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Welcome back to The Women’s Leadership Podcast. Today, let’s dive right into one of the most vital, but too often overlooked, superpowers of women leaders: leading with empathy, and how this shapes psychological safety in the workplace.

Empathetic leadership isn’t just a buzzword—it’s a movement. Look at Mary Barra at General Motors, who led GM through the COVID-19 crisis by prioritizing the health and well-being of her team, offering flexible work arrangements and real resources. The outcome wasn’t just a safer workplace—it was trust, loyalty, and higher performance. Ginni Rometty, former CEO of IBM, transformed a global enterprise by championing diversity and fighting unconscious bias. She didn’t just talk inclusion; she forged it, building a culture where people felt seen, valued, and heard. And Jacinda Ardern, as Prime Minister of New Zealand, modeled raw compassion during the darkest moments—her empathy strengthened a nation’s resolve and unity.

Empathy creates the conditions for psychological safety. It’s more than understanding someone’s feelings; it’s genuinely connecting, listening without judgment, and fostering dialogue, especially around hard topics like mental health. According to research from the Boston Consulting Group, teams where psychological safety is high experience much lower attrition and much higher engagement. That’s not just good for employees—it’s essential for business.

So, how do women leaders foster psychological safety? First, they model vulnerability. That means sharing their own struggles with stress or uncertainty, and inviting others to do the same. When a leader says, “It’s okay not to be okay,” it invites honest conversations that break down stigma. Second, women leaders champion open channels for real feedback, encouraging every voice at the table—especially from those who might not usually speak up.

Active listening is another key. Women leaders are often attuned to the emotional currents in their teams, able to spot when someone isn’t themselves and ask, “How are you, really?” By responding to both words and body language, they validate emotions and signal support. This is how walls come down and creative problem-solving thrives. When team members know mistakes aren’t punishable offenses, but opportunities for growth, we see innovation soar.

Supporting strategies include formal mentorship and sponsorship. Women connecting with other women, sharing wisdom, and offering feedback in safe, confidential spaces. Allyship matters too—the best cultures are built when men recognize and amplify women’s voices rather than compete. As Angela Seymour-Jackson of PageGroup notes, the aim is not just diversity of bodies in the room, but inclusivity where every voice shapes the outcome.

Creating psychological safety also means tackling bias head-on. Women leaders can institute employee resource groups, flexible work arrangements, and clear policies against harassment. These aren’t just benefits—they’re commitments to dignity, respect, and belonging.

Empathy, in action, is courageous. It’s the woman who steps in when a team member is overwhelmed, the boss who challenges groupthink, the executive who welcomes hard feedback with curiosity. It’s not weakness—it’s the foundation of resilient, high-performing workplaces.

Today, remember: leading with empathy doesn’t just benefit women—it changes culture for everyone. The more women claim space in leadership and infuse their style with empathy, the more workplaces will become places of innovation, belonging, and true empowerment.

Thanks for tuning in to The Women’s Leadership Podcast. If you found value in these insights, be sure to subscribe and share. This has been a quiet please production, for more check out quiet please dot ai.

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