What Is Empathy in Leadership, and Why Is It Such a Valued Trait

This is a vital leadership competency and yet it is also one that not many choose to demonstrate on a regular basis. Empathy can help us create better workplaces for all and nurture the bonds we all need to lean on at work.

Empathetic leadership carries undeniable benefits with it. One study discovered that 61% of participants felt more innovative, and 76% felt more engaged when they worked under empathetic senior leaders.

We need to let go of this outdated notion in business that the best business leaders are hard and reserved. There is strength in softness, and that can definitely be found in being more empathetic.

What is empathy?

Empathy is an important component of emotional intelligence, especially among leaders. While many people claim to be empathetic leaders and to always make empathetic decisions, they don’t quite understand the specifics of this trait.

Empathy is the ability to understand another person’s perspective by putting yourself in their shoes and pulling from your experiences. It is often confused with sympathy, but the two are a little different. Sympathy and empathy can be used together to great effect, but sympathy tends to be a more detached reaction to someone’s negative feelings. Remember, sympathy observes while empathy connects.

How do we show empathy?

Showing empathy towards others can be a hard task since it is considered a soft skill. It is not easy to demonstrate soft skills often, but making a conscious effort to show these behaviours can make all the difference in a workplace.

Active listening

Active listening is one of the most obvious ways great leaders show more empathy. This involves paying close attention to what someone is saying, and potentially even repeating bits back to show that true understanding has been achieved. Facial expressions and body language also play a big role in active listening. Face the speaker if possible, mirror their body language, and don’t forget about the importance of eye contact.

Validating others

Being empathetic leaders often means that we need to uplift others and validate their experiences. Many people can feel nervous about expressing themselves because they feel like they won’t be taken seriously, or that their own viewpoint is inappropriate in some way. Make sure to tell your employees that it is fine to feel the way that they do, and then work together to mitigate some of the frustrations they may be experiencing.

Sharing experiences where appropriate

Empathy often involves drawing from similar perspectives. However, it’s all about timing. Leaders need to know when they can share experiences with their team member, and when it is more appropriate to just acknowledge and validate their experiences.

As an example, an employee might express their struggles with feeling overwhelmed by the workload and balancing personal and professional life. Sharing your own experience of managing similar challenges and how you overcame them can provide comfort, offer practical advice, and build a sense of solidarity.

On the other hand, if an employee is dealing with a deeply personal issue, like a family illness, and is visibly distressed, sharing your own story might, though unintentionally, shift the focus away from them. It’s better to listen empathetically and offer support tailored to their situation.

Offering no judgement

Of course, any attempts to be empathetic have to also carry no judgement. It is far too easy to judge one another at a time when compassion is the kinder path. No matter what has happened, when your employees come to you hoping for empathy, you should offer it in return without judgement.

What does empathetic leadership look like?

An empathetic leader is not just empathetic in one specific scenario; they work to demonstrate empathy in all corners of their work. Let’s take a look at some of the behaviours that can usually show that a leader is actively demonstrating empathy.

Better trust

An empathetic leader will be more aware of their staff as they take a genuine interest in getting to know them. This means that they will be more aware of how they work, as well as their strengths and weaknesses. This means that there is inevitably more trust at play in these relationships. When the leader assigns a task, they can trust that it will be completed to the best ability of their employee.

Of course, this also goes both ways. Employees should trust that their boss will have an empathetic ear when they need it, and that all of their concerns will be noted with solemnity and appropriate concern. Even if the employee has made a serious mistake, they should have enough trust in their employer to be able to go to them straight away, own up to the mistake, and work to rectify it without fear or shame.

Stronger team bonds

When a boss is empathetic, it can encourage wider workplace empathy and stronger bonds between team members. Lead by example, and ensure that employees have the chance to meet and socialise in conditions that aren’t just purely centred around work.

Even a remote workplace can do so. Dedicating even just five minutes to a free catch-up at the start of whole team meetings can build those key connections that get everyone operating with greater empathy.

Better decisions

Better decisions lead to better psychological safety and a more confident workforce who are actually unafraid of making a decision. They will also approach a decision with greater confidence. They know that they could potentially make a mistake, but they are willing to talk things out with one another to try to reach the best collective decision for everyone.

Increased influence

Having strong empathy skills can also mean that you are better at influencing others than your more non-empathetic peers. After all, you have put the work in to build these strong bonds and encourage a collaborative work environment. Employees are, therefore, more likely to be motivated, engaged, and aligned with leadership goals.

At the same time, remember to listen to your employees. Influence can be a two-way street, and they might have ideas that are better than yours. Giving your employees the opportunity to make real decisions within the company can help give them a real sense of confidence.

Why do leaders need empathy?

Leaders often have a lot to juggle. They have to chase opportunities for their companies and ensure targets are met so that they can deliver results and provide for their employees. They then need to make sure that employees are motivated and engaged so that they, too, can deliver their own tasks. However, the business world is rarely perfect, and this means employees are often stressed out by factors that are beyond their control.

Leaders need empathy to be able to navigate these changes and events that come their way. By being empathetic and providing a safe space for their employees to thrive in, they will get the results they wish to see. By offering empathy to their staff, they should also see it in return if they go through difficult periods themselves. Leadership does not mean that you become a superhero who can deal with anything, and if you need to lean on your staff for some extra support, you should feel like you can do so too.

Do you feel like you need some support in becoming a more empathetic leader? ChangingPoint’s Leadership and Executive Coaching helps you to recognise your strengths and weaknesses. Work with our experts on a one-to-one basis to create a development plan that helps you to shine.

Get in touch with us today to find out how we can help you approach your team and problems with a good dose of empathy.