Good article over at CJO on empathy and understanding for leaders.
The first thing I learned from this experience is that unless you’ve personally experienced a problem, it is unlikely you fully understand the issue. We can listen, we can learn, and we can empathize, but we’ll never have the same perspective as someone who has been on the receiving end of racism, sexual harassment and assault, or any of the other serious issues facing our formations.Do We Really Understand?. By: James McLaughlin | by CoCMD & PLT LDR | Leadership Counts! | Mar, 2021 | Medium
When brought a problem, many leaders have a tendency to rush to demonstrate understanding.
“Ah yes, I understand,” often replying with some similar (but potentially off the mark) anecdote in an attempt to build rapport.
Better, is to admit when this is something you haven’t experienced, and to try to listen and find where your gaps are, and then use your experience to marshall resources where appropriate.
Instead of “I understand how that must feel,” maybe “That must be really hard.”
Squishy? Yes. But it can go a long way.
There’s also some good anecdotes in this piece about failing to salute, which can be embarrassing.
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