4 Steps To Lead With Empathy And Unlock Your Team’s Full Potential

It may come as a bit of a surprise to some to hear that one of the most popular topics I’m asked to speak about is empathy in leadership.

From the Canadian military to the World Bank, I’ve delivered numerous keynotes and workshops to help leaders understand the critical role empathy plays in leadership, and the impact it has on workplace outcomes.

In fact, a study by the Center for Creative Leadership found that managers who extend empathy to their employees are seen to be better leaders by their bosses.

And the reality is that empathy will play an even more critical role in today’s leadership as advancements in emerging technologies like AI, quantum computing, and augmented reality continue to accelerate and force a greater focus on the human-centric elements of leading others.

That’s why I’d like to share four steps that will help you to use empathy to develop a more human-centric leadership that is going to be the key driver for peak performance in the years ahead.

The first step is to cultivate your self-awareness by regularly reflecting on your emotional responses to situations. Now you may think you already have a deep sense of self-awareness.

But as organizational psychologist Tasha Eurich found through her research, 95% of people think they have a developed sense of self-awareness, but it’s really only 10-15% of us who have.

So do yourself and your employees a favour and make the intentional effort to cultivate your self-awareness.

Ask yourself questions like:

• How do my emotions influence my decisions?
• What triggers certain reactions?
• What do I often look forward to?
• What matters most to me?

This foundational awareness will help you shift from a reactive style of leadership to a more thoughtful, reflective one that’s needed in uncertain times.

The second step is to practice genuine empathy by creating space to understand your employees’ perspectives. Your goal here is listening not just to respond, but to truly comprehend their experiences and challenges.

Remember, empathy doesn’t require you to agree or accept what people are telling you about their perspective. The only outcome you’re after is to ensure you create space for people to feel heard and understood.

The third step is to lean on your empathy during conflicts by addressing both the factual and emotional dimensions. This balanced approach to conflict will transform these challenging conversations into opportunities for growth.

And finally, the fourth step is to create opportunities for meaningful dialogue where your employees feel psychologically safe to share their ideas and concerns.

As Harvard professor Frances Frei has shown through her research, authentic connections build trust that is essential for high-performing teams.

In today’s increasing uncertain business environment, developing your empathy is critical to building genuine connections with those you lead, allowing you to inspire and empower them to bring their very best.