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Empathy in the Workplace

Greer Campbell • May 26, 2023

In 2020, the country shut down. Students, children, professionals, everyone locked at home to sit with their pets, and their thoughts. This quarantine shifted the majority of our nation’s professional mindset. Incentives, benefits, culture, all took an unfamiliar front seat in career decision making.


With this shift in mindset, came the Great Resignation. So, what are job seekers really looking for? Well, for one, a good and comfortable culture fit. Compensation is no longer the driving factor leading to an accepted job offer, but how are you as the employer going to take care of your team.


The idea of empathy in the workplace has formerly been perceived as taboo. “There is no room for emotions in the workplace” is a sentence that many organizations stood on. Now, that ideology is not going to retain talent, or a cohesive team. Empathy absolutely must have a seat at the table in your organization. It needs to be represented at the Executive roundtable discussions, at your employee 360 review at the end of the year, and everywhere in between.


Because this is a huge adjustment for many, the question becomes, “Where do I begin?”. It takes time, attention, and effort, but here are a few tips to get your organization started.


What is Emotional Intelligence and How Does it Show Up in the Workplace?

When an organization is looking for their next leader, or next addition to a management position, there are many skill-sets that are required of the applicants. Years of leadership experience, a college education, certifications, but one key qualification that has been looked over is Emotional Intelligence. To be emotionally intelligent is an individual’s capacity to be aware of, manage and express emotions and to be able to manage the emotions of others (Gerri Grossman, 2008).


To be a leader is to be a coach, a mentor, a confidant. If a manager does not have the ability to effectively express or receive emotion, it is impossible to be an outlet or person to confide in. If your team does not feel comfortable in having an open and honest conversation with their leader, the success of the team and company will be greatly impacted.


How to Create an Empathetic Environment

One-time trainings or video presentations will not be enough to become more Emotionally Intelligent. Starting with educating yourself is a great first step into shifting the level of empathy that exists on your team. Begin by taking an assessment to get an understanding of the level of Emotional Intelligence you currently possess.


Get to know your team’s work, and communication style. Give your team the EQ assessment to see where the gaps are, and collaborate one on one in honest and open dialogue on how to move forward and cultivate an safe and comfortable culture.


Making the effort is the first step toward making the change. Your organization’s success will continue at a quicker rate when you invest internally into the people behind the magic of the operations.


If you or your organization need assistance in taking the first step to cultivating an equitable and inclusive culture, contact us and let’s discuss.

Making Change: Black History Month 2025

By Greer Campbell • February 12, 2025
While we are only 2 months into 2025, it may feel we’ve lived many lifetimes already. February is Black History Month, and this year it is essential to celebrate and support leaders and people of influence more than ever. As media coverage and information continue to grow at the tip of our fingers, it’s easy to feel that being just one person, you can’t make a huge difference for huge causes, but that is not the case. As professionals, every year we meet with our team, with our supervisors, and focus on goal setting. One major suggestion when entering this planning stage, has always been to set achievable goals. Don’t create chaos in your mind trying to achieve an unachievable goal, our supervisors tell us. The same goes for support change and community. You don’t have to be a major donor to a cause, or a legislator, decision-maker to be the change you want to see. Black history month is and always has been essential to education and honoring stories and perspectives of those that paved the way for communities of the present and future. Below, we’ve outlined ways to be an ally and support Black History Month this month, and every month after. Shop Local, Black Owned Businesses Small businesses thrive off community support. Individual care and attention go into each service and product a local business produces. So, next time you need a coffee on the go, a brunch spot to meet your friends, a new work outfit, or a concert for your next weekend outing, do a google search of black owned businesses around you, try it out, and refer your friends. Educate Yourself Did you know it was a black woman, Marie Van Brittan Brown, that invented the first home security system, which included a camera, peepholes, and a two-way communication system? Or a black man, Garrett Morgan, who invented the 3-light traffic light? Many life changing and saving innovations are credited to people of color, specifically African American people. Doing research and educating yourself on black leaders and people of influence can continue the knowledge and support of the black community, and further the narrative that teams and ideas flourish under diverse perspectives. Volunteer Act, to make change. Research organizations and causes that support racial justice, social equality, and community development. Join groups that work together to support community and engage your skill sets to work together and make a change. Ask the Questions, Use Your Voice See something, say something. If you see a coworker experiencing discrimination, call it out. If your organization is not operating inclusively, set a meeting with your manager to start the conversation. For more information on causes to support, where to start, and how to make change, contact Diverse Talent.

Goal-Setting for Leaders: Embracing 2025 with Purpose

By Greer Campbell • January 8, 2025
As the New Year kicks off, leaders are invited to take time to redefine aspirations for personal and professional growth. Goal setting as a leader helps to push forth an environment of accountability and ambition within teams. By embracing SMART goals ( S pecific M easurable A chievable R elevant T ime-bound) leaders provide strategy and achievable goals that resonate with evolving demands of 2025. If you are finding yourself drawing a blank in beginning the stages of goal setting for 2025, see below for a guide and items to consider adding to your spread: Begin by reflecting on the past year. What went well? What challenges arose? What needs to be discontinued? Identifying achievements and problem areas from the previous year can help in defining where to focus in the new year. This reflective process lays the groundwork for future successes. Connect with different teams and lead discussions to gain all perspectives of previous work, with a clear understanding of past performance and data. Engage your Team. When charting the course for the company’s future, engaging the team in thoughtful dialogue to gather invaluable feedback about ongoing projects and programs helps leaders understand not only what has fueled the organization’s successes, but also what challenges remain. True growth stems not only from pursuing high targets, but also from embracing diverse perspectives and insights from your team. Set Accountability Measures. Once your goals are set, it’s imperative to continue check ins and maintain accountability throughout the year. Scheduling 360 reviews with your teams s not just a procedural obligation, but an essential practice to ensure everyone feels encouraged to receive and give feedback and gain valuable insights that can shape the professional development of the team. Moreover, continuing the refinement of established goals is vital for maintaining focus and direction. As your team engages in regular discussions about their objectives, it facilitates a dynamic process of assessment and adjustment. This ongoing refinement not only ensures that everyone remains aligned with the overall vision but also fosters individual accountability, making each team member a crucial part of the larger mission. Continue your Leadership Education and Professional Development. Continued education is at the forefront for continued success of your individual position and company. Sharpen your leadership skills and ensure you’re up to date on how to effectively lead your team with online or in person programs. Diverse Talent’s DT University is a virtual, 6-session course focused on refining leadership qualities and skills. Meet with a mentor each week and learn through facilitated conversations and workshops to enhance your leadership abilities. For more information, contact us at DT@diverse-talent.com , or visit our website at www.diverse-talent.com .
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