This is your The Women's Leadership Podcast podcast.

Welcome to The Women’s Leadership Podcast. Today, we’re diving right into one of the most powerful qualities in effective leadership: empathy, and exploring how women leaders can harness this strength to create psychological safety in the workplace.

Let’s start with a truth: today’s most admired leaders—women like Mary Barra at General Motors, Ginni Rometty of IBM, and former New Zealand Prime Minister Jacinda Ardern—are redefining what it means to lead by making empathy central to their leadership. Mary Barra prioritized not just productivity but also the well-being of her team, offering flexibility and understanding during the toughest days of the pandemic. Ginni Rometty went beyond the numbers and fostered inclusion by actively addressing unconscious bias at IBM. Jacinda Ardern led her nation through crisis, not with bravado, but with compassion and a sincere understanding of her people’s needs.

Why does this matter? Because research from the Boston Consulting Group shows that teams led by empathetic leaders experience dramatically higher psychological safety. When psychological safety is present, employees—especially women and members of underrepresented groups—are more likely to speak up, challenge ideas, share their creative solutions, and even make mistakes without fear of punishment. The result is greater innovation, increased engagement, and a far lower risk of burnout and attrition. In fact, companies with high psychological safety see employee attrition rates drop to a fraction compared to those with low psychological safety.

But let’s get practical. What does it look like when a woman leads with empathy and creates psychological safety? It’s in the little moments: listening without judgment, seeking out quiet voices in the room, and creating space for everyone to share—not just the loudest or most senior. It means modeling vulnerability as a strength, talking openly about challenges and mental health the way Sheryl Sandberg has championed at Meta. Empathetic women leaders also advocate for flexible work, acknowledging different life stages and needs, rather than expecting everyone to fit a one-size-fits-all model.

There’s also a strategic side. Organizations rise when leaders promote mentorship and create systems where women can connect with mentors or sponsors, providing safe spaces for honest dialogue. Promoting allyship—inviting male colleagues to listen and support women’s perspectives—helps break down barriers and ensures diverse voices aren’t just present, but influential. Key strategies like active listening, consistent feedback, and clear communications are hallmarks of psychologically safe cultures.

It’s important to recognize that psychological safety benefits everyone, not just women. When the workplace becomes an environment where everyone feels they truly belong, where no one has to hide part of themselves to fit in, talent thrives. The stories and experiences of women leaders demonstrate that empathy isn’t a soft skill—it’s a competitive advantage.

So for our discussion points today: Ask yourself, are you listening actively and without bias? Are you creating platforms for all voices to contribute? How can you, in your role, champion mentorship and allyship? And most crucially, how will you use your empathy to create real, lasting psychological safety for the future of your team?

Thank you for tuning in to The Women’s Leadership Podcast. Make sure to subscribe so you don’t miss our next conversation about transforming today’s workplace for tomorrow’s leaders. This has been a quiet please production, for more check out quiet please dot ai.

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