Empathy and Accountability Belong Together

As we navigate the Great Resignation, the need for empathic leaders has come  center stage. People are unwilling to work for managers prone to autocracy, micromanaging, and narcissism — and they will resign in an effort to find a more welcoming culture.
 
It is crucial to recognize, however, that the drive for results and the practice of empathy are not mutually exclusive. Writing in Inc., Phillip Kane, CEO and Managing Partner of Grace Ocean business consultants, contends that effective leaders understand that results matter. But they also realize that results are heightened with kindness.
 
Such leaders recognize and reward the contributions of others, prize the mental and emotional well-being of those who work for them, and know better than to destroy trust over something like a missed objective. 
 
Kane concludes, “If you've believed, like many have, that delivering results and caring for others is an either/or proposition, change your thinking, and then change those you entrust to lead your team. Choose caring, empathic leaders. They are, for good reason, all the rage right now.”
 
To what extent do leaders in your organization display empathy, and what is the effect? To join the conversation, click "comments" above (just below the photo).  We’d really like to hear about your experience and get your feedback!

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