Empathetic leadership: The key to a thriving workplace

Supporting your people when the world feels wobbly

Life doesn’t clock out when we clock in. And that’s never clearer than when you’re navigating workplace dynamics during times of political transition.

There’s no policy that can make us leave our whole selves at the door — and during times of political transition, that reality hits differently. Maybe you have teams doing their professional pirouette — keeping it together in the office and on video while their social feeds serve a whole different story. Or perhaps you’re wondering how to hold space for authentic connection without turning every meeting into a town hall debate.

Here’s the thing: We’re all humans trying to show up fully at work while keeping the peace at the proverbial watercooler.

This isn’t my first rodeo with helping teams through uncertain times. In 2004, fresh out of college, I found myself producing news at WCTI, an ABC affiliate in a North Carolina military town. Talk about a crash course in bringing people together — every headline felt personal to our community. 

When I joined that newsroom, my boss dropped a pearl of wisdom I’ll never forget: “Carolyn, the biggest mistake leaders make is thinking employees can leave their hearts at the door.”

That advice has stuck with me because it’s more relevant than ever. In times of political and social transition, we can’t expect people to compartmentalize their personal lives from their professional ones — and as leaders, it’s on us to create an environment where they don’t have to.

Why whole-self leadership matters

Let’s be real. Right now, your people are carrying so much. They’re juggling aging parents and daycare waitlists. They’re managing their mental health and their mortgage payments. And they’re processing what’s happening in the world around them, too. That’s a heavy load to pretend doesn’t exist between 9 and 5.

So when folks ask me about handling tensions at work (and trust me, as a PPL person, I get this question a lot), I get a little nervous. Not because I’m afraid of difficult conversations — Lord knows I’ve covered enough of them — but because I’ve learned that creating space for people to feel heard is more important than any perfectly crafted statement.

Didn’t COVID-19 teach us this lesson? Whether your world is being rocked by a pandemic or political change, the need is the same: acknowledgment that the outside world affects us and reassurance that we’re looking out for each other. We all just want to know that we belong, that we’re heard, and that someone’s got our back.

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How empathy anchors teams in times of turbulence

I know so many incredible leaders who think deeply about navigating political and social landscapes in the workplace, and I’ve learned so much from them. Leaders like Ann Melinger (BrilliantInk) and Shaun Randol (Mixternal Comms) have written extensively on this topic — their work is worth your time. 

Here’s the truth, plain and simple: Whether your people are popping champagne or pulling the covers over their heads on inauguration day, they’re looking to their workplace as a source of stability. Not to tell them what to think but to help them navigate this moment gracefully.

Let’s talk about what leading with empathy looks like:

Create space, not silence

Instead of pretending politics don’t exist (bless your heart if you’ve tried that approach), acknowledge that periods of transition can be emotionally charged. Give your managers permission to have one-on-one check-ins with their teams — not to discuss politics but to ensure everyone feels supported.

Double down on your mission

When the world feels wobbly, people need an anchor. When I was at GoDaddy, I worked with amazing leaders like Aman Bhutani, Monica Bailey and Karen Tillman. During the pandemic, these leaders continually stabilized our team by reminding us that our mission doesn’t change with administrations. And our commitment to our colleagues doesn’t either.

Focus on what unites

Bridge the divide by emphasizing your shared commitment to doing good work. Highlighting projects, goals and values that unite the team can create stability and alignment. At the same time, recognize the value of addressing differences — ignoring underlying tensions or diverse perspectives risks eroding trust. Celebrating common ground while fostering open dialogue builds a culture of authenticity and inclusion. This strengthens unity and equips employees to navigate complexities with resilience and a shared sense of purpose.

Equip your managers with practical tools

Give them conversation starters that steer away from politics toward connection: “What are you excited about working on this quarter?” or “How can I support you and your growth right now?” I’m not suggesting we turn our workplaces into therapy offices (though some days it sure feels like it). 

What I am saying is this: Leaders who acknowledge the full humanity of their people — who create space for real life to exist alongside quarterly goals — are the leaders who build teams that stay, grow and thrive.

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Small gestures, big impact

Here’s my favorite tip, courtesy of my friend Paralee Johnson: “Always stop for donuts.” Sometimes the best thing you can do is put out a plate of your best cookies and remind people that we’re all human, doing our best to build something meaningful together. 

Trust me on this one: I’ve seen this approach transform even the tensest workplaces into spaces where people feel safe to do their best work, regardless of their political views.

At the end of the day, we’re not just managing workflows and deadlines. We’re supporting actual people who chose to spend their precious time with us building something meaningful. 

Whether your world is being rocked by change or challenge, nothing matters more than knowing your workplace has space for all of you — your whole, authentic self.