Using Trust and Empathy to Develop Leaders in Your Organization
Leadership and management are often used interchangeably, but they fundamentally differ. Management is about setting expectations, measuring performance, and reporting outcomes. Leadership, however, goes beyond these tasks; it is about inspiring and guiding others toward a shared vision. In short, leadership is about being someone worth following—and not everybody is a natural leader. For most of us, becoming a great leader takes time and development.
Leadership is critical in the workplace (and employment and staffing) because the primary reason employees leave their jobs is out-of-touch leaders. It’s often said that employees don’t just quit companies; they quit their managers—particularly those managers who fail to understand or empathize with their team.
At Emerge, we believe that trust is the cornerstone of employee retention, and it is the leader’s job to build and maintain this trust. To develop leaders who can instill trust, we believe you should prioritize and focus on three critical areas: knowledge, understanding, and advocacy.
Knowledge: The Foundation of Trust
Organizational leaders must have a deep understanding of the roles and functions within their team. Expanding beyond their own responsibilities, leaders must have hands-on experience in the granular details of their department. This practical knowledge enables leaders to effectively remove obstacles for their team because they truly understand the challenges. In other words, if a leader can perform every function of the people they support, they are better equipped to empathize with their team’s struggles and provide meaningful assistance. This is paramount to building trust.
Therefore, set your leaders up for success by ensuring they become subject matter experts (SMEs). This expertise should encompass not only their specific function but also the overall functioning of their department.
Understanding: The Heart of Leadership
Context is everything. The ability to recognize that no two sets of circumstances are the same is what distinguishes leaders from managers. One person may see a hurdle, while another may not perceive it as an obstacle at all. This variance in perception is one of humanity’s greatest mysteries. However, leaders who strive to understand others’ perspectives, motivations, and limitations—really trying to understand the context of a situation—can better help their team overcome obstacles and achieve their goals.
To develop such leaders, it’s important to invest time in ensuring they approach their team with as little bias as possible. Dedicate time to developing their skills in active listening and understanding without prejudice. By doing so, you will cultivate leaders who can empathize and connect with their team on a deeper level, fostering a supportive and productive work environment.
Advocacy: Championing for the Team
Understanding team issues through context is one thing, but advocating for solutions is another crucial aspect of leadership. Leaders must be equipped to tell compelling stories, use data to gather support, and demonstrate how their ideas can make a tangible impact. This advocacy is essential for gaining buy-in from various stakeholders and for promoting team members’ development.
Arm your leaders with the tools and skills to truly advocate for their team, like teaching them how to build consensus around new ideas or how to navigate the complexities of organizational politics. When leaders actually understand how to advocate for their team, they can better support their team members’ development and create a positive, growth-oriented work environment.
The Value of Continuous, 360-Degree Feedback
Every leadership role comes with a unique and evolving set of challenges. Therefore, providing continuous feedback is essential for leadership development. Implement a system of 360-degree feedback, which includes quantitative and qualitative data from subordinates, peers, and cross-functional leaders. This comprehensive feedback helps leaders understand how they are perceived and where they can improve.
In the end, perception is reality when it comes to leadership. The best leaders take accountability for their reality (and how those perceive them) and work every day to improve it. By constantly seeking and acting on feedback, leaders can refine their skills and become more effective in their roles. As a leader, your efforts to seek feedback and improve will create a culture of continuous improvement.
Invest in Your Leadership Development
Developing leaders who can instill trust is crucial for employee retention and organizational success. By focusing on knowledge, understanding, and advocacy, you can cultivate leaders who are not only capable but also empathetic and supportive. Implementing a robust system of 360-degree feedback and fostering a culture of continuous improvement will further enhance leadership development efforts.
We believe that investing in leadership development will pay dividends in the future of your organization. Trustworthy leaders who can connect with and inspire their teams are the key to creating a thriving, dynamic, and successful workplace—making employment, staffing, and retention efforts much more efficient and effective.
