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Leading with Empathy: How Women Foster Psychological Safety at Work
This is your The Women's Leadership Podcast podcast.
Welcome, listeners, to The Women's Leadership Podcast. Today, we’re diving straight into a topic at the heart of women’s empowerment: leading with empathy and how women leaders can foster psychological safety in the workplace.
Empathy in leadership isn’t just a buzzword or a soft skill—it’s a major driver of team well-being, innovation, and organizational resilience. Think of leaders like Mary Barra at General Motors, who during the COVID-19 pandemic prioritized employee safety and flexible work, or Jacinda Ardern, whose compassionate approach inspired a nation. These women didn’t just react to crisis—they cultivated cultures where people felt truly seen, heard, and valued.
But what does it actually mean for women leaders to lead with empathy? At its core, empathy is about genuinely understanding and sharing in the experiences of others. When leaders actively tune into their teams—reading emotional cues, inviting honest perspectives, and responding with care—they signal that every voice belongs at the table. This is where psychological safety takes root. According to the Center for Creative Leadership, employees in these environments are not only more productive, but they’re also more innovative and engaged.
Let’s talk about fostering that safety. For women especially—who may already face unique barriers, biases, or isolation at work—psychological safety is not just comforting, it’s essential. Deborah Cadman OBE describes it as creating space for people to speak up, challenge, and share difficulties without being seen as weak. Joanna McCrae points out that for women of color, psychological safety is doubly vital, empowering them to question and contribute without fear of stereotypes. This is about making sure everyone can bring their full, authentic selves to work—something that benefits the entire organization, not just individuals.
So, how do women leaders put empathy into action? First, it’s about modeling transparency and admitting when you don’t have all the answers. When you, as a leader, share your own challenges or mistakes, you give your team permission to do the same—turning failure into growth, not shame. Second, empathetic leaders create open channels for feedback, actively soliciting and valuing diverse perspectives. Women like Ginni Rometty at IBM have championed this by introducing initiatives to reduce bias and promote open dialogue.
Another powerful tool is mentorship. Connecting women with sponsors and mentors who offer guidance in a safe space can be transformative. Along with this, promoting allyship—where colleagues, especially men, support and amplify women’s voices—further cements a culture of trust and inclusion.
Finally, pay attention to communication norms. Being intentional about listening as much as—or more than—you speak, and validating people’s feelings, can change the way teams collaborate and innovate. Companies that build these habits see real bottom-line results, as documented by Harvard Business Review and organizations like PageGroup and the Boston Consulting Group.
Let’s keep this conversation going. How have you—whether as a leader or team member—helped create psychological safety in your workplace? What worked, and what challenges did you face? I encourage you to reflect, share, and continue championing empathy in every leadership space you occupy.
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Published on 1 week, 5 days ago