Empathy-based relationship competencies matter in the workplace

Have you observed genuine empathy in your colleagues, or within yourself? Empathy helps us understand the differences between ourselves and others rather than erase them.

 I’ve noticed that many people misunderstand the importance of building emotional bridges with others and often hesitate to invest in empathy. Empathy is about experiencing and understanding perspectives that are different from our own.

Daniel Goleman's book “Optimal” highlights that when deploying empathy, we are encouraged to use our emotional intelligence for a wider benefit.  In his book, he introduced TWO types of empathy.

Types of Empathy

-              Cognitive empathy: relies on the thinking brain to know how the other person thinks and sees in the situation at hand. Cognitive empathy involves understanding a colleague's perspective during a strategic disagreement, whereas emotional empathy entails feeling their frustration or stress.

 -              Emotional empathy:  primarily on the brain’s emotional circuitry, lets us know what another person feels because we feel it, too. Having this kind of empathy can make our messages to the person land with impact.

Shanghai Garden

A leader who understands their empathy will pay closer attention to the stress employees are under, sense their suffering, and return to the leader who can provide more practical support to the staff in grief, change their circumstances, and help them develop more resilience.

Practical Strategies to Boost Empathy

Having strengths in emotional intelligence (EI), especially in empathy and self-awareness, enhances a leader’s positive impact.  Boosting empathy is an active daily process (Goleman's suggestion):

-              Practice a caring mindset

-              Find a sympathetic ear

-              Practice kindness. 

Active listening allows you to put yourself in others’ shoes. Here are some questions you can try with a learning partner - someone you know well and feel comfortable with.

-              What’s that like for you – tell me more

-              What was going on for you when that happened?

-              What did you feel or think about that?

-              What might someone else not know about this situation?

-              What’s your perspective on that?

-              What else can you tell me?

After hearing the person out, repeat back to them in your own words and ask for confirmation about what you are hearing. Let them explain what you misunderstood or got right… Let the conversation flow.  Leaders who are more open about their feelings are perceived as more authentic, which fosters trust in the workplace relationship.

The Future of Leadership is Here

The next few years will be pivotal for leaders seeking to remain relevant and practical. By creating the synergy between emotional intelligence and artificial intelligence, you can position yourself at the forefront of this leadership revolution. If you have a unique perspective on this topic or insights that could shape future articles, let's connect!