Written by Gilles Varette, Business Coach
30 years experience in Leadership: NCO in a paratrooper regiment in his native France, leading a global virtual team for a Nasdaq-listed company, Board stewardship, Coaching, and Mentoring. Gilles, an EMCC-accredited coach, holds a Master’s in Business Practice and diplomas in Personal Development and Executive Coaching, as well as Mental Health and Well-being.
Empathy isn’t just about understanding others; it’s a powerful tool for building trust, strengthening teams, and leading with impact. In this article, we explore why empathy is essential in leadership, the science behind emotional intelligence, and practical ways to integrate empathy into daily interactions. Whether through active listening, perspective-taking, or mindful communication, small, intentional acts of empathy can transform workplace relationships and drive success.
"Empathy fuels connection. Sympathy drives disconnection." – Brené Brown
In a world where productivity often trumps connection, what could happen if empathy became your leadership superpower? In today’s fast-paced, high-pressure work environments, empathy is often overlooked, yet it’s one of the most powerful tools in leadership and collaboration. Empathy isn’t just about being kind; it’s about understanding others on a deeper level, recognizing their emotions, and responding in a way that builds trust and connection.
Imagine this: A manager notices that one of their top employees, usually highly engaged, has been quiet and withdrawn in meetings. Instead of assuming disengagement or laziness, the manager schedules a one-on-one and asks, "I’ve noticed you’ve been quieter than usual. Is there anything on your mind?" This simple act of active empathy creates a space for honest conversation, where the employee shares that they’re overwhelmed by personal challenges.
The manager then offers support and adjusts their workload temporarily. The result? The employee feels valued, stress decreases, and productivity improves.
Empathy is the bridge between transactional leadership and transformational leadership. Research supports this: A study (2021) by Catalyst found that 76% of employees with empathetic leaders reported being engaged at work, compared to only 32% with less empathetic leaders.
It’s a skill that takes emotional intelligence (EI) beyond self-awareness and into meaningful action. This article explores why empathy matters, how it influences leadership and teamwork, and practical ways to integrate it into daily interactions.
The science and benefits of empathy
Empathy is a fundamental pillar of Daniel Goleman’s Emotional Intelligence framework (2022), which highlights self-awareness, self-regulation, motivation, empathy, and social skills as the five key components of EI. Among these, empathy is the skill that transforms relationships, fosters collaboration, and builds psychologically safe work environments, all of which are crucial for modern leadership.
According to insights from Harvard Business Publishing (DeSmet, 2023), leaders today require strong social and emotional skills to navigate complex workplace dynamics, with empathy playing a central role in building trust, engagement, and resilience. In fast-changing environments, organizations led by empathetic leaders report higher employee well-being, stronger collaboration, and greater innovation.
Why empathy matters in leadership
Enhances trust & loyalty: Leaders who demonstrate empathy create a culture where employees feel valued, leading to higher engagement and retention.
Boosts team collaboration: Empathetic teams communicate more effectively, reducing misunderstandings and conflict.
Drives innovation: Employees who feel heard are more likely to share ideas, leading to greater creativity and problem-solving.
Reduces stress & burnout: Research from Harvard Business Publishing shows that empathetic leadership helps reduce workplace stress and improves well-being, making it a critical skill for today’s leaders.
Yet, despite its benefits, many leaders struggle with expressing empathy under stress or time constraints. That’s why making empathy an intentional practice is essential for long-term
leadership success.
Recognising the power of empathy is just the first step; putting it into practice is what truly transforms leadership. Empathy isn’t just about recognizing emotions; it’s about taking intentional actions that create meaningful connections.
So, how can you make empathy a daily leadership habit? Here are practical strategies to integrate empathy into your interactions.
Practical applications of empathy in leadership's daily interactions
Now that we understand the power of empathy in leadership, how can we integrate it into our daily interactions? Whether it's fostering trust, diffusing conflicts, or encouraging innovation, the key lies in making empathy a consistent and intentional part of your leadership approach. Here are a few practical, actionable steps you can start implementing today.
Building empathy isn’t about grand gestures; it’s about small, everyday actions that make people feel understood and valued.
1. Master active listening
Most people listen to reply, not to understand. Active listening is the practice of fully focusing on the speaker, acknowledging their words, and responding thoughtfully.
How to practice active listening:
Pause before responding. Resist the urge to jump in with advice.
Reflect on what you hear: "It sounds like you’re feeling overwhelmed because of X. Is that right?"
Use non-verbal cues. Nodding, maintaining eye contact, and using open body language show engagement.
Try this: In your next conversation, practice listening 80% of the time and talking only 20%.
2. Show empathy under stress
Even great leaders struggle to be empathetic when they’re under pressure. Here’s how to stay connected even during stressful moments:
Take a breath before reacting. Give yourself a moment to regulate your emotions before responding.
Reframe frustrations into curiosity. Instead of thinking, "Why is this person being difficult?" ask, "What’s driving their behaviour?"
Use "I" statements to express understanding: "I can see that this situation is frustrating for you. Let’s figure out a solution together."
Quick tip: When tensions are high, try saying, “Help me understand your perspective on this.” It opens the door for deeper dialogue.
3. Practice perspective-taking
Empathy isn’t just about understanding emotions; it’s also about seeing situations from different viewpoints. This is especially important in conflict resolution and leadership.
How to build perspective-taking:
Step into their shoes. Imagine experiencing the situation from the other person’s position.
Ask open-ended questions: "What’s important to you in this situation?"
Validate feelings before offering solutions: "I see why you’d feel that way."
Try this: Next time you’re in a disagreement, pause and ask yourself, "How would I feel if I were in their situation?"
Challenges in practicing empathy
Leaders often face challenges in practicing empathy, such as time constraints, stress, and personal biases. For example, a leader might struggle to remain empathetic when dealing with a team member who consistently underperforms. In such situations, focusing on understanding the root cause of the underperformance rather than reacting with frustration can help maintain empathy.
Cultural and organizational contexts
Empathy might be expressed differently across various cultures and organizational settings. In some cultures, direct expressions of empathy might be less common, and empathy is shown through actions rather than words. For instance, in a hierarchical corporate environment, empathy might be demonstrated through supportive actions, while in a flat startup culture, open communication and collaboration are key.
Cultural variations in empathy expression
Direct vs. Indirect communication: In some cultures, empathy might be expressed directly through words and open communication, while in others, it might be conveyed more subtly through actions and non-verbal cues.
Hierarchical vs. Flat organizational structures: In hierarchical settings, empathy might be shown through supportive actions from leaders, whereas in flat structures, open dialogue and collaboration are key.
Erin Meyer's "The Culture Map" (2014) offers insights into how cultural differences impact empathy in the workplace. She highlights that communication styles vary from low-context (explicit) to high-context (implicit), affecting how empathy is expressed and perceived. For instance, direct feedback might be valued in some cultures but seen as insensitive in others.
Building trust and resolving conflicts also differ across cultures, requiring empathetic leaders to adapt their approaches. Understanding these nuances helps leaders express empathy effectively in diverse teams, fostering collaboration and inclusivity.
Barriers to empathetic leadership
Potential barriers to empathetic leadership include organizational culture, lack of training, or individual resistance to change. An organization with a highly competitive culture might inadvertently discourage empathy. Leaders can work to shift the culture by modeling empathetic behaviour and encouraging open communication.
Empathy in action: Real-world leadership examples
Empathy isn’t just a theory; it’s a practical leadership skill that drives success across industries. Here’s how it plays out in different workplace settings. Let’s take a look at how these principles of empathetic leadership come to life in real-world scenarios.
Tech startups: A rapidly growing startup faced high turnover due to burnout. Leadership introduced regular one-on-one check-ins and flexible work policies, leading to improved retention and job satisfaction: more details here.
Healthcare: A hospital administrator noticed that nurses were overwhelmed with emotional stress. By implementing peer support groups and mental health resources, staff morale and patient care significantly improved: more details here.
IT support: A team leader in a high-pressure IT environment adopted active listening techniques during crises. By acknowledging employee stress and offering solutions collaboratively, the team’s performance and engagement levels increased: more details here.
Key takeaway: Small, intentional acts of empathy listening, recognizing challenges, and offering meaningful support create healthier workplaces and more motivated teams.
Call to action: One empathetic act a day
Empathy isn’t just a leadership skill; it’s a human skill. Choose one empathetic act today, whether it’s checking in with a colleague, pausing to listen, or offering a simple gesture of support. By making this a habit, you can spark a positive ripple effect throughout your organization.
Empathy isn’t about getting it right every time; it’s about making small, consistent efforts to connect with others. When you do, you don’t just improve your workplace; you become a more impactful leader, colleague, and human being.
Guidance on developing empathy
Developing empathy is a journey. Here's a step-by-step guide to help you grow:
Self-reflection: Regularly reflect on your interactions and identify opportunities for empathy.
Feedback mechanisms: Seek feedback from your team members on how they perceive your empathetic leadership.
Training and resources: Engage in workshops and online courses or read books like Emotional Intelligence by Daniel Goleman or Dare to Lead by Brené Brown.
As you integrate empathy into your leadership style, track your progress by asking for feedback from team members. What changes do they notice in how you communicate, solve problems, or manage stress?
Take the Empathy Challenge: This week, commit to one small act of empathy each day, whether it’s active listening, checking in with a colleague, or offering support.
Reflection prompt: At the end of the week, ask yourself:
Did I make someone feel heard or valued?
How did it impact my interactions?
What will I keep practicing?
Final thoughts
Empathy isn’t just a soft skill; it’s a leadership superpower that builds trust, innovation, and resilience. The best leaders don’t just recognize emotions; they act on them. By making empathy an intentional, daily practice, you create a work environment where people feel valued, motivated, and empowered to do their best work.
Start small, stay consistent, and watch your impact grow.
Don’t wait for the perfect moment; start practicing empathy today and watch how it transforms your leadership and your team.
Gilles Varette, Business Coach
30 years experience in Leadership: NCO in a paratrooper regiment in his native France, leading a global virtual team for a Nasdaq-listed company, Board stewardship, Coaching, and Mentoring. Gilles, an EMCC-accredited coach, holds a Master’s in Business Practice and diplomas in Personal Development and Executive Coaching, as well as Mental Health and Well-being. He strongly believes that cultivating a Growth Mindset is the key to Personal Development and a natural safeguard against the expertise trap. He lives by this quote from Epictetus: “It is not what happens to you that matters, but how you react; when something happens, the only thing in your power is your attitude toward it.”
References:
Brower, T. (2021). Empathy is the most important leadership skill, according to research. [online] Forbes.
DeSmet, J. (2023). Social and Emotional Skills New Leaders Need Most. [online] Harvard Business Publishing.
Meyer, E. (2014). The culture map: decoding how people think, lead, and get things done across cultures. New York Public affairs.
