Managing with Empathy
Think for a moment about your favorite manager or leader. Someone who was in charge in the organization you worked for, or work for today. What is it about them that makes them your favorite?
Odds are, what you love about them has far more to do with interpersonal skills than anything else. They listen to you. They care about you. They invest in you. They help you.
Managers who understand how to be human at work - how to empathize with fellow employees and direct reports - are far superior to managers who ignore or tamp down emotional connections.
There is little reason to trust a manager who refuses to become vulnerable and share something about themselves, and there is little reason to trust a manager who, when you’re feeling vulnerable, keeps their response business-like - or, let’s face it, robotic.
Managing with empathy can mean a lot of simple things; it comes down to being human.
How to Manage with Empathy
Ask someone how they’re...
As a mediator, and a former community/political organizer, I’ve learned a lot about conflict. I founded Chantilly Mediation and Facilitation because Americans spend more time working than doing anything else - and we deserve to be happy at work. Conflict, while inevitable among humans, can be handled in ways that actually increase happiness.
There are four keys to building a happier workplace, and every one of them will help your employees deal with conflict more productively.
Your mindset is always a choice: When you can, choose curiosity. Someone at work is in your face, or didn’t do something they’re supposed to, or did do something they are not supposed to do. Instead of focusing on blame or disappointment or the person, start asking questions: Why did they behave that way? What might make them do that? What might they be thinking or feeling that would lead them to do or say that...