This is your The Women's Leadership Podcast podcast.

Welcome to The Women’s Leadership Podcast. Today, we’re diving straight into a vital topic—leading with empathy, and how women leaders can foster psychological safety in the workplace. This isn’t just a buzzword conversation. According to Boston Consulting Group, teams led by empathetic leaders are more motivated, feel empowered, and are much less likely to leave their jobs. When psychological safety is high, only three percent of employees consider quitting, compared to twelve percent where it’s low. That’s not just nice for morale—it’s a tangible impact on retention and business outcomes.

So, what does it really mean to lead with empathy? It goes far beyond offering a kind word or understanding a bad day. As Madiha Shakil Mirza from Avanade so aptly puts it, active listening is essential—it’s about being fully present so your team feels genuinely heard, not just managed. Women leaders have natural strengths here. Years of research, including work highlighted by the Center for Creative Leadership, shows women are often attuned to verbal and nonverbal cues, reading the room and responding with both clarity and care. This isn’t just emotional labor—it’s strategic leadership.

But psychological safety isn’t just about making people feel comfortable. As Angela Seymour-Jackson of PageGroup explains, it means creating an environment where challenging ideas, making mistakes, and questioning the status quo aren’t just permitted—they’re encouraged. Without it, organizations fall into groupthink, missing out on innovation and diverse perspectives. In psychologically safe workplaces, women, especially those from marginalized groups, don’t just survive—they thrive, contribute more fully, and are positioned for advancement.

Let’s get practical. What can you do tomorrow as a leader to boost psychological safety? First, embrace vulnerability. According to Climbing Hills Counseling, when women leaders acknowledge their own challenges and model transparency, it gives everyone else permission to do the same. This destigmatizes conversations around mental health, making authenticity part of workplace culture.

Cultivate emotional intelligence—that means recognizing your emotions and the emotions of others, especially under pressure. Senior leaders like Savitha Raghunathan of Red Hat point out that this awareness is central to building trust and resilience on a team.

Make open communication the norm. Set up regular one-on-ones, create avenues for pulse checks—like anonymous suggestions or informal coffee chats—and always act on feedback. Every time you invite and act on input, you reinforce the idea that every voice matters. Nisha Kumari at WorldQuant highlights that accessibility is key: when everyone has an authentic voice, belonging follows.

Don’t underestimate mentorship and allyship. Formal and informal mentors—especially women supporting other women—strengthen psychological safety by giving people space to express concerns and get honest feedback without fear of repercussion.

Finally, celebrate individuality. Flexible working, clear anti-bias policies, and diverse resource groups show that difference is valued, not just tolerated. Women leaders like Nafissa Egbuonye at Molina Healthcare demonstrate how multitasking with empathy and resilience can set a new leadership standard, bringing out the best in diverse teams.

Thank you for joining this episode of The Women’s Leadership Podcast. If today’s discussion inspired you or gave you new ideas, remember to subscribe so you never miss an episode. This has been a Quiet Please production, for more check out quiet please dot ai.

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