What are the best ways to lead with empathy in the workplace?

We have removed technology from the leadership programs we run with the 18 - 28 year cohort and the difference is mind blowing. Participants are truly 'present' and listening to other group members. They are engaged, and by listening without distractions, they hear the other group members stories and are able to develop empathy. Active listening is a vital skill that can be developed with practice (just remember to get rid of your devices).

Active listening shows the concern and also acknowledgement to the other person. As a human being we love to be listened and heard. It makes us feel good. When you listen attentively to the other person it will make you stand out and build your image as a good leader in the workplace. It is only Active listening that will help you come up with the help or resolution if someone is seeking from you since you listened each and everything. Be the last to speak and listen attentively. As Simon Sinek narrated in one of his speeches that the Nelson Mandela's father used to listen first and be the last to speak in their tribal meetings

Active listening is a cornerstone of empathetic leadership. It's about truly hearing your team and understanding their perspective, which is invaluable for building trust and strong relationships.

Active listening allows you to hear and understand the unsaid words that are typically communicated through emotions and perspectives. When you are actively listening you are present and asking more than telling, understanding more than being understood. Active listening allows you to truly hear what a team member is saying.

Encourage work - life balance. Encourage your team to prioritise their well being. Offer flexibility when possible. Actively discourage a culture of overworking.

A simple “thank you” at the end of the day goes a very long way. So many leaders neglect to express appreciation in this way. I once had a boss who at the end of every major task, every major project, every major trip, and every long week said, “Thank you Mark. You’re doing great work!” That motivated me to do more and engendered a high sense of loyalty and pride.

Having a sense of people as multi-dimensional human beings. If we engage with people only a business basis, we limit our ability to understand them. Having a broader lens on people allows for us to understand them at a human level, not just as colleagues. We also need to show our humility and our own vulnerability, so people know they have a safe space to be themselves. If we aren't prepared to show who we are as humans, then how can we expect others to do so. In my experience, being vulnerable has been key to demonstrating empathy and allowing others to do the same.

In my experience as a Quality Assurance Executive. I was allocated in a team which did not have a QA before. I was specially allocated to raise the revenue in that sales team and work on the team's sales skills. The first thing I did was that I acknowledged their efforts and contributions they have made till date and I started appreciating everyone who showed me some little improvement everyday. This really made them happy and boosted their energy and efforts. The team used to meet me and regularly asked for feedbacks and they remained motivated and the sales number started raising. We love to be appreciated no matter what age or designation we are at

The role of a team leader it's about caring for the people you lead. This means moving from merely overseeing tasks to taking responsibility for the well-being of the individuals carrying out those tasks. When you humanize leadership in this way, showing appreciation becomes essential. It's about recognising and celebrating the unique contributions of each team member, acknowledging their efforts, and expressing genuine gratitude. By showing appreciation, leaders not only foster a sense of camaraderie but also contribute to the personal and professional growth of their team members.

It's important to express appreciation on the day to day efforts as usually only negative and reactive feedback is given within the heat of the moment. I always found that taking your direct reports out for a meal, a casual one on one or even a walk in a coffee break creates a sense of belonging and fosters a much more genuine sense of appreciation. Though we might not feel immediately, the small nuggets of positive reenforcement add a ton of value in the long run.

Instead of just treating people as we'd like to be treated as we’re all taught to do, it's important to consider how THEY want to be treated. This approach brings in more inclusivity by respecting diverse preferences and perspectives, making our interactions more understanding and open-minded.

To lead with empathy in the workplace, adopt a servant leadership mindset. Reframe your thinking to recognize that, as a manager or leader, you work for your team. Establish clear rules, values, goals, and a mission, but always prioritize caring for and nurturing your team. Listen actively and make an effort to understand their perspectives. Operate with the belief that your role supports their learning, growth, and career development. Leading with that mindset transforms your style, energy, tone, and body language. Cultivate empathy as it is contagious and counteracts the scarcity mindset prevalent in many corporates. By embodying empathy, you ultimately contribute to the success and well-being of individuals and the team.

Navigating my ADHD diagnosis in the workplace, I learned the immense value of empathetic leadership. Open communication with my managers about my specific needs, like preferring concise written instructions and direct yet gentle feedback, was transformative. These changes not only improved my work efficiency but also made me feel more seen and supported. This personal journey highlights the importance of adapting to individual communication styles and neurodiversity in leadership. It’s a powerful reminder of the positive impact empathetic leaders can have by acknowledging and accommodating the unique needs of each team member, fostering an inclusive and nurturing work environment.

This might be the most challenging aspect because our assumptions about communication styles largely go unchecked. I have a strong bias towards direct communication, and so I assume others do as well. It can be challenging to interpret or communicate indirectly. It's important to notice these assumptions, hold them lightly, and get curious about what would be most effective for the other person.

When conducting one-on-one meetings, the first question to ask those you serve should be about their preferred method of communication. It's equally important to inquire if they favor public or private praise. In the field of Engineering, many individuals prefer to maintain a low profile and opt not to receive public recognition for their contributions and efforts. Understanding these preferences can significantly enhance the effectiveness of communication and ensure that acknowledgments are both appropriate and appreciated.

A leader who has empathy is curious and continuously gaining perspective. Many leaders confuse empathy with sympathy. Sympathy is recognizing someone’s emotion and feeling bad for that person. Empathy is having the social awareness to recognize and understand the emotions of others. The way leaders can understand the emotion is to get close to it by being curious. Only then can a leader truly understand someone’s situation by attempting to feel their pain, anger, and sadness.

Vulnerability demonstrates good judgment and increases the team’s faith in your leadership. Leaders who never admit to their own faults are either lying or lacking in self-awareness – neither of which inspires much confidence among their team. The leader who admits, “Here’s the mistake I made in the past, and here’s what I learned so I can do better next time” – that’s a leader that can be trusted. We know they’re honest. We know they’re self-aware. We know that they have the good judgment to accurately evaluate their own shortcomings, and make improvements as needed.

This is the best way of a leader. Be vulnerable and seek help from your team members when needed or necessary. Never shy to do that just because you are a leader. This way we can lose on some targets. You can not do everything and can not be good at everything. Find the team members who are expert in certain skills and seek their help this will also help you build the trust and bonding with the team. This leadership skill is one of the most ignored ones. If a leader adopts this skill he/she can always stand out and build a great team.

Nothing is more impactful than sharing your failures and how you learned from them. With all this social media and perfection some people can start to feel a bit daunted....

Especially when people are in a people role for the first time, they have a hard time talking about their own vulnerabilities. When they tell me something they are afraid, I tell them a story of mine that is even worse - usually that helps. It shows both sides that we are all just humans and make mistakes. As a leader, you go first with vulnerability.

Empowering people is key to having a high-performing team that reaches its full potential. It all boils down to trust and respect. When people feel trusted and respected, they become more self-assured in their abilities and decisions. This boost in confidence not only improves their individual contributions but also creates a positive team atmosphere where everyone is motivated to do their best. In this collaborative atmosphere, a leader plays a crucial role by being open to providing guidance and support when needed. It's important for team members to feel safe asking for help, ensuring a supportive and thriving team dynamic.

“The highest form of knowledge is empathy” – Plato Practicing empathy means often visualising a perspective that may be far from yours, and understanding what could potentially be the best option for them. It’s about recognising your team for their individual capabilities, and propelling them forward, while you help them hone their other skills. It’s about trusting them and giving them ownership, to help them feel empowered, and gain confidence. You are trusting them to excel.

Empowering your team is a powerful expression of empathy. It's about recognizing and unlocking each member's potential. To lead with compassion, create an environment where your team feels genuinely trusted and valued. Empowerment isn't just delegating tasks; it's about entrusting your team with meaningful responsibilities and the freedom to innovate. Support their initiatives, encourage risk-taking within a safe space, and be available for guidance without micromanaging. This approach boosts morale and fosters a culture of mutual respect and collaborative problem-solving.

Empowering your team is not just a leadership approach, it's a step towards building a self sufficient team. Collaboration, innovation, and personal growth, through this we can unleash the full potential of our team. 1. Delegation and Autonomy: Giving them the authority to make decisions builds a sense of ownership and accountability, promoting both personal and professional growth. 2. Provide Learning and Development Opportunities: Offer training programs, workshops, and mentorship opportunities that align with individual career goals 3. Encourage Innovation and Risk-Taking: Create a safe space for team members to experiment with new ideas and approaches.

By entrusting employees with autonomy, responsibility, and authority, leaders not only acknowledge their team members' capabilities but also encourage personal and professional growth. This approach recognizes that individuals thrive when allowed to make decisions, solve problems, and pursue their goals independently. When team members feel trusted and respected, they are more likely to be engaged, motivated, and committed to their work.

Create a feedback habit with your team. The more you practice it the easier it is. Here's a few ways to make feedback a good habit: 1. Walk the walk. Ask your team for feedback. This can be specific to a project or just asking them in a 1:1 to think of feedback for you for next time so you don't put them on the spot. 2. Listen and digest. I tend to want to respond to feedback right away. It's almost always better to accept it, say thank you, think about it, and then respond later. 3. Use a framework. I find the SBI (Situation-Behavior-Impact) framework to be really helpful. You don't have to follow it exactly but a common framework makes giving feedback less daunting.

Empathetic leadership includes actively seeking feedback from team members on your leadership style, performance, and overall impact. This involves soliciting their opinions, suggestions, and criticisms and being genuinely open-minded and receptive to their input. Seeking feedback is a powerful way to learn from your team, identify personal blind spots, and adapt your actions and strategies. It demonstrates humility, curiosity, and a commitment to continuous growth and improvement. By valuing and acting on team feedback, leaders enhance their effectiveness and cultivate an environment of mutual respect and open communication.

This is very strategic towards understanding the emotions of the members.It leads to better active listening for enhancing better customer concerns raised, understanding team dynamics, the work environment and a culture in which their voices are heard better.

At my company, we use Kim Scott's radical candor as a framework for giving and receiving feedback. The main idea is to challenge others directly, while also showing them that you care about them personally. This has been monumental for us when it comes to trust-building and leadership because in order to care about someone personally when giving them feedback, we have to put ourselves in their shoes, we have to have empathy. The same goes for when we're receiving feedback, we have to take into account that the person giving us feedback is doing it because they care about us. Everyone feels vulnerable giving and receiving it. Highly recommend working on your feedback culture to foster leading with empathy!

Take the example of a global IT services firm that faced issues with young employees missing work and health problems due to blurred work-life boundaries post-pandemic. I conducted an applied theatre workshop for a diverse group of employees along with their HR team. Through role-reversal exercises, they gained mutual understanding of challenges and frustrations, leading to practical strategies for work-life balance. This approach fostered empathy and trust. Outcomes included a moonlighting policy, a hybrid work model, client engagement limits post-office hours, and a free ten-day Hatha Yoga workshop to promote wellness, demonstrating the effectiveness of empathetic, creative solutions in addressing workplace challenges.

Understanding each member of the team, their working styles and their family situation is critical. A word of encouragement when things are looking bad, a word of praise when someone has gone the extra mile-all add up. When you have a genuine relationship, not just a transactional one, you will bond as a team and your team will work together, helping carry the extra load or just being there together till the last task is accomplished and handed over. It doesn't have to be only the leader who hands out praise- colleagues who appreciate excellence set the bar higher for everyone and build up morale and camaraderie. A good dose of humour alleviates the toughest task.

As a Customer Service Executive, RTAs maintained decorum. Some communicated harshly, but two stood out for their grace. Choosing the right words is crucial; leadership is about thoughtful communication, not strictness. The empathetic RTAs gained respect by conveying instructions effectively. Those who communicated rudely weren't obeyed as expected and lacked respect. Leading with empathy involves composed and respectful communication. Gentle reminders, not rudeness, inspire cooperation. The power of words significantly influences how instructions are received. Successful leaders foster collaboration through gentle reminders, creating a positive atmosphere.

Leading with empathy involves knowing how to see others. Seeing others is much more than developing active listening. It involves understanding the difficulties of others and also their talent. It means understanding what makes each person on your team tick and addressing their needs in the workplace.

Genuine interest. In my experience, and in addition to what has been said, it starts with showing genuine interest in your employees. Take the time to get to know them on a personal level. Ask (and actively listen to) them about their lives outside of work, their hobbies, and their families. This will help you to build stronger relationships with them and to understand their motivation at work. Be present and engaged during (1:1) meetings.