BE – AND STAY – CURIOUS

Empathy is based on enquiry and connection, and there is no better way to achieve this than to commit to frequently asking questions and critically, listening to the responses. The most engaging of leaders are those with an ongoing curiosity to understand those around them. Getting to know your team on a person-to-person level means you will understand them beyond their business results alone and can therefore motivate, inspire, and energise them on a higher level.

DON’T UNDERESTIMATE THE POWER OF SMALL GESTURES
Showing you are interested in and committed to your team doesn’t have to involve a preplanned corporate event or offsite. In fact, a small act of engagement can have far more impact in terms of recognising and appreciating your team. A simple “thank you”, a cup of tea or a shout-out in a meeting to praise their work can all signal that you truly understand and are aware of the individuals in your team.

DROP THE DISTRACTIONS
Have you ever been in a conversation where the other person has been tapping away on their laptop or looking at their phone as they talk? Not only can it be incredibly frustrating, but it can also make you feel like they don’t value what you have to say. We can all be guilty of picking up our phone and getting sidetracked with emails, calls and texts, but if you’re having a conversation with someone, it’s important not to let these distractions get in the way. If it’s worth speaking about, it’s worth listening to, so leave that phone alone and close your emails while you talk.

PRACTICE ACTIVE LISTENING
The most effective way to create more empathy and truly connect with someone is to ensure that when you hear, you actively listen to what they are saying. Concentrate on their words, make eye contact, nod as they go, and don’t interrupt. When people feel they are heard, they are motivated and connected. Not only do they share with more insight but you gain access to more valuable content and build your shared trust and rapport.

PRACTICE PATIENCE
Leaders who actively allow people the time they need to complete their opinions, recommendations and ideas receive a far deeper and more consistent set of all three. By ensuring you don’t interrupt people as they share, or jump in during moments of silence, your team is able to fully contribute and add value to the conversation and context you are sharing. By doing so, they feel heard and confident, allowing them to perform at their peak, and you ensure you are getting the most out of the business expertise you surround yourself with.

CHECK YOUR ASSUMPTIONS
Persistent, stereotypical narratives that create caricatures of the generations are affecting how we relate to one another. These biases can be, at best, disheartening and, at worst, discriminatory. We need to ensure that we are avoiding acting in a way to perpetuate or reaffirm stereotypes and challenge those who do. Foster a culture of transparency, psychological safety and openness to enable employees to share their insights and raise questions without fear of judgment, and conduct regular and routine conversation and training sessions to ensure everyone is able to continually understand the perspectives of those around them.

DEMOCRATISE YOUR GENERATIONAL JARGON
From ‘hard launching’ to ‘lazy girl jobs’, Gen Z has introduced a wave of new terms into the workplace. A constantly changing linguistic phenomenon isn’t a new reality but it is one we need to constantly engage in understanding. For young people entering the workplace for the first time, understanding business proverbs and acronyms like EBITDA and ROI can be just as confusing so a constant meeting in the middle for the whole team is critical.
To create engaged and connected teams, you need to all be speaking – or at least understanding – the same language. Not understanding what someone means can lead people to switch off and disengage with what’s being said. Approach generational jargon at the root by asking teams to explain what they mean when they use buzzwords and phrases and then setting expectations as needed for inclusive spoken and written communications.

FOCUS ON YOUR SIMILARITIES
When so much commentary focuses on our differences, it can be easy to miss what connects us all. Prioritise activities that enable employees to develop human connections and find common ground within their teams. Remember, that as humans we are all more alike than we are different. Whether it’s films, music, sports or fashion, shared interests can help team members bond and get to know each other beyond just the job title. Scheduling conversational and informal catchups and open meetings to encourage sharing and cohesion.

EMPATHISE
Empathetic leadership is the key to understanding the reality behind how employees are feeling and behaving. Work with individuals to identify the best ways to support their growth and address their opinions and explore the opportunity of peer-to-peer mentoring to encourage your staff to listen and learn from each other. In the end, it will be the teams that communicate cohesively and understand each other’s realities that will be able to work together to reach the goals of the entire organisation.

To win together we first need to understand each other.