How To Model Empathy For Your Team

Empathy gets talked about a lot in leadership, but I think it’s often misunderstood. For me, it means staying curious when something isn't working. Instead of jumping to conclusions, I try to understand what's actually going on. What else is on their plate? Are there blockers we haven’t seen? Was the ask clear and achievable? That doesn't mean I lower the bar. I hold a high standard. But I also try to make sure that standard is reasonable. Most of the time, people want to do great work. If they aren’t, there’s usually a reason worth uncovering. I’m also willing to do the work myself when it helps. Whether it's building a model, designing a training, or fixing a process, I don’t ask others to do something I wouldn’t do myself. It’s not performative. It’s practical. If something is blocked, I step in. If something seems off, I get close to it. Earlier this year, I asked for a training to be created. The estimate came back at three weeks. I built a working version in a few hours. I shared it to get to the root of the disconnect. Not to call out effort, but to figure out where we were misaligned. That conversation led to better systems and more clarity on expectations. It’s easy to assume someone isn’t working hard when progress stalls. But that’s rarely the real issue. More often, it’s unspoken confusion, misaligned incentives, or friction in the process. Empathy, for me, means being curious enough to find the real problem. It means clearing a path, not making assumptions. And it means holding people to a high bar, while doing the work to help them get there.

I managed teams for 10 years before I learned this important truth: Empathy isn't a "soft skill." It's your most powerful leadership tool. I once had a top performer who was missing deadlines. Instead of asking "Why isn't this done?" I asked "How can I support you?" Turns out, she was dealing with family health issues but was afraid to speak up. That one conversation changed everything. 8 ways I learned to show empathy at work: — Listen without jumping to fix things — Be flexible when life throws curveballs — Make time for non-work conversations — Give praise in public, feedback in private — Create space where no question feels stupid — Support mental health days, not just sick days — Ask how you can help, not why things aren't done — Treat your team like people first, employees second When you lead with empathy, productivity and loyalty naturally follow. You don't have to choose between being human and being successful. The most effective leaders are both. Because at the end of the day, people don't leave bad jobs. They leave environments where they don't feel understood or appreciated. Want to transform your team? Start with empathy. It's the investment that pays the highest returns. ♻️ Agree? Repost to spread the message. Thanks! 📌 Follow Justin Wright for more on emotional intelligence. Want my 99 best cheat sheets? Get them free: BrillianceBrief.com

Empathy is one of the greatest tools in a leader’s toolbox. It’s also one of the most underused. As a leader, I’ve learned that a little empathy can go a long way. I’ve had moments where a team member was clearly overwhelmed, and instead of pushing harder, I paused and simply asked, “How can I help?” That shift in approach made a big difference for both of us. ➡ Leaders who connect with their teams on an emotional level see better results. ➡ ️Employees who feel their leader genuinely cares about them are less likely to leave. High turnover costs organizations an average of $15,000 per employee in recruitment, onboarding, and lost productivity. Empathy isn’t just kindness. Empathy is: ★ "Let’s plan for your maternity leave to ensure a smooth transition while you’re away." ★ "I’m happy to make accommodations — let’s discuss what will help you work more comfortably." ★ "I understand the challenges. Let’s talk through them and find a solution together." ★ "Your feedback on the workflow is important. Let’s improve it so everyone feels supported." ★ "I’m hearing pushback. Let’s talk through the concerns and find a way to move forward." How have you seen empathy impact your work environment? How do you integrate it into your leadership style?