What kind of a leader are you? Focus on inclusive and empathic leadership has been getting a lot of attention in recent years for valid reasons. A recent study by Catalyst, a global non-profit organization found that empathetic leadership boosts engagement at work; 76% of employees with highly empathetic senior leaders and 67% with highly empathetic managers were found to be often or always engaged at work.
The same study found that empathetic leadership leads to innovation at work, positively impacts the work-life balance of employees, and helps to foster inclusivity. All factors in improving productivity and business growth. The characteristics of these leaders provide helpful guidance in how to navigate turbulent situations and times of crisis for sure, but moreover change, transition, and organizational growth.
In a world where change is the only constant, from mergers and acquisitions to shifting office locations, and even altering coffee suppliers or software platforms, organizations must adapt to survive. Recent global events have underscored the importance of how organizations handle times of uncertainty and how leaders guide their teams through transitions.
In this article, we'll delve into the characteristics of inclusive and empathic leaders and explore how they can effectively manage and develop their employees, whether during times of transition or steady growth.
Before we dive into the practical applications of inclusive and empathic leadership in the business world, let's take a moment to explore the etymology of these terms.
"Inclusive" is a word that dates back to the late 1400s. Originally, it meant to "shut in" or "enclose" in the context of a group or collection. However, today, it conveys an all-encompassing and comprehensive approach. The shift in meaning reflects a change in perspective, from inward-looking to outward-looking, emphasizing the importance of welcoming a diverse array of perspectives and ideas within a group or collection.
On the other hand, "empathic" is a relatively new term, coined at the beginning of the 20th century. Its meaning has evolved less over time but is often confused with sympathy. Empathy involves understanding another person's feelings and immersing oneself in their experience, while sympathy merely expresses sorrow for another's situation. The key distinction lies in the depth of engagement: a sympathetic person observes, while an empathic person fully engages.
In the context of leadership, inclusive and empathic leaders seek to embrace as many influences and perspectives as possible and immerse themselves in the experiences of those around them. This is a profound shift in perspective, and it's not always an intuitive process.
In 2016, Deloitte Human Capital Consultants Juliet Bourke and Bernadette Dillon identified six signature traits of inclusive leadership, encapsulated in their model, "The 6 C’s of Inclusive Leadership." Through their research, they found that inclusive leaders not only embrace individual differences but can leverage them for a competitive advantage. Here are the traits, along with brief descriptions:
Inclusive leaders, through their unwavering commitment, courage to challenge the status quo, and cognizance of biases, drive not only diversity but also competitive advantage. Their thirst for continuous learning, cultural intelligence, and collaborative spirit pave the way for organizations to thrive in an increasingly diverse and dynamic world.
To understand the profile and mentality of an empathic leader, we turn to author and psychologist Dr. Daniel Goleman, who outlines five key elements of empathic leadership in his book "Emotional Intelligence."
Effective inclusive and empathic leadership goes beyond just acknowledging these qualities; it requires a focused intent to put them into practice. It can be challenging to discern what this style of leadership should look like in action.
Inclusive leaders actively seek and incorporate diverse perspectives and ideas from all available sources. Highly empathic leaders excel in balancing and harmonizing the contributions of participants. Their ability to navigate change, transition, and growth shines brightest during times of crisis. Inclusive, empathic leaders approach these challenges with a humble, collaborative spirit that communicates the significance of each team member's role. During smoother times, they reinforce connections with employees, enhancing their commitment to the organization and its corporate culture.
Inclusive and empathic leadership is also valuable in the recruitment process. Leaders with these qualities seek out talent that can help their organization achieve its goals, rather than adhering to industry norms or traditional role expectations. They set aside personal biases to consider new ideas and diverse perspectives that can enhance their organization.
Here are some practical steps to put inclusive and empathic leadership into action:
In a rapidly changing world, the focus on inclusive and empathic leadership is not just a trend but a proven path to success. Leaders who embrace inclusivity and empathy are not only attuned to the needs of their team but actively cultivate diverse perspectives, fostering a culture of innovation and resilience. By embodying the characteristics of inclusive and empathic leadership, organizations can thrive during both times of turbulence and stability. The practical steps outlined here provide a roadmap for leaders to implement these principles, enhancing their team's well-being, fostering open communication, and promoting gratitude.
The question remains: What kind of leader will you choose to be, and how will you shape the future of your organization through inclusive and empathic leadership? Download the guide to Employment Engagement Strategies below to learn the keys to managing one of your biggest assets with positive results for your bottom line.