You don’t have to watch all 12 minutes of these videos; a snip or two from each and you get it. Design thinking starts with empathy; understanding the needs of the user, of “the other”. These 1st graders will remember that key because they are learning-by-doing, and it does not cost a penny more than learning-by-sitting-and-listening. Does it work? When I visited MVP in the fall, one of their 2nd graders started lecturing me on the power of design, imagining, prototyping, risk, failing forward. His words, not mine. Yes, it works.
These one-to-one empathy sessions support; well-being, healing, practicing to be a better listener and supporting you in creating empathic environments in your relationships, family, school, work, communities and beyond.
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Arianna Huffington has made a life of demonstrating empathy. Her latest initiatives through her company Thrive continue the trend.
Arianna Huffington is no stranger to wanting to make the world a better place.
Her empathic reputation is renown and world-class. She continually demonstrates what it means to be a leader who puts humanity first no matter the circumstances. Huffington has been busy lately developing two unique partnerships with organizations to further her humanity-first ambition.
First, Huffington's organization, Thrive Global, a behavior change technology company, recently partnered with SHRM (Society for Human Resource Management) and launched a mental health and wellness pledge.
Professional empathy has been associated with a range of positive patient- and clinician outcomes and is therefore considered important to develop for future physicians. Measuring changes in empathy scores among medical students by using the Jefferson Scale of Empathy (Student version) (JSE-S) has led to mixed results. So far, no investigation of Danish medical students’ empathy development has been conducted. The aim of this study was therefore to examine the associations between empathy scores among Danish medical students and medical school, year of curriculum, age, sex, co-habitation, and parental status, specialty preferences and motivations for choosing medicine as a future profession.
Fostering well-being at work through empathy One way to nurture well-being and build connection is through empathic behaviors amongst staff. A 2021 report from Businessolver makes a strong case for empathy in the workplace to mitigate these troubling statistics. Unfortunately, their results still show that communication and assistance for mental health are challenging for most workplaces, and empathy is still lacking.
The Cancer Association of South Africa (CANSA) is ahead of its game in this regard. Over the last six years, they have piloted and implemented the method we co-created, called Empathic Intervision, which focuses on collegial, empathic peer support as a core pillar of its well-being strategy. In regular monthly Zoom gatherings, all staff in the organization put down their tools and spend an hour and a half connecting, creating mutual understanding, and addressing issues together.
Objective The problem of learning burnout of medical students is becoming prominent, and empathy can play a good predictive role in learning burnout. The present study aimed to investigate the relationship between empathy and learning burnout, as well as the mediation effect of resilience in this relation.
Methods Five hundred and eighty-eighth college students from a key medical university in Yunnan Province was investigated using the Basic Empathy Scale, Learning Burnout Scale, and Connor-Davidson Resilience Scale. All the measures showed good reliability and validity in the present study. Data were analyzed using SPSS 23.0 and Amos 22.0.
For those interested in cultivating empathy, evidence shows that active listening and role-playing are some of the best techniques for helping people put themselves in others’ shoes.
• Active Listening — To help ourselves to listen actively, we need to focus in on our conversation partner’s physicality, their body language or positioning, their facial expressions and the subtext of what is and is not being said. Other active listening techniques involve repeating what we’ve heard beginning with phrases like “Let me see if I’ve heard you right” to check that what we believe we’ve heard or understood matches the speaker’s intent. The more present we can be, the more we improve both our own and others’ experience of the conversation.
• Role-Playing — Switching roles can allow for new and unexpected dialogue among colleagues and, when enacted in front of groups, can also help those who witness the role-play identify direct and indirect cues that reveal the attitudes and feelings of the players.
Lou Agosta has a conversation with Rob Volpe, CEO and Chief Catalyst, Ignite 360, about Rob's book on empathy: Tell Me More About That: Solving the Empathy Crisis One Conversation at a Time - in this conversation Rob shares what he had to survive and what he learned in the college of hard knocks when the intolerant kids in 5th grade decided to make his sexual orientation a matter of bullying; how he survived these challenges; and brought what he learned to become an empathic story teller, calling forth insights about business, consumer products and services and, most importantly, human nature, the empathic ties that bind us together as fellow travelers in business and life.
Empathy-based marketing has become a growing part of the conversation among brands and organizations looking to engage their audiences more effectively and strengthen relationships. But with an online-first marketing strategy how do companies practice so-called digital empathy? And how do you see the world through another person’s eyes via an algorithm?
Brian Solis, VP-global innovation evangelist at Salesforce, refers to digital empathy as the “love language.” It’s the subject line in an email campaign, he says, the tone of a social media message, or how marketers program bots to speak with consumers in real-time when visiting their websites.
In the latest episode of Champions of Growth, Solis joins host Mat
The details: Founded in 2020 by a trained psychologist, the company’s enterprise software analyzes conversations happening in texts, emails, audio calls, and more. The idea is to help employees identify potential misunderstandings or misinterpretations in their communication, and adjust in real-time. Use cases include customer service, insurance claims, healthcare, and human resources software — “anywhere where empathic conversations impact key outcomes,” said CEO and co-founder Grin Lord, who previously described mpathic as “Grammarly for empathy.” The company has 12 employees.
Hearkening back to the more positive stoner stereotypes of years past, referencing the “chill vibes” and gentle nature of many cannabis users, a new study found that pot use may make people kinder and more empathetic.
Empathy is so much more than a word that sounds nice and makes people feel better. It’s used so generically by politicians, businesses, and the media to the point that it has started losing its real significance. Empathy is more than feeling bad for someone else. It’s actually all about understanding.
Understanding people’s situations without judging them or trying to change somebody into something they are not; understanding that even if someone comes from the other side of the world, has a totally different way of thinking, or disagrees with your favorite movie, this doesn’t mean they’re not worth listening to. They still have emotions and points of view that matter just as much as yours do — and those feelings can connect us in ways we didn’t even know were possible.
Let them create their own identity: Children who are alone get pampered and hence they fail to become self-sufficient. They always depend on their parents. In such a situation, you should step back where necessary, so that your child can make his own identity.
Promote empathy: Children with siblings are probably forced to think more about the needs of others than themselves. But there are many other ways to mould your child into an empathetic person. Like you can create opportunities, for instance, help friends with a big move. Talk about compromise, and point out examples of empathy
"Empathy is the ability to recognize, understand and share the thoughts and feelings of others," Lee said. "It's not absorbing the workload and expectations of team members due to hard times."
"Accountability is an obligation or willingness to accept responsibility or to account for one's actions," she added. "It's not holding team members to original expectations regardless of circumstances."
Job expectations are shifting. Set micro-expectations so the employee has something to act on in the short term, Lee said. Suggest daily goals rather then weekly, monthly or quarterly goals. This can help struggling workers to progress through their turmoil.
How come we can’t empathise with everyone and every disaster we read about? First of all, it’s not natural to be able to empathise with everyone, according to Dr Sam Richards, sociologist, TedTalk speaker and expert researcher on empathy. “The average person has a relatively limited capacity to empathise with others,” he explains. “Empathy involves imagining ourselves living the lives of others and those ‘others’ are not just people who have experienced some sort of horrible tragedy.
“It takes a lot of emotional, intellectual, and psychological energy to do this, and even more energy when empathising does involve tragic circumstances.”
Increasingly, the importance of hierarchical roles within companies and work teams they become key to good harmony between colleagues. Beyond employees, there is a growing trend in the private workplace with the use of empathic leadership: is an evolution in the treatment of executives with their collaborators, which is channeled through a human and close treatment that aims to achieve goals more quickly.
The work experience of these times shows that competitive profiles ceased to be a priority and employers undertook other kinds of searches, much more related to the emotional and pedagogical, although without neglecting professional skills. In any case, and although empathic leadership leads to a much broader understanding of the needs of all members, some of the skills are acquired innately and others are built.
Empathetic leadership: what is the difference between leader and boss
According to new data from a recent survey conducted by the United Way of the National Capital Area, more than half of all Americans – 57% – said that misinformation on social media has influenced their empathy levels. In addition, 27% of respondents added they have even changed where they get their news from due to empathy burnout.
Apart from Gen Z, respondents from each generation said that Facebook is the social media app most contributing to their empathy burnout.
According to the researchers, empathy burnout takes shape when "a person is regularly expending much of their energy – emotional, physical, mental – to care for others to the point that they themselves feel exhausted." Many can likely relate to those feelings.
In my eyes, an empathetic leader is someone who has honed the skill of recognizing the emotional needs of others and is able to use this skill to empower, support and understand their team. When leaders instill empathy in the workplace, they can recognize when their employees are struggling. These leaders understand how to coach employees through difficult situations and show care and support for their employees’ well-being.
While everyone has awareness and empathy these two can be developed into skills by constantly practicing the subskills such as observing, listening, responding.
Dr. Sengupta’s ideas led to a lively discussion among participants such as what one could do if the things turn hostile and offensive, or the difference between hearing and listening, the importance of eye-contact, and periodic responses that inform the speaker that the listener was genuinely interested in him/her.
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Empathy & Psychological Safety
One critical factor in developing these teams of diverse talents yet exclusive cultures is ensuring you create an environment where these diverse skills can be best expressed. It is vital that we allow these unique skills and talents to shine, otherwise, it is pointless in hiring them in the first place!
An in-depth study by Google found that one of the most critical factors in developing a high-performing team is psychological safety. But how do you create this?
More than previously, people are looking to forge personal relationships with those they work with and buy from. Although educational and branded content makes for a well-rounded social presence, personal and empathetic posts foster higher engagement. This type of social media content is one of the easiest ways to connect with your audience. Here are a few different ideas to try:
Focus on storytelling. Using conversation as a tool in content marketing can be impactful in telling your company’s stories and connecting with your audience. Since your team members are knowledgeable about your services, invite them to participate in conversational marketing initiatives. Employee conversations via podcasts or webinars provide a straightforward way for customers to get to know your company while understanding what sets you apart.
BUILD EMPATHY INTO WORK CULTURE But empathy is so much more than data; it’s about human connection. I’ve had a lot of jobs through the years, and plenty of challenging experiences to inspire change. With my agency, I wanted to create a work experience that celebrates our side hustles and life beyond work. It sounds so simple, but many team members came from jobs where they had to hide their life beyond the office to maintain a facade of 100% work dedication. I don’t want to work all the time and I don’t want my team to either. We’ve proven time and time again that we can make magic happen during classic business hours, and once the workday ends, explore, embrace, and enjoy the other facets of our lives.
SINGAPORE – In a recent IDC Perspective titled Empathic Leadership for a Hybrid Future of Work, IDC analyzes the path forward from hierarchical to empathetic leadership to enable more effective hybrid work models. Additionally, this report also provides insights on the myths related to hybrid work, the differences between taking strictly rigid versus more resilient approaches to leadership, and the characteristics of empathetic leadership.
“Empathy must lead to actions. Great leaders take the responsibility to make positive changes happen and make sure they are practiced enterprise-wide. Leaders who are real change agents set examples to make others truly believe that changes are genuine and long-term,” says Dr. Lily Phan, Research Director for Future of Work, IDC Asia/Pacific.
Empathy fuels connection. Sympathy drives disconnection. – Dr. Brené Brown
NOT Sympathy Empathy is the ability to identify and understand another person’s situation without judgment, the full acceptance of their story. You have not lived their situation to be able to relate to it. Sympathy, by contrast, is projecting a feeling of less than (looking down) upon someone for the hardship they are experiencing.
Communication is crucial for a successful mentoring relationship. And to be a good communicator, you need to be an effective listener. But unfortunately, most of the time we are so distracted by the outside and inside noise, that we do not listen. The common mistakes we make while listening to others are:
Get distracted by the sound of phone buzzing, door opening, or a car driving
Thinking of what to say next
Judging what the other person is saying
Jumping in with advice
Listening is much more than receiving or hearing. It is an active process where you make a conscious decision to listen with intention. You are mentally present for the mentoring session and observe non-verbal cues such as eye contact, body language, facial expression, etc.
To be an effective mentor, you need to be a mindful listener.
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