatia é o ato de se colocar no lugar do outro, nada melhor do que um gestor demonstrar que já esteve naquele lugar, que já vivenciou as mesmas dificuldades ou então desafios parecidos, que geravam as mesmas emoções que o profissional ou a equipe estão sentindo. Além de mostrar nosso lado humano, mostra que estamos cientes sobre as circunstâncias, que estamos prontos para estreitar a confiança e construir um ambiente de trabalho melhor, com soluções criadas através da colaboração e da compreensão entre todos.

I am a self-proclaimed yapper. It's hard for me to not yap. In this case, however, I think it might be the best thing to be. Showing empathy through saying, "I've been there" is a powerful thing, but it isn't without its pitfalls: 1. Bad Impressions. You might get into a "my trauma is worse than yours" situation. Never, ever sound like you're competing. 2. Lying. It's good you want to be empathetic, but don't make up stuff. We've all inflated a story or two, but this isn't the time nor place. As such, it's okay to compare apples to oranges if the feeling is the same -- but if you've never experienced something, that's okay. Just be nice. You don't have to know everything to be empathetic. Overall, be nice -- but beyond that, be honest.

In my view, developing empathy as a manager can be achieved through: 1. Active listening: Give your undivided attention to team members, and focus on understanding their perspectives by trying to see things from their point of view 2. Regular one-on-ones: Hold regular meetings with team members to discuss their challenges, goals, and concerns. 3. Emotional intelligence: Recognize and understand your own emotions, and learn to recognize emotions in others. 4. Empathy statements: Use statements like "I can see why you'd feel that way" or "That sounds really tough" to show understanding. 5. Lead by example: Demonstrate empathy in your interactions with team members, and encourage others to do the same.

In my view we should - Ask for feedback from team members on how you can better support them - Be open to constructive criticism and use it to grow - Provide feedback that is specific, timely, and actionable - Use feedback to build trust and improve relationships

In my experience, encouraging your team to give feedback on both work-related issues and their feelings within the team environment is crucial. Make it clear that their opinions are valued and that you're open to constructive criticism. This two-way communication can provide insights into their needs and concerns that you might not have noticed otherwise. It also empowers them to be part of the solution, fostering a more collaborative atmosphere.

Encourage your team to share their thoughts and feelings openly, not just about work but also about the team environment. Create a safe space for feedback, emphasizing that their opinions are valued. This two-way communication fosters a collaborative atmosphere, builds trust, and provides valuable insights into your team's needs and concerns

Incentivar o feedback construtivo e ativo é essencial para desenvolver a empatia como líder, especialmente quando você está lutando para se conectar com sua equipe. Quando você cria um ambiente onde todos se sentem seguros para expressar suas opiniões e preocupações, demonstra respeito e abertura para diferentes perspectivas. Esse tipo de interação fortalece a confiança e permite que você entenda melhor as necessidades e desafios dos membros do time. O feedback mútuo, quando valorizado, não apenas melhora a comunicação, mas também estreita laços, facilitando uma liderança mais empática e colaborativa.

Help Employees achieve goals that matter to them. As a manager, it might be impossible to understand the feelings and experiences that each person on your team is going through. Yet it's fully possible to do what matters to them. Make a note of a list of goals that the team is trying to achieve or one big goal that each team member is targeting. Achievement of these goals would make them feel awesome at work. Then do everything in your capacity to help individuals and teams achieve their goals.

In my experience, empathy involves not just understanding emotions but also taking action to support your team members. This could mean providing resources, offering time off when they're overwhelmed, or being available to listen when they need to talk. By offering tangible support, you demonstrate your commitment to their well-being, which can strengthen your relationship with them.

Empathy extends beyond understanding emotions. Demonstrate your commitment by taking action to support your team. Offer resources, flexible work arrangements, or a listening ear when needed. This tangible support shows you value their well-being, strengthening your relationship and fostering a supportive work environment.

If you are not supporting your team members you are not helping them to achieve their goals. Be there when they need you. Stand for them when they are right. Make them feel comfortable. So that they are not scared or hesitant to reach out to you.

In my experience, developing empathy is a process that requires patience. You won't always get it right, and that's okay. What's important is making a consistent effort to understand and connect with your team members. Be patient with yourself and with them as you learn and grow together. Over time, your empathy will become more natural, and your team will likely respond positively to your genuine concern for their experiences.

If you didn't know, most management is generally boiled down to be "don't be a jerk". The same applies here. Just be patient.