7 Empathetic Leadership Habits to Empower Your Team
Be the Leader You Wish You Had
Empathy is more than a skill; it’s a superpower.
Here are 7 rare habits of empathetic leaders that can transform your team:
↳ They show vulnerability.
↳ They apologize when wrong.
↳ They listen without interrupting.
↳ They remember personal details.
↳ They ask, “How are you feeling?”.
↳ They offer encouragement after failure.
↳ They understand what motivates each person.
The result?
A thriving team that feels empowered to take risks, innovate, and contribute their best.
Great leaders aren’t just born—they're cultivated, and one of the most powerful qualities you can develop as a leader is empathy. Empathy isn't just about being kind or understanding; it's a transformative leadership tool that can shape not only your relationships with your team members but also the success of your organization. It's more than a skill—it’s a superpower that, when harnessed, can unlock incredible potential in your team.
The 7 Rare Habits of Empathetic Leaders
Empathetic leadership isn't about showing softness or letting things slide. It’s about recognizing the human side of leadership and actively engaging with your team members as individuals. Here are seven habits of empathetic leaders that can transform your team and organization:
1. They Show Vulnerability
Empathetic leaders are not afraid to show their human side. They’re not pretending to have all the answers or always be in control. Instead, they openly admit when they don’t know something or when they’ve made a mistake. For instance, Satya Nadella, CEO of Microsoft, is known for his vulnerability. After taking the helm, he admitted that he had a lot to learn about the company, its people, and its culture. This openness created a more open, collaborative work environment where others felt it was safe to admit mistakes and learn from them.
Showing vulnerability builds trust, removes the “us vs. them” divide, and encourages your team to feel safe in being authentic as well.
2. They Apologize When Wrong
Admitting fault is a key trait of empathetic leadership. When a leader makes a mistake, they don’t just gloss over it or blame others; they take responsibility. This sets a powerful example for the team about accountability and humility.
Take Howard Schultz, former CEO of Starbucks, as an example. When the company faced backlash for issues related to racial discrimination in their stores, Schultz didn’t shy away from acknowledging the problem. He publicly apologized and took immediate steps to address it, including closing stores for racial-bias training. By doing so, Schultz demonstrated that being wrong is an opportunity for growth, not a moment of shame.
3. They Listen Without Interrupting
Listening is at the heart of empathy. Empathetic leaders actively listen to their team members without interrupting, jumping to conclusions, or offering solutions too quickly. They understand that everyone’s perspective is valuable, even if it differs from their own.
An example of this is Indra Nooyi, the former CEO of PepsiCo. She famously made it a point to actively listen to her employees and solicit their feedback on important decisions. Nooyi often held "listening tours," where she visited various facilities to hear from employees at all levels of the company. This allowed her to not only understand their concerns but also create a sense of belonging and engagement.
4. They Remember Personal Details
Empathetic leaders make an effort to remember personal details about their team members—whether it's the names of their children, their hobbies, or significant life events. This small act of remembering shows that the leader cares about the whole person, not just their work.
For instance, Richard Branson, founder of Virgin Group, is well known for taking a personal interest in his employees' lives. He remembers birthdays, milestones, and personal stories. Branson’s focus on making work personal creates a culture of trust and respect, where employees feel seen and valued beyond their job titles.
5. They Ask, "How Are You Feeling?"
It may seem simple, but asking how someone is feeling—and truly wanting to know—is a powerful gesture of empathy. Leaders who take the time to check in on their team members' emotional well-being create an environment where people feel safe to express themselves.
Brené Brown, a researcher and thought leader on vulnerability and empathy, often speaks about the power of this simple question. She argues that leaders who ask “how are you feeling?” not only build trust but also ensure that they are meeting the emotional needs of their team. When people feel supported emotionally, they’re more likely to engage and bring their best work to the table.
6. They Offer Encouragement After Failure
Failure is inevitable, but how a leader responds to it can make all the difference. Empathetic leaders don’t focus on blaming or criticizing after failure; instead, they offer encouragement and see failure as an opportunity to learn and grow.
Ed Catmull, co-founder of Pixar Animation Studios, illustrates this principle perfectly. When Pixar faced repeated challenges during its early years, Catmull encouraged his team to experiment and not fear failure. He fostered a culture of creative risk-taking, where failure was seen as a stepping stone to innovation. This approach ultimately led to groundbreaking films like Toy Story and Finding Nemo.
7. They Understand What Motivates Each Person
Empathy is also about recognizing that everyone is motivated by different things. A great empathetic leader takes the time to understand each person’s unique motivations, goals, and challenges. This allows them to tailor their leadership approach to support individual team members.
Take Patty McCord, former Chief Talent Officer at Netflix, who played a key role in shaping the company's culture. McCord understood that each employee had different aspirations and motivations, and she designed the company's approach to performance reviews and feedback to honor that individuality. By understanding what drives people—whether it's career growth, recognition, or autonomy—leaders can create an environment where everyone is motivated to perform at their best.
The Result? A Thriving Team
When leaders adopt these empathetic behaviors, the results speak for themselves. Teams feel empowered to take risks, innovate, and contribute their best work. They also feel more connected to their leader and each other, creating a strong sense of community and trust. Employees are more likely to be engaged, productive, and committed to their work.
A thriving, empathetic culture is also contagious. When leaders model empathy, it encourages others within the organization to do the same, creating a ripple effect that transforms the entire workplace.
Empathy is a Strategy for Lasting Success
It’s important to recognize that empathy isn’t just a leadership style—it’s a strategic approach to creating an environment where people feel valued and supported. When employees know their well-being is a priority, they’re more likely to go above and beyond in their roles, leading to increased innovation, loyalty, and long-term success.
By embracing empathy as a leadership strategy, you’re not just creating a better team; you’re building a better, more sustainable organization.
Embrace Empathy and Watch Your Team Flourish
Empathy can be a game-changer for both you as a leader and for your team. By showing vulnerability, listening actively, offering encouragement, and understanding the unique needs of each individual, you’ll not only improve team performance but also foster a culture of trust, respect, and creativity.
Empathy isn’t just about understanding others—it’s about leveraging that understanding to create a workplace where people are motivated, engaged, and empowered to do their best work. When you lead with empathy, your team will follow, and you’ll see them flourish.
