In recent times, I’ve encountered many leaders on the verge of burnout. They have been successfully managing the challenges of remote work while making necessary changes to ensure business continuity and growth. Despite their professional achievements, many still show signs of burnout. Is the continued pressure too high, or are they simply not taking the time to recover?

The Risks of Empathy

The experience of each one of these leaders was unique and involved a combination of contributing factors. However, they all had one thing in common: they were leading with empathy. Leading with empathy means that you engage your emotions when relating to your employees’ situations. By attempting to understand how the other person feels you are likely to activate your own pain network. Not only does this produce emotional rather than rational responses, but constantly activating your pain network is not sustainable for your body as it drains your energy. It’s a very quick way to burnout.

Aside from the personal risk of burnout, there are other risks leaders should take into consideration when it comes to leading with empathy. The employees on the receiving end of that empathy can get frustrated when there is no resolution or positive development. Employees can start taking advantage of an emphatic leader by constantly barraging the leader with sob stories. Team members can become resentful of the ones who get showered with empathy based on the leader’s emotional responses and decisions.

Compassion

Compassion makes it possible for leaders to engage and take perspective without the risk of burnout. With compassion, we are focused on adding value to the other person by finding out how we can support them rather than just connecting with them on an emotional level. We remain relaxed and connected to our rational brain rather than evoking emotional responses.

Sustainable Leadership

As leaders, we need to relate to our employees. Understanding what drives them is in the company’s best interest. For our focus to be sustainable, both from a corporate perspective and from a physical perspective, it needs to be done with compassion rather than empathy.

So if you want to show yourself some true self-care as a leader, switch from empathy to compassion. If you need support in doing so, get in contact.