This is your The Women's Leadership Podcast podcast.

Welcome back to The Women’s Leadership Podcast. Today, we’re exploring a quality that’s reshaping organizations and empowering the next generation of leaders: the power of leading with empathy and how women at the top are fostering psychological safety in their workplaces.

Empathy in leadership is more than just understanding your team members’ feelings—it’s about actively engaging with their challenges, validating their experiences, and prioritizing their well-being. Mary Barra, CEO of General Motors, made headlines during the COVID-19 pandemic by putting employee safety and flexible work at the forefront, building an atmosphere of trust and inclusion. Ginni Rometty, former CEO of IBM, led her organization through a culture transformation, making sure diversity, understanding, and open communication thrived. These women, and so many others, prove that empathy is a leadership superpower, not a soft skill.

What do we really mean when we talk about psychological safety? According to the Center for Creative Leadership, it’s the feeling that you can speak up, take risks, and even fail without fear of embarrassment or retribution. If you’re wondering why this matters, look no further than the mountain of research: teams led by empathetic leaders are more innovative, more agile, and frankly, more successful. When women cultivate this kind of environment, they’re not just ticking a box—they’re tapping into a fundamental driver of performance, creativity, and loyalty.

But it’s not just about the numbers. For many women, empathy is a lived value—a day-to-day approach that shapes how we support our teams. By encouraging open dialogue, listening deeply, and creating space for all voices—including those from underrepresented backgrounds—women leaders ensure people feel seen and heard. Jacinda Ardern, during her time as Prime Minister of New Zealand, showed the world what compassionate leadership looks like, balancing strength and emotion to bring her country together in moments of crisis.

One major benefit of psychological safety is its incredible impact on career development, especially for women. In a safe environment, women can express ideas, challenge the status quo, and ask for opportunities without fear of being overlooked or penalized. It gives women of color, disabled women, and others the chance to step fully into their roles as leaders—authentically and unapologetically. As Deborah Cadman OBE has shared in leadership forums, the ability to speak up and put issues on the table without fear is critical, not just for individual growth but for true organizational progress.

How can workplaces become more psychologically safe? Start by mentoring women or sponsoring their advancement, ensuring that talent is recognized and cultivated. Employers should promote allyship, where team members—regardless of gender—are empowered to stand up for one another. Communication is essential: celebrate diversity, invite feedback, and never underestimate the impact of simply asking, “How are you, really?” Women leading the way in this space also champion flexible work policies, gender sensitivity training, and dedicated safe spaces for honest dialogue.

So here are some discussion points for leaders wanting to lead with empathy: How do you actively listen to your team? Are you creating space for honest conversations, including those about bias or mental health? What are you doing to mentor and elevate women and other underrepresented groups? And how are you holding yourself, and your organization, accountable for psychological safety—not just talking the talk, but walking the walk?

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