The impact of empathy at work
In the second of our “Two minute reads” series, we briefly look at how our empathy impacts on our behaviour at work and look at ways in which individuals and teams can use empathy to best effect.
Empathy at Work
There are many definitions of empathy, but for the purposes of this “Two-minute read” we are going to look at our ability to recognise and consider the feelings, needs and perspectives of others. Do you sometimes find it hard to give others the time and space they appear to need when you are facing multiple pressures? Or do you sometimes find yourself taking a more supportive approach with colleagues who appear to be struggling?
What is our natural preference?
We are all different in both our expression of, and our need for empathy within the workplace. This “natural preference” can have a significant impact on the functioning of individuals, their teams, or the whole organisation.
So if your natural focus is on the people around you…
You may:
- Find it easier to develop relationships with others, and put others at ease.
- Be less likely to make assumptions about others.
- Adopt a more supportive and approachable management style.
- Be more inclined to co-operate than to compete.
- Be more likely to help a team bond together.
But you may also find:
- Conflict uncomfortable.
- It hard to deal with performance issues, or when you need to be critical of others.
- It difficult to focus on the task, over and above personal needs.
- You take a more supportive stance, when a harder line may be more appropriate.
If you naturally tend to be more task focused….
You may:
- Concentrate more on tasks than on the needs of those around you.
- Find it easier to take an objective view of a situation.
- Be more comfortable dealing with conflict or performance issues.
- Be less concerned about the “softer” emotional aspects and needs of others.
- Prefer to keep relationships at work on a purely professional basis.
But you may also find you can be less:
- Aware of the problems or challenges others are facing.
- Focused on the way a conflict or performance management situation impacts on all those involved.
- Aware of the impact your words or actions have on others.
Although we can all adopt behaviours that are not our natural preference, this takes consciousness and effort. Whilst there is a time and place for both extremes, it is important for all of us to be aware of our natural preference and its impact on both the task and those around us.
So what can we all do, to use our empathy appropriately?
All of us can develop our self awareness to inform and improve our approach with others. Time spent sharing and appreciating our own and colleagues’ preferred way of working, can help increase both our collective and individual self-awareness.
This could be through:
- Observing our own and others’ behaviours and interactions within the team (in particular, the balance we have achieved in task vs people centred successes)
- Taking a personality profile and spending time reflecting on it
- Sharing the outputs of personality profile with colleagues
- Taking part in a 360 degree feedback process
- Asking others for specific feedback on the relative success of an approach we have taken
- Altering our “natural” style slightly (depending on the requirements of the situation) and observing the outcome at both a task and personal level.
All of these approaches will help us become more self-aware of our own preferred style and use of empathy in the workplace. The more we are aware, the more we can learn to adapt our approach according to the needs of the situation. This can help us become more effective at both an individual and team level.
For more information on how we help leaders reflect and develop, please contact us on: info@deardenassessment.co.uk
We recently described a case study example of how we provided support to an organisation as part of a internal development programme. This may also be of interest.