The Practice of Leadership Empathy within the Workplace

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Hi everyone, and welcome to today’s webinar, How to Practice Leadership Empathy Within the Workplace, hosted by HRDQ-U and presented by Dr. Lisa Alvarez.
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My name is Sarah and I will moderate today’s webinar, the webinar will last around one hour. If you have any comments or questions, please type them into the questions box on your GoToWebinar control panel. You can actually open that questions box for me right now and type in, just we’re coming from a hollow find that, that questions box. And just just give me a wave. Let me know that you’ve located that.
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And today’s webinar is sponsored by The Emotive Lab and HRDQ. At the Emotive Lab, their movement is to create a workplace that celebrates and nourishes the full human experience.
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They believe employee actualization can be fully realized, and supported by leaders who have the willingness and ability to connect across differences for the purpose of inspiring, and empowering the lives of their teams.
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They deliver engaging experiences to solve a host of problems, and improve the ways in which your teams work together. You can learn more at theemotivelab.com.
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And for 45 years, HRDQ has provided researched-based. off the shelf soft skills training resources for classroom, virtual and online training. From assessments and workshops to experiential hands-on games, HRDQ helps organizations improve performance, increase job satisfaction and more. You can learn more at HRDQstore.com.
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Now I’d like to welcome our presenter today, Dr. Lisa Alvarez. Lisa is an educator, life coach, and group facilitator with 10 years of training, counseling, and consulting experience. She’s recognized for her unique approach in problem solving and facilitating authentic and purposeful dialog. She has a champion of and for the voices of the marginalized and possesses refined skills and helping individuals seek purpose from their daily regimen.
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As an intuitive leader at Lisa is committed to helping individuals live and work with intention, and challenge the self, that prohibits appropriate risk take take taking, and completion of duty.
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She appreciates the shared journey of learning, exploring and transforming with her clients. Thank you so much for joining us today, Lisa.
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Yes, of course.
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Well, thank you for that introduction, Sarah. Hello, everyone, I’m happy to be with you all.
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I’m happy to be your guide on this learning journey today.
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I’m not sure if you’re familiar with hosting webinars, but it can feel a bit distant.
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And so, you, you will notice that I will allow space for your voice. So for your perspectives, your thinking, your, your feelings.
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I believe that we learn the best through the stories and, and vulnerabilities of our peers.
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Practice that.
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Now, I invite you to write where you are located and the chat.
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I am and, and Houston, I’m in Texas, so I’m in during the, the Burning Sun and so there’s a local houstonian or a Texan.
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Please feel free to respond to yes in the chat and yeah, I just want to know where everyone is and to feel more connected.
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We have Tammy coming in from Virginia.
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Newport News, Virginia, we have David Minnesota, Carol, …, North Carolina Data from New York.
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Rachel from Idaho, we have Bernadette coming in from Willard Ohio. Beth from Milwaukee.
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Pittsburgh, PA, Orlando, Jacksonville, Georgia, Redding, California. All over, all over, all over it. Well, thank you. Thank you for that.
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I feel I feel more joins with the law.
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So, yes, so once again, we are here to explore the practice of leadership, empathy within the work environment. And so why is this even value valuable? Why are we discussing those today?
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Well, the world is evolving. It’s moving. It is changing.
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It’s the American Dream is no longer mirror, fame money, and status.
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I mean, that, you know, is still extend that there is a new emergence, there’s the the quality of life.
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How do I feel about my life?
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How do I feel about my work?
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How do I feel about what I’m giving to the world?
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New generations are I’m entering into the work environments, which means new challenges are new, Ed, Van Cements, and this novel T means new needs from our people.
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People want more than just work.
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They want meaning, purpose, belonging.
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They want to feel inspired.
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Joye included, Save, and there is one, and greedy, and so that supports these emotive needs and that’s empathy.
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Being able to realize, understand that not everyone, behaves, speaks, responds, thinks, feels the same as you.
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And it’s through this awareness in which you can connect across differences.
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Initially, admittedly, I had a challenging relationship with with empathy. I understood empathy as as far reaching as quasi experience, that wasn’t really needed, but you know a good thing to have.
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However, I continue to hear about it’s high, high value.
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It was highly revered, and I cannot understand why.
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So, as I do anything, I don’t understand, I chase it. And so I chased off their empathy by writing my dissertation, on empathy and how it impacts the work experience. And that’s when I realized that empathy isn’t this squishy touchy feely experience, and that is needed for human survival.
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I read a story in the 19 thirties about Anne orphanage, Hospital, that howe’s abandon infants.
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And so, babies who were left to survive on their own, they were cared for by the nurses and doctors and given the basic needs that we assume every human needs to survive.
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So food, shelter, medicine, a sterile and buyer ments.
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So you would think that this is, this is all they need, right?
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Well, no.
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The babies begin to languish.
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The mortality rates began to decline simply the babies were dying.
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And the ones who remain reflected behavior of depression, anxiety, aggression, paranoia, the staff cannot understand why.
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What are we doing wrong? We we are giving them everything.
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And so they enlisted as psi SSI College’s who then witnessed the De Leon mix between the infants in this and the, the, the staff.
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And he recommended that they do one thing and one thing.
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Only.
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Imagine that you lived in the life of these babies before their hospital at MSN.
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So imagine that you were young of pure, innocent, afraid.
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Unaware of the harsh realities of the squirrels left to survive in the burning heat’s, or the freezing cold, what would you want?
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It’s worth no one there to comfort you to hold you, to smile back at you. What would you want?
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And so, the staff began to remember the times in which they felt rejected, worthey loved, they responded, accordingly.
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They began to hold the babies, comfort, the babies.
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Rock seen snuggle with the babies, and the babies’ responded accordingly, they began to, to, ah, to, or to smile, …, to laugh, The babies came alive. Literally, the mortality rate increased.
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And so, the staff realize that it is not in our innate need to be or to feel alone, to live on an island to one self.
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This is not in our wants, it has our needs to feel and come alive.
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Leaders, it’s our responsibility to establish an environment where employees feel and come alive because alive employees are more courageous, passionate about their work.
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They take risk, which then results in the viability of our business.
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And so I began to think, well, how do I get this thing?
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How do I introduce this to my team?
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Well, that’s what we will be discussing today.
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What empathy is, what are the benefits, what are the values?
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And then you will then engage in three activities to mature your empathic muscle, so self awareness mind for us and empathic identification. And then we’ll finalize with how to respond and more empathic ways.
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So, first, what is the value of empathy After hearing my story?
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or this story about the, the hospital and then maybe you reflects it on your experiences, Why is empathy beneficial within your work environment, and to prime your thinking?
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You may amuse over these questions. What environment do you want to develop as a leader?
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How do you want your people to experience you?
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So after a 1 on 1, after a meeting, how do you want them to feel?
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Then how can engaging and empathy help achieve your business vision, and goals.
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So I’ll let you meuse over this for about NaN, and then I would love to hear your responses in the chat.
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Once you have a thought about your response, you can take that questions box there, and we’ll be able to share off some of the responses that we received half.
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So, let’s see, We have Patsy’s saying, Create an environment of trust. Trust, Definitely, guys.
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Carol says, We don’t feel so alone in our stress.
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Hmm, hmm, hmm. Hmm.
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Validation: Environment.
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Hmm, hmm.
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We have from John. I want to be a source of inspiration and encouragement.
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Mmm hmm, We have Brittany saying I’d like attract to be a trustworthy leader, someone the team comes to you with professional and even their personal needs.
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Joni: saying Open and trusting. We have so many great responses coming through here, I’ll read off. Yeah, yeah, sure.
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Charlene, who said, Oh, welcoming and safe environment, we have gwendolen, thanks supportive. And, Christopher said emotionally safe spaces.
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Thank you for that. Yeah?
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So, I’m hearing the theme of trust, right?
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Trust’s Safe environments, which I believe a truss is a part of building that safety, right? And then we have validation, right? Not feeling as if you are the only one and during whatever trials or tribulations that you are experiencing, so yes. This is all the results of establishing an empathic environment and some other ones.
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Employee engagements, it’s when we think of engagements, we think about employees who are fully attending to their work.
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So you may, this visualized being in flow when we’re in flow, we lose track of time.
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We’re not concerned with the real reality is around us. We’re just fully engulfed in our work.
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But to achieve this flow, three needs must be achieved to be seen, to be heard and to be affirmed.
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And once these needs are achieved, employees can, once again, bringing their full self to the work experience, what’s then and proves the results of them performing out there highest employee alignments.
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Once you understand the needs and wants of your people, you can then align it to the business goals. Right?
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And now, everyone is marching to the same dietz, moving to the same vision.
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And this is really helpful when there’s any, any change, you know, changing goals, a change, and strategy. Now, you have a team who will buy in to the change.
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And, lastly, a smarter workforce, employees who feel once again, seen, heard, affirms.
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They engage the higher reasons of their brain pre-frontal, macor attacks, This region of our brain is in charge with our planning, strategic thinking, critical thinking, inquiry, aids heavily, So all the things that we need for a viable work environment.
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So it’s just a fear. There’s plenty of others, right?
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So now let’s define what empathy is, when you hear the term apathy, what words, phrases, memories, or stories come to mind?
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So, you can respond in the chat.
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We have emotional intelligence Yeah, at home.
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Caring and understanding: hmm, hmm, hmm.
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Putting yourself in someone else’s shoes and relating to your path, relating it to your past experiences, from Katherine.
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April said caring.
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We have walking in another’s shoes. Steve, saying patient, Sandra says, being empathetic.
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Lester said, relating to one’s inner or corneas.
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Wendy says and understanding that leads to action, and I’ll read off a few more here before.
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We continue the Patsy saying compassion for another’s experience.
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And Monique said, Turning into what someone else is experiencing, I love it, and this is, this is all what sums of empathy your responses.
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And, yes, relating understanding, being humble patient as well, Carl Rogers, rian, sigh, Collins’s, define empathy as being empathy, Empathetic means for the time being you lay aside the views and values that you.
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Ha.
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Ha and enter into another’s whorls without prejudices.
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So everything that you all just mention relating, right, Understanding and caring.
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Now, this, this was part of a longer definition, but I just wanted to extract the theme, and one theme that I noticed was humility.
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Again, it’s being able to suspend my own biases and judgements and preference.
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It’s then, and ensuring into the worlds I have my peer, to better understand why they behave, responds, and think the way that they do.
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And in order to understand this, or really in order to do this, I first have to realize what my stories are. What are my values?
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What are my preference, what are my judge, ments, as, well, what do I hold a value?
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And so the first step of being empathetic is knowing your self sell awareness.
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Because in order to join in the experience of your people, your team, you first have to connect with your feelings and thoughts and stories.
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And this can be a bit challenging, because, at times, we don’t want to feel those and come terrible emote, chen’s, or feeling like, you know, anger or rage or envy vulnerability.
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But if we are unwilling to go there, what happens as we will do harm?
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Because we then project this feelings to our teens, and then they absorb it.
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They then, and body it, then trends, laid it into their work.
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And so, you know, at times, we wonder, I wonder why my team is not performing at their highest.
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And that time, this really us looking in the mirror and saying, hmm, hmm, I wonder what I am not owning and what I am giving to my team without being aware.
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And so, for instance, there’s an example. This is a real-life example. Rebecca approached her boss with a Prop one.
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She X for us, too.
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Her boss, Jenny, and these are anonymous names.
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Jenny and I was in a meeting with Josh and Josh continued to interrupt me as I was express saying my ideas and I felt really under mined and valuable.
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And note I was the only woman in the room.
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So I’m wondering what I should do.
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Should I approach Josh, should I leave it alone, What is your recommendations?
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So, Jenny, her boss, Express. You know, Rebecca, you may be being a bit sensitive.
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Josh, this may be his way of showing enthusiasm about your new idea, So I think it’s best if we just move on.
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And so, Rebecca then goes on her way. And Jimmy then, goes on her way.
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And so, I’m wondering, How do you think Jenny belts after leaving her boss?
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You can respond in the chat.
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There’s some magic that you were Rebecca.
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How would you bill deflated, Unheard, devalued, dismissed.
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Just certain guarded, discouraged, invalidated.
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We have a lot of just heard and being in the Valley.
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Yes.
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And as a leader, you know, sometimes we don’t, but does it, you know, attend to the Ripple Effect?
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And so yes, this is all very true deflated, discourage, and so the Red Bull effects, meaning that Rebecca may then doubts her emoted experience and other environments, whether it be at work within her life, with her children, and with her partner.
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So, this one experience may impact other areas of her life, and within the work, and, and by Arraignments, Rebecca may not speak up.
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And Jenny just lost a voice of innovation, right? And so that’s one result of not being aware of your emotions.
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And so, now, Let’s enter into the awareness of Jenny, The boss.
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I’m wondering, why would you think Jenny would respond, and the way that she did as it relates to self awareness?
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You can respond in the chat.
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You have low EQ culture, avoiding conflict, and Hmm, hmm, hmm, Hmm.
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Yeah.
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Yeah.
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Distros, Distracted yeah.
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Maybe Jenny has experienced the same thing and doesn’t want to rock the boat. Hmm, hmm, hmm, hmm.
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You’re hitting it all on target, that’s all on target, right.
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And so I have a story that, Ginny, as and during this experience, however, Jenny did not want to tune in to her emotions of vulnerability, rejection.
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And so rather than to and then identify what she was enduring and be with it, she rejected it.
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And as a result per employee E Felts rejected, this mess disk, discourage deflated, all all the things that you all have already mentioned.
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So that’s why being aware of how you are feeling and the moments, it is very valuable, because, again, what you don’t own will then be projected to your people.
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So let’s do an activity.
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Others.
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and, again, self awareness is the is the ability to understand, regulate and work with your own emotions.
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So I want us to practice this and I I ask you this, what emotion is easy for you to experience.
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And for instance, my husband can view a flower and immediately his eyes widen so it’s easy for him to experience his Joye.
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Well, how about you?
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I’m wondering what emotion is easy for you to experience happiness, joy, happy emotion.
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Yeah.
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Nice, amusement comfort, satisfaction, laughter and annoyance, being proud of others, excitement.
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Nice, Nice. Well, these are great emotions. Yeah.
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Nice.
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And I’m wondering, with these being easy to experience, how that then?
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And Pack’s, how you respond to to your team.
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And so now we can move on what emotion is difficult for you to experience more complex, meaning that you have to really be intentional to tune in to this.
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We have seven Rebecca said sadness, serina says, adults.
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Reason of loss.
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Darlene says, rejection.
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Allison says, Gaiety. Michelle says relaxation.
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Carol says, Disappointments.
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Kendall said on fairness, we have grief coming through contact and few times, rejection and gilts contentment, Frustration and worry.
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Wow.
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Notice the variety of these emotions.
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Yeah.
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Hope, alas, rejection, anxiety, disappointment, graeff hope, Yeah, And so, the way this relates to being aware, usually the emotions or feelings that are difficult for us to experience, we usually avoid them, then we respond in a way that aligns with the easier emotions.
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And so, I’m wondering, going back to Rebecca, engineers, eggs, eggs?
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For example, if Rebecca, if her vulnerability, her rejects turn her discouragements was hard for her to experience.
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And so rather than two Nan open up to that.
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Because at that time, it wasn’t about jeni.
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It was about Rebecca.
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And so when we’re unable as a leader to tune in to our feelings, and we avoid it, as a result, we then make the experience about us.
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And empathy is about giving to the other.
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But in order to game, we first have to tune in, which then leads us to mindfulness.
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And so, it’s one thing to identify how I’m feeling angry.
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I’m sad, I’m feeling burnable, I’m filling all of these emotions, that’s the first step.
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And then it’s being able to join that emotion.
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All of our feelings, whether it be angry, happiness, joy, hope they go through an experience, It’s like a wave on those, right? It’s, it’s the arising of that emotion.
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So that’s when our heart began to beat a bit faster. That’s when our palms get a bit sweaty here.
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That’s when we feel about turning and our tummies our stomach. That’s the arising of that emotion and then there’s the peak.
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And that’s usually when we engage and our threat response says, so our fight, fight, or freeze mode.
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And then it’s the following.
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So Relaxations Shan of the way it’s, it’s the calming of that way.
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And so, again, it’s being able to not just notice it, but join in it.
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And so you may think, well, no, mindfulness has some, fluffy, touchy, you know, experience that a personal example I was involved in colors and about four days ago.
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I’m OK, everything is OK, but I was honestly in my head, I was reflecting about an experience, and I ran a read light and I was hit I just remember being shocked and frozen in my body.
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That was the peak, right, Just frozen.
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Then I remember that night, thinking I wasn’t mindful.
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I was and thought I was.
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I was thinking about the future, not being great, full about the moment about what was ahead of me.
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All I had to do was look up, that’s it. Look at what wasn’t in front of me.
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Look at what has been given to me. And that’s what being mindful is.
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Awareness that arises through paying attention, on purpose, NB present moments, non jasmine, tilley.
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And so, again, once we feel this vulnerability, anger, sadness, hope, grief, it’s not labeling it as good, or bad, or wrong, or right. There, all emotions sense, and there are data.
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They’re not good and nor bad.
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We use it right, for angry. We may say, Why am I angry? I wonder about this. What do I need?
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Right? For grieving.
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What do I need?
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It’s being open to it.
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And so, I want us to practice being mindful.
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So, I’m just gonna walk you through a brief mindfulness activity, really, a meditation, just to, again, practice experience being and the moments. So, I invite you to get an a comfortable position. It can be standing up, sitting down, laying down. There is no right way of being.
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I’ll give you some time to get in that position.
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If you feel, cards, please, for me to close your eyes, are, you can just soft in your days.
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Just notice her breathing.
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Just notice your breath.
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Notice the one thing that is keeping you and all of us allies.
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Notice the one thing that we all share as humans, our breath.
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And really witness it.
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Is it long, expansive, short, shallow a bit, rocky?
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Again, we’re not judging it, we’re just witnessing it.
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Now, I invite you to take a deep and **** maybe holds for NaN.
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And then, indeed, long exhale.
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Then, again, along and how billing your belly expand.
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Your lungs and your diaphragm expand as well, posing that in the NaN and then, excelling and just noticing your body, decompress, relax.
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Again, one long and how?
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Notice your body tensing hold that for NaN and then slowly exile.
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Then I want you to do that three times by yourself, deep, and how’s into the exhales.
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So now you can return to your normal breaths.
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You don’t have to demands anything of your breaths. Your body knows what it’s doing. It’s very wise.
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I’ll just walk you through this brief meditation.
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So again, breathe in through your nose and out through your nose or mouth.
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Allow your breath to find its own natural rhythm.
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This bring your full attention to noticing each and breath as it enters into your nostrils.
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The travel is down to your lungs causing your belly to expand.
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Notice each hour, as her belly tenses, and moves up the lungs they’re than nostrils or your mouth.
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So just inviting attention to your breath.
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Noticing her breath, noticing the difference between her, and the **** is Ann and Exhales.
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And so as you tune in, you may notice noises around you, hope you are distracted by noises or sounds in the room, simply just notice them, and then bringing back your intention on your brand.
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Simply just breathe, as you would breathe.
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Not striving to change anything, letting go completely, letting go of wanting of being perfect.
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To observe witness an open service moment to this experience, and not judging it.
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Accepting it for what it is, an experience.
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Peng.
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Attention to your and how’s your exhales your mind will wander.
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two thoughts.
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To plans, it’s a problems or challenges.
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Simply notice your mind wandering.
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Watch the thought as it answers your awareness and watch it as it bleeds.
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You’re letting go of it.
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Thoughts, as it were a leaf floating down a stream.
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Sir in your mind, place, each bart that arises on a leaf and watch it as it floats away out of sight.
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Down the stream.
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Then bring your attention back to your breath.
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Your breath is your anchor, that’s where you are rooted.
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And so you can return to your breath over and over and over again.
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It is always there.
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The one thing that’s reliable, notice when your mind is wandering, observe the thoughts, but don’t hook them, noticing is there which is part of learning experiencing life.
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Practice coming home to your breaths with her full attention.
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Feeling the gentle rise of her belly on the N breath, and the realization, the will letting go of the outbreak.
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Allow yourself to be fully and goals, then your breath as it flows down the stream.
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You may feel some pain in your body, maybe an edge, maybe, and patience.
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All of that is OK.
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You can still return to your breath.
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You may also notice emotions of happiness, joy, or grief, sadness.
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Whatever arises, thoughts, emotions, feelings, simply notice them without judging them, pushing it away, or clinging or wishing that they weren’t there.
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Yes.
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Return to your brat.
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Breathe in and breathe out.
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Following the air all the way out mindfully. Be with your breath. Moment by moment.
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Mind wanders away again. No judgement.
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So as we come to the end, slowly allow your attention to expand to the whole of your body.
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Notice your entire body and notice your toes.
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Your shen’s, your knees, your thighs, your stomach.
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Your hands or fingers, their arms or tests, your neck, or face your cheeks. All the things that give you life, all the things that allow you to move and whatever way you move.
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When you’re ready, you can come back to the space, you can open your eyes, become fully alert.
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And if there is one thing about you learn from this, and the hope is that the breath is always with you.
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This is the one thing that we can refocus on, where we are feeling those and comfortable, the emotions of rejection, of vulnerability, of grief, sadness.
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And this is only four minutes, and so I think it is realistic to take out at least four minutes out of our days and refocus and revive so then we can project our people and our teams, care.
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Inspiration with joy, all the things that we should, project as a leader.
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So before we move on, I am curious about your experience, what feelings came up for you?
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What emotions came up for you or what stories came up for you.
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You can answer that in the chat.
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She reset calmness.
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Monica said completely calm.
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What else do we have here?
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Glad I can take a deep breath after having a Boulder … a few years ago he said she relaxed and calm.
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And Asia says piece.
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Darlene says Joy and falling self to end Tammi says: Aware of tightness in my back.
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Hmm. Hmm. Hmm.
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Yeah.
44:17
Communists as a theme, Ann, awareness says, Wow, you know, some times when we zoom out of our work, we become more aware of the tension and our body’s. Right. And again, it’s not to judge it, but just to become curious about it.
44:38
And so now that we’re in a calmer and more relaxed states as leaders.
44:45
We can now connect to other individuals because now that we are in a state that’s non judge mental, that’s open that’s curious, we can now join again and the experience of our team.
45:04
We can identify the emotion change, the thoughts, the and 10% an hour team.
45:15
Simply, we can read the roma at times.
45:20
What is most important? The data is not verbalized.
45:27
We have to feel it and into it, right?
45:31
And so as a leader, we must be able to read what’s not being stated, what does my team really need? What does my team really wants?
45:42
It’s our ability to gage the emotive experience of our team.
45:49
one example, I was, um, This was eight, years ago.
45:53
I was presenting, in front of them, a high stake audience, And I wasn’t really nervous. I was more enthusiastic about the, the, the, the topic.
46:07
It was about listening, however, my boss answered their room, and they began to advise me on how I should, project.
46:20
And I remember thinking way I’m, I’m not nervous.
46:25
You know, maybe it’s you Maybe you’re the one who is nervous, and then I began to absorb their nerves, their anxiety and the presentation. Shannon did not go, as well.
46:41
And so, had my boss been able to sense and to read that this, that, I was more enthuse and eager raids. And so, again, it’s being able to read, how is my, my people doing?
46:59
How are they doing? How are they feeling? What are they thinking?
47:04
So then, I can then respond in a way that is thought for and meets their wants and needs. And so we’ve all practice that right now. You were practice identifying the thoughts, the feelings of three individuals.
47:24
So I will display three individuals, and you will pretend that you are that, and from that state, from that frame of rough friends, you will then imagine how did they feel, what are they thinking about, what are they worried about.
47:45
And there’s not really a right or wrong, but you’re just using your best and to wish 10. So let’s began.
47:56
So, I’m just gonna display this picture, let you take it in.
48:06
And then I want you to fill out the brazenness, I feel, I wonder.
48:17
I worry.
48:19
I am.
48:24
Take a moment.
48:33
All right. Now, feel free to respond in the chat. How do you feel?
48:38
What are you wondering? What are you worried about and who are you?
48:43
Sabrina says, Surprise.
48:45
how how amazed room, John says, I feel, Joy.
48:55
Alito says: I feel curious. Catherine says, and emotion.
49:01
Charlene says, feels happy.
49:04
Hmm, hmm, hmm.
49:05
Darlene said excited about it because, and pleased, in response to those question, this prompts. Alison, happy, I wonder what her surprise was.
49:18
Hmm, Lida also says, I wonder what was happening for her.
49:23
And, we have a few more coming in here, I’ll read off one more here from, she says, I feel appreciated, I love it, I love it.
49:35
Yeah.
49:35
My, my press spike, there was a real surprise, and, um, overwhelms, though.
49:44
Yeah, yeah, awesome.
49:47
Thank you all.
49:48
So, for the next visual, again, I will give you time to take the sun.
50:02
We can go ahead and respond, and the way you what, if you were this very cute little girl, how would you feel? What would you be wondering? What are you worried about?
50:15
Who are you?
50:18
Gwendolen says, Sad, Charlene says, feels distraught.
50:24
Johnny said, bad. But why, And Bernadette says, I am alone. Serena says, I feel bad or guilt.
50:33
Carol says, Feeling sad, and just wondering, what’s going on?
50:36
Darlene said Fared. Why daily and sorry, in response to those prompts. And Carol says, I worry if things are OK. Janet says scared.
50:47
We have a lot of feeling sad and scared and, and sorry for What’s happening?
50:54
Yeah, yeah, All right.
50:57
And last visual.
50:58
Again, time to take the sun if you jaan, that’s OK.
51:03
I did as well and yeah, so what, what are you feeling? What are you wondering?
51:10
What are you worried about and who are you?
51:14
Eureka says, I feel tired! Hmm, hmm, hmm, hmm, John says, I feel bored or board and disengaged. Feel tired. I just engage, it says, I wonder what time it is.
51:32
These are great.
51:33
Yeah, and so just, I know we’re running a bit on time, but I’m wondering how this experience was for you all.
51:42
Was it easy to it’s have, and the world of a stranger?
51:52
Or was it difficult for you, and then what does this all mean for you as you move into your work environments?
52:04
Charlene said, the experience felt natural.
52:07
OK.
52:10
Reena says your voice is very soothing.
52:13
Thank you.
52:15
Sabrina said, Interesting, mmm hmm, Carol, that some were easier to tap into that others.
52:24
Ah, yeah, that’s enlightening.
52:29
Rebecca said Surprisingly easy, OK?
52:34
Thoroughly instead of more awareness of others, Joni felt like it was easy.
52:39
OK, yeah, Yeah, and I would say I love the I think there was one sorry, faded that awareness of, yeah, some were difficult, then others. And I would reflect on that, right? Like, ha, I wonder, what about this emotion?
52:59
Made it easier, too, relate to, right? So, we empathize every day.
53:08
When we’re watching a movie, when we’re just passing a person 10 on the street, right?
53:14
and so is really just being intentional about other individuals, what they are feeling, what they are enduring, and being able to relate in a human way.
53:27
And so, lastly, then, well, how do we respond?
53:32
And so there’s many ways in which you can respond in a way that’s empathic, but for ways that I believe are practical, is one attending, being curious, being curious about the other individuals’ experience asking open-ended questions, well, how, well, why it, right, I’m given Rebecca has experience, maybe if Jenny asked her, well, how did you feel about this?
54:10
What stories emerge, right? And so what that does is that brings Rebecca back to the, the stage, and it makes her, the center.
54:22
Then we have amplified.
54:25
So you are really their megaphone as a leader sen.
54:32
Turing again, their experience lifting their words and one way in which you can do this is by paraphrasing, right? How how are you interpreting their experience? Well, Rebecca, this is what I am.
54:50
Hearing from you, you felt discouraged, you felt rejected, and want that does, from Rebecca, is it makes her feel affirmed, validated.
55:03
At times as leaders, we build that we have to rescue and that isn’t our job.
55:11
If anything that’s a bit of an ego ego job, right? Our job is to listen a Sabbath and an vironment where are people can feel heard seen understood.
55:31
Developed, extend what more you think of the experience.
55:36
This is when you can, then offer your own perspective, but you want to do this after you have affirmed Rebecca, right? And so, again, affirming Rebecca going back to that example.
55:54
And then, hey, Rebecca, do you mind, if I give you my perspective, I’m wondering maybe Josh was enthuse about your idea, right.
56:09
And so that’s what it means by extending but just giving Rebecca a different fraim.
56:18
And then we have sifting.
56:21
Leaders were humans, and at times, our team, when they experience, may revive old wounds, old traumas from our our past.
56:35
And so, at times, we may need to circle back after affirming, Hey, you know, I’m, I’m, I’m finding it a bit hard to connect with my reaction.
56:48
So, how about we circle back tomorrow after our 1 on 1, right?
56:55
And so it’s being able to tune in to your, your feelings, and being aware that you may not be able to embrace Rebecca in the way that she needs.
57:14
So those are a few ways in which you can respond in a more empathic way, and so finalizing this. Where do you go from here?
57:27
Recap. Empathy isn’t needed.
57:30
It isn’t as quasi a touchy feely experience, so I invite each of you to think of various ways in which you can bring this experience into your work environment, beginning with you, what are your stories?
57:45
What are your, your values, your biases?
57:51
Because again, if you don’t own that, it will be projected out regardless.
57:59
Identifying why it your employee’s state of mind is what are they feeling, what do they need?
58:08
This all improves employee engagement and motivation.
58:15
And lastly, there are various ways in which you can respond to it in a more empathic way.
58:22
You just went over a few of them, right? Ampho buying their voice and shifting, and being.
58:31
Curious as well, This will help you establish tomorrow and path for, and, and, path like environment.
58:41
And that is it. Thank you all for your engagements, for your attendance. And I’m hoping that you leave just smart revives in.
58:51
This more willing to want to establish an and path egg environments.
58:58
Thank you all.
59:00
And Sarah, I will give the mic to you.
59:04
Well, thank you so much Lisa, for this really empowering session today. This webinar was sponsored by The Emotive Lab and HRDQ. To learn more about The Emotive Lab, go to theemotivelab.com. And make sure that you check your inbox. We will be following up with some great information and offerings from the Emotive Lab. And thank you all for participating in today’s webinar. Make sure that you join me for Next week’s session, From Conflict to Connecting: Handling Difficult Behaviors and Tough Conversations. And make sure that you check out our podcast HRDQ-U In Review, available on all major streaming platforms, and, with that, we will let you all go today, as you’re at the top of the hour. Again, thank you so much, Lisa, for your time today.
59:48
Thank you all, thank you.
59:50
Happy training everybody!