This is your The Women's Leadership Podcast podcast.

Today, let’s dive into leading with empathy, and how women leaders can champion psychological safety in the workplace—a subject at the heart of advancing empowered, inclusive, and high-performing teams.

Leadership is evolving, and the classic mold of command and control is being steadily reshaped. Women like Mary Barra at General Motors and Ginni Rometty at IBM have stepped forward with empathetic leadership styles, creating environments where employees feel seen, supported, and empowered to succeed. By putting people first, these leaders show us time and again that empathy is not a soft skill or buzzword. It’s an essential leadership quality for driving engagement, innovation, and trust.

So what does leading with empathy really look like in day-to-day practice? It starts with the willingness to listen. Sheryl Sandberg, former COO of Meta, is a strong advocate for openness and emotional intelligence—qualities that let team members share their ideas and challenges without fear. When leaders model vulnerability and approachability, psychological safety follows. Employees know mistakes aren’t career-ending, diverse perspectives are valued, and asking for help is a sign of strength.

This approach is especially crucial for women and other underrepresented groups. According to the Center for Creative Leadership, workplaces with strong psychological safety see significant boosts in job performance and creativity. But when team members, particularly women or women of color, feel the risk of speaking up is too great, we lose out on their full potential. As Joanna McCrae of PageGroup highlights, psychological safety gives everyone a platform to be their authentic selves, no longer constrained by stereotypes or microaggressions. And, as Angela Seymour-Jackson, Chair of PageGroup, notes, a lack of psychological safety—despite visible diversity—quickly leads to groupthink and cuts off the bold ideas organizations need to thrive.

Let’s get practical. How can women leaders, and their allies, foster psychological safety in their workplaces? Start by actively seeking out diverse opinions and inviting honest feedback. This could be as structured as regular listening sessions, town halls, or anonymous surveys, but what matters most is that feedback leads to real dialogue and action. Mentorship and sponsorship programs further empower women to speak up about their aspirations and challenges, building confidence and career pathways.

Flexible work policies are another key lever. Mary Barra offered flexible schedules at GM in response to employees’ needs, showing it’s possible to balance business goals with personal realities. Also, consider tailored empowerment programs, such as women-centered mentoring groups and leadership workshops, which create dedicated spaces for connection and support. And don’t underestimate the importance of ongoing gender-sensitivity training and open forums for discussing bias—these are not boxes to check, but vital streams of conversation that chip away at systemic inequities.

Empathy-driven leadership is about more than kindness. It’s a firm commitment to ensuring that every voice is heard, every challenge is acknowledged, and every team member is empowered to excel. By nurturing psychological safety, women leaders transform entire organizations—opening doors for others and changing the meaning of success.

Thank you for tuning in to The Women's Leadership Podcast. Don’t forget to subscribe for more conversations on authentic, empowering leadership. This has been a Quiet Please production, for more check out quiet please dot ai.

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