Opinion: Fostering empathy in leadership: A key to better culture

Sherry Coker

Building company culture and improving employee retention have been the top objectives driving corporate responsibility for two consecutive years, according to Springfield Business Journal’s 2024 Economic Growth Survey. As a leader, empathy is a powerful tool in your toolkit to drive results in these two areas. Defined as the ability to understand and share the feelings of others, empathy can go a long way toward fostering a sense of belonging and trust among your team members. When employees feel understood and valued, they are more likely to be engaged and committed to their work. And when people are engaged at work, you start to see higher productivity, better customer ratings and reduced turnover. Let’s talk about what makes empathy easy for some, harder for others, and why it’s important to include in your skillset.

Inheritable trait or learned skill?
Are people hardwired to be less empathetic? The debate over whether empathy is an inheritable trait or a learned skill is ongoing. Some researchers argue that empathy has a genetic component, suggesting that certain individuals may be naturally more empathetic due to their genetic makeup. However, the consensus among many experts is that empathy is largely a learned skill. It is shaped by our experiences, environment and interactions with others. Jamil Zaki, associate professor of psychology at Stanford University and author of “The War for Kindness: Building Empathy in a Fractured World,” refers to ongoing research his team is doing to prove we can grow our ability to empathize with others for the good of our society.

From my own experience, I believe that while some people may have a natural tendency toward empathy, it is a skill that can be developed and nurtured over time. By actively listening to others, putting ourselves in their shoes and practicing compassion, we can improve our empathetic abilities.

Empathy in leadership
Can you, as a leader, be too empathetic and perceived as weak? What if you can’t find empathy for someone who brings on their own bad situations? These are valid concerns. However, empathy, when balanced with assertiveness and fairness, can strengthen leadership. Empathy involves understanding and sharing others’ feelings, but it doesn’t mean agreeing with everything or avoiding tough decisions. It’s about being compassionate while maintaining clear boundaries and expectations.

Another concern for leaders is how fairly you offer empathy. To avoid perceptions of favoritism, apply empathy consistently across your team. Treat everyone with the same level of respect and understanding and make decisions based on objective criteria. Be transparent about your decisions and the reasons behind them. This builds trust and shows that your empathy is part of a thoughtful and fair leadership approach.

Empathy in the workplace
I will leave you with the following five strategies you may consider using to foster empathy in your workplace.

1. Lead by example. Demonstrate empathetic behavior in your interactions with team members. Show genuine interest in their well-being and listen actively to their concerns.
2. Encourage open communication. Create an environment where team members feel comfortable sharing their thoughts and feelings. Regular check-ins and open-door policies can help facilitate this.
3. Provide training. Offer workshops or training sessions on empathy and emotional intelligence. This can help team members develop their own empathetic skills.
4. Recognize and reward empathy. Acknowledge and reward empathetic behavior within your team. This reinforces the importance of empathy and encourages others to follow suit.
5. Promote a supportive culture. Foster a culture of support and collaboration. Encourage team members to help each other and recognize the value of diverse perspectives.

By integrating empathy into your leadership style and workplace culture, you can create a more cohesive, productive and positive environment for everyone.

Sherry Coker is the owner of Coker Consulting LLC. She can be reached at sherry@cokerconsulting.net.