Archive for empathy

Bridging the Empathy Gap

Since I last blogged about men and empathy, it seems only fair to give equal time to the female side of the equation.  Women’s innate propensity toward empathy serves us well in our role of nurturer, mom, confidante.  These have to do with the giving of empathy – it’s outward manifestation.  Women, in general, are good at this.  It seems, though, this very natural ability creates problems for us on the receiving side – meaning, that because we are so fluent in giving empathy, we tend to automatically expect it in return.

Case in point:  I am sharing with my husband some frustrations I have with a particular pattern of response I’ve observed from him during recent conversations.  I want him to not only know how I feel, but to empathize, recognize and validate my feelings.  In essence, I’m looking for an organic, emotional connection and acknowledgment of the reality of my emotional experience. In other words, my emotional brain is looking to connect to his emotional brain, because that is what my female brain naturally does – but, guess what?  This is not what happens.  Instead of our two brains connecting on this same wavelength that is so innate to me, my husband responds from what comes naturally to him – via his rational brain.  It’s not that he doesn’t understand what I’m saying; he can accurately paraphrase my words – but his understanding often comes from an intellectual place that can leave me less than satisfied.  Sound familiar?

The female default response tends towards empathy; the male towards logic.  It’s akin to “asyndetic listening”, when two people are completely disconnected in their conversation .  I say, “What do you want for dinner?” and you say, “Did you put gas in the car?”.  We are on two different tracks, focused on two different aims.  As long as we stay on separate tracks, we will never have a full meeting of the minds – and hearts. So, how to bridge this gap?

It seems the first step is to understand our natural propensities from a brain-based perspective, realizing that our brains literally feel better functioning in our respective preferred modes.  As a woman, what I really want is a level of understanding that my girlfriend would naturally provide, because this is where my brain is most comfortable.  Not a realistic expectation from a male, so I’m most likely setting myself up for disappointment if I cling to this outcome.  The male brain, with less wiring to its emotional center, is most comfortable in its logical, analytical, problem solving mode. Providing what my girlfriend does will most likely never happen.  In fact, from his perspective, listening with empathy can seem like being trapped in a endless cycle of emotional exploration with no way out.  Something his brain doesn’t handle very well.

So, foundationally, it’s about expectations.  Our expectation of empathy and his of rationality.  The good news is that they’re not mutually exclusive.  Both are attainable.  But, it takes a willingness to let go of our expectations and understand each others natural inclination without judgment – and with a healthy dose of patience.

Just as important as understanding our own propensity, having awareness and acceptance of our partner’s natural tendency is probably even greater.  That doesn’t mean we forfeit our own, but that we accept what is natural within each other, and then work from this perspective. I let him know up front when I’m seeking empathy and periodically ask him to share with me what he thinks I’m feeling. This will help his brain to stay more focused on my feelings.  On the flip side, I need to couple my emotional expression with exploring strategies that will move me to action and help resolve and bring closure to my feelings.

Together, this is step one to better aligning our “tracks” and bridging the empathy gap.

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Men and Empathy – an Oxymoron?

No one would disagree that empathy is an important skill for relationship success.  Women tend to know this intuitively and… men?  Well, I do not engage in, nor am I advocating, gender stereotyping, but men, on average, struggle more with offering empathy than do women. It is a biological fact that women have more neural wiring to their limbic system (emotional center of the brain).  Likewise, they have a greater abundance of the “bonding” hormone, oxytocin.  Men’s brains – no news here – are more geared towards the rational, problem-solving side of life.  Many men struggle to be empathic – especially in the workplace.

In coaching leaders to develop empathy, a characteristic I see common to many men, is that, in general, they more often equate empathy with consensus and/or agreement.  In other words, “If I empathize with you then I am agreeing with you.  If I don’t agree, why should I offer you empathy?”

In reality,  empathy does not require agreement, opinion-sharing, buy-in or consensus.  It simply requires that I “create and hold a space” for listening to and taking in where you’re at, intellectually and/or emotionally.  I give you the opportunity to be heard while putting my own opinions and thoughts on the shelf.  The determining factor is not that I listen, but that you feel heard – that I honor your feelings and thoughts regardless of whether or not they align with mine.

Because women connect more readily on an emotional level, this skill comes more naturally to them.  Additionally, men have less verbal processing centers than women, so are less facile in language expression, particularly emotional expression – a disadvantage when trying to be empathic. So, it often boils down to what can really seem like just too much work.

A second common factor contributing to some men’s difficulty in offering empathy in the workplace is the mindset that it is a “distraction from what’s really important” – an irrelevant, time-consuming tangent from getting the work done.  While it obviously takes an investment of time, the key here is investment.  The trouble with negative emotion is that it has energy and it will go somewhere if it is not dissipated.  The investment of empathy pays off in a return of not just giving that energy a place to go, but resolving it in the process.  That’s the magic of empathy.  It dissipates negative emotion and energizes and revitalizes one to move forward at a new level.

Think about it.  If you’re bogged down by negative feelings not only is your mood affected, but your energy, levels of productivity and engagement are, too.  Once those feelings are resolved, you are freed up to work to your potential.  Employees are no different.  If you want to improve relationships, increase engagement and boost productivity, acknowledge emotion when needed through empathic listening. That investment of time will pay off in spades.

Now, I’m not suggesting you become a therapist. I am suggesting that if you practice empathy, you will find others to be more open, and willing to give their time and energy to the task at hand.  Emphasize the task, first, and things start to grind down.  So, how does one develop empathy? While there is technique involved, it is, in essence, a conscious choice of how you relate to others. It’s a willingness to wholeheartedly acknowledge and take in another’s feelings – without judgment.  As a manager, you will always have time to express your thoughts, opinions, and needs.  Putting in the time to acknowledge your employees’ first, will build critical social capital, i.e. positive connections, that will go a long way in forging a new level of commitment on their part.

Bottom line:  men do have some biological propensities to overcome, but empathy can be developed through desire, perseverance, and practice (more in future blogs).

In 2008 Towers Perrin released their latest Employee Engagement Study.  The #1 driver for employee engagement – globally?  “Senior management sincerely interested in employee well-being.”  Translation:  empathy. Developing an empathy strategy for your workplace (and life) – with the emphasis on sincerity – can transform your organization and personal relationships.

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