Don't let anyone tell you your leadership style is wrong

I didn’t always have the words to describe my approach to leadership, but from the moment I began managing teams, I was drawn to the individual needs of my people. I loved learning their unique strengths and understanding what they needed to thrive. For me, leadership meant meeting people where they were—whether that looked like rolling up my sleeves to tackle a project together or giving them the space they needed to shine.

This approach has shaped a legacy of trust and connection with my team members, relationships that have endured far beyond the roles we shared. Some have blossomed into deep mentoring partnerships; others are marked by occasional phone calls where I’ve been a sounding board during pivotal decisions or life changes. At the time, I didn’t think of it as a “style.” I just wanted to lead in a way that felt good to me. It wasn’t until years later that I learned I was practicing empathic leadership.

But I’ll be honest—leading with empathy hasn’t always been easy or met with praise. I’ve had bosses dismiss this approach as inefficient, insisting that a manager’s focus should be on output above all else. One even told me to stop worrying about my team’s needs because turnover was inevitable. Those leaders were working from their own playbooks, but I knew their methods didn’t align with my values or the impact I wanted to create.

If you, too, are an empathetic leader, know this: you are doing transformative work. By focusing on people instead of just tasks, you’re shaping your team’s culture, fostering growth, and building resilience. You’re not just managing employees; you’re empowering individuals. The trust you create today can ripple out for years to come, influencing lives and careers long after your formal role as their leader ends.

Don’t let anyone convince you otherwise—your way of leading isn’t just valid; it’s vital.