Leading With Empathy To Support Mental Health

A Manager Told Me ‘I Don’t Care About Your Personal Problems’—Here’s How I Changed the Culture Years ago, a manager told me something I’ll never forget: “I don’t care about your personal problems; they’re not my concern as long as you get the work done.” Those words hit me hard. As a Marine, I learned that leadership isn’t just about getting the job done—it’s about leading the whole person. 💥Did you know 57% of employees say they’d be more productive if their leaders genuinely cared about their well-being? The workplace isn’t just about tasks; it’s about people. Here’s how I’m changing the mentality: 👉 Empathy Over Efficiency: I prioritize understanding my team’s struggles, knowing that a supportive environment leads to higher performance and loyalty. Productivity comes naturally when people feel valued. 👉 Flexible Work Solutions: Life happens, and rigid policies only add stress. By offering flexible work arrangements, I give my team the space to balance their personal lives with their professional responsibilities. 👉 Mental Health Support: We provide mental health resources and promote open dialogue about challenges, reducing the stigma and creating a culture where it’s okay to not be okay. 👉 Celebrating Small Wins: Recognizing achievements, no matter how small, boosts morale. It’s a reminder that their efforts are appreciated beyond just hitting targets. 👉 Lead by Example: I share my own experiences, showing that even leaders have personal challenges. Authenticity builds trust and sets the tone for a transparent work culture. Being a leader means more than managing tasks; it means managing hearts and minds. Let’s build environments where humans aren’t treated like robots but as the valuable, whole individuals they are. #Leadership #EmpathyInAction #WorkCulture #EmployeeWellbeing #MarineLeadership #AIandAutomation

Do you ever feel like you're everyone's "work therapist"? Where people come to you and share their stresses, strains, pains and more? On one hand, it's wonderful to be helpful, compassionate, and supportive. (And boy do we need that more than ever!) On the other hand, unless you're actually a licensed mental health professional, you may be overstepping your helping role. This can both tax YOU emotionally, and underserve someone who really would benefit from professional help. As a manager, your role isn’t to diagnose or provide therapy, but to create the conditions where your team member feels supported, respected, and connected to the right resources. Here’s a breakdown of what's actually MORE helpful than being everyone's quasi-therapist. 1. Notice and acknowledge Pay attention to changes in behavior, performance, or engagement. Approach with empathy: “I’ve noticed you seem stressed lately—how are you doing?” 2. Listen, don’t diagnose Offer a safe, nonjudgmental space to talk. Focus on listening and validating feelings, not fixing or labeling the problem. 3. Connect to resources Know your organization’s policies, Employee Assistance Program (EAP), or mental health benefits. Encourage them to access professional help if needed. 4. Adjust work supportively Explore flexible options (deadlines, workload, schedules) where appropriate. Reinforce that performance expectations remain, but show willingness to adapt. 5. Model healthy behaviors Set an example by taking breaks, managing stress openly, and respecting boundaries. Normalize conversations about well-being so team members feel safer sharing. In short: Your role is to notice, listen, support, connect, and model. You’re not their therapist; you’re their leader, creating a culture where mental health is taken seriously and help is accessible. #mentalhealth #wellbeingatwork #stress

I managed teams for 10 years before I learned this important truth: Empathy isn't a "soft skill." It's your most powerful leadership tool. I once had a top performer who was missing deadlines. Instead of asking "Why isn't this done?" I asked "How can I support you?" Turns out, she was dealing with family health issues but was afraid to speak up. That one conversation changed everything. 8 ways I learned to show empathy at work: — Listen without jumping to fix things — Be flexible when life throws curveballs — Make time for non-work conversations — Give praise in public, feedback in private — Create space where no question feels stupid — Support mental health days, not just sick days — Ask how you can help, not why things aren't done — Treat your team like people first, employees second When you lead with empathy, productivity and loyalty naturally follow. You don't have to choose between being human and being successful. The most effective leaders are both. Because at the end of the day, people don't leave bad jobs. They leave environments where they don't feel understood or appreciated. Want to transform your team? Start with empathy. It's the investment that pays the highest returns. ♻️ Agree? Repost to spread the message. Thanks! 📌 Follow Justin Wright for more on emotional intelligence. Want my 99 best cheat sheets? Get them free: BrillianceBrief.com