The Briefing: Financial Services

[0:06]So one of the questions that I get quite often is how to be a more empathetic leader. And it's a great question because I think empathy is probably one of the most important skills that a leader can develop. And there's a lot of talk about empathy and leadership today. But I think for a lot of people, there's still a lot of confusion about what empathy really means and how you actually apply it in a leadership context. So I want to talk about three dimensions of empathy that you can focus on to be a more empathetic leader. The first dimension of empathy is really about being aware of what other people are thinking and feeling. And this is probably the most commonly understood definition of empathy. It's really about being able to put yourself in someone else's shoes and understand their perspective. So if you're talking to a team member who's struggling with a particular project, an empathetic leader would try to understand what's going on in that person's mind. What are they worried about? What are their concerns? What are their challenges? And how are they feeling about the situation? But it's not just about understanding. It's also about being able to communicate that understanding to the other person. So if you're talking to that team member, you might say something like, "I can see that you're feeling a bit overwhelmed with this project." "Or it sounds like you're really concerned about hitting that deadline." And when you do that, you're not just showing that you understand, but you're also building trust and rapport with that person. The second dimension of empathy is about being able to regulate your own emotions. And this is an important one because if you're not able to manage your own emotions, it's very difficult to be truly empathetic to others. For example, if you're feeling stressed or anxious, it's very hard to fully tune into what someone else is going through. So an empathetic leader would be able to recognize their own emotions and then take steps to manage them so that they can be fully present and supportive of their team. This might involve taking a few deep breaths, stepping away from a stressful situation, or even practicing mindfulness to stay grounded. By managing your own emotional state, you create a space where you can genuinely connect with others without your own feelings getting in the way. The third dimension of empathy is about taking action based on your understanding of others. This isn't just about feeling what someone else is feeling, but also doing something to help them. For example, if you have a team member who's feeling overwhelmed, an empathetic leader wouldn't just acknowledge their feelings but would also offer concrete support. This could mean reassigning some tasks, extending a deadline, or connecting them with resources that can help. It's about moving from understanding to active support, showing that you not only care but are also willing to invest your time and effort to make a positive difference. So to recap, being a more empathetic leader involves three key things. First, really understanding what others are thinking and feeling and communicating that understanding. Second, being able to regulate your own emotions so you can be fully present for others. And third, taking action to support your team based on your empathetic understanding. By focusing on these three dimensions, you can develop a deeper and more effective form of empathy that will not only benefit your team but also strengthen your leadership.