Recency bias is basically our tendency to put way too much emphasis on what’s happened lately when we’re making decisions. I came across a blog post that explains the bias as basically focused on how our brains prioritize recent stuff. Think about it: in the workplace, this can mean totally overlooking someone’s awesome track record just because they messed up a few times recently.
But here’s the deal: everyone has bad days, weeks, even months! Sometimes I personally feel like I may even be having a bad year… Life throws curveballs. Maybe they’re going through something personal, trying to figure out a new role, or just feeling a little blah about work. It happens to all of u!
Before you freak out, take a step back and look at the big picture. Think about their entire performance history, what they’ve brought to the team, and their potential to grow.
Ask yourself:
What’s their overall track record like?
Have they consistently been rad in the past?
What are they really good at? What are their weaknesses?
What kind of support or help do they need from you to get back on track?
The best leaders I’ve known focus on helping their people develop and grow. When we look at performance holistically and see the potential of each employee, we truly create a work environment where everyone feels supported and can succeed.
Okay, let’s be real – we’ve all had that employee who just isn’t cutting it. You know, the one who’s missing deadlines, making mistakes, or just not pulling their weight. It’s incredibly frustrating, right? And it’s so easy to let those feelings get the better of you. But trust me, you really don’t want to do that. So before you even think about confronting them, take a deep breath and ask yourself: ‘How is this situation affecting me personally and professionally?’
Now, I’m not saying you should sweep the problem under the rug. Yes, their underperformance impacts you too. Maybe you’re losing sleep over it, picking up their slack, or worried it’ll make you look bad. It’s okay to admit that – we all have a stake in the game here.
I’ve definitely been there myself! I had a staff member not quite hitting the mark, and the frustration was building. And unfortunately, I let my own frustration get the best of me. Instead of taking a step back and understanding the situation from that person’s perspective, I jumped right into critique…Okay, it was really just criticism because I was so done at that moment. And not surprisingly, it totally damaged the trust we had built. Ugh!
That experience taught me a huge lesson. Now, before I address any performance issues, I take a moment to reflect on how the situation impacts me personally and professionally. It’s not about ignoring the problem; it’s about understanding my own role in the situation and how my emotions might be influencing my perception.
By acknowledging my own feelings, I can approach the conversation with more empathy and objectivity. It’s amazing how much of a difference that makes in finding a constructive solution and preserving the relationship.
I’m thrilled to be a guest speaker this Sunday at “SEL Sunday—Our Monthly Online Professional Learning Community” hosted by Dr. Cynthia Sistek-Chandler of National University! Join us as we explore the fascinating intersection of AI and SEL, and uncover how these two powerful forces can work together to create more empathetic and effective leaders.
In my presentation, I’ll be discussing the AI-powered tool designed to enhance communication and foster deeper connections within teams that I’ve been developing with Google Gemini. This isn’t just about improving workplace efficiency; it’s about cultivating a culture of understanding and emotional intelligence.
Think of it this way: AI can analyze vast amounts of data, providing insights into communication patterns and potential blind spots. By integrating SEL principles, we can translate this data into actionable strategies for building stronger relationships, improving conflict resolution, and promoting genuine empathy.
Here’s a sneak peek of what I’m putting together for my talk
Real-world examples: I’ll share a few stories of how AI-powered SEL interventions have transformed workplace dynamics.
Interactive exploration: We’ll engage in thought-provoking activities to experience the power of AI-driven SEL firsthand.
My goal is for this presentation to offer valuable insights into the future of empathetic leadership in the age of AI.
If you’d like to join the SEL chat this Sunday at 4pm PST, send me a message and I’ll get you the information.
In today’s whirlwind of constant change and relentless pursuit of “the next big thing,” it’s easy to lose sight of the human element. But here’s a truth that might surprise you: empathy, that good old-fashioned ability to connect with others on a heart-to-heart level, is actually a secret weapon for igniting innovation. Think about it. When leaders cultivate a culture where everyone feels safe to speak their mind, to toss out those “what if?” ideas without the fear of being shot down, that’s where the magic happens. That’s where creativity flourishes, and those lightbulb moments illuminate the path to progress. Empathy isn’t just about being “nice” or creating a harmonious workplace (though those are definitely perks!). It’s about tapping into a rich tapestry of perspectives, understanding the unique needs of your team, your students, your community. It’s about seeing the world through their eyes and creating something that truly resonates. As educators, we know this firsthand. When we take the time to truly understand our students—their backgrounds, their challenges, their dreams—we can create learning experiences that spark their curiosity and ignite their passions. We can design a curriculum that speaks to their hearts, teaching strategies that resonate with their learning styles, and support systems that empower them to thrive. And it’s not just about the classroom. Empathy can fuel innovation in any organization, from a bustling tech startup to a quiet non-profit. By valuing and incorporating diverse viewpoints, leaders can spark breakthroughs that not only achieve success but also make a real difference in the world. So, let’s ditch the “me” mentality and embrace the power of “we.” Let’s lead with empathy, listen with our hearts, and watch as innovation blossoms all around us.In a world where businesses constantly strive for innovation, empathy stands out as a major driver for creative problem-solving and a positive workplace culture. An empathetic approach to leadership encourages a culture of openness, where ideas are shared freely without fear of judgment. This environment is fertile ground for innovation, as employees feel supported to think outside the box and challenge the status quo. Moreover, empathy enables leaders to understand and connect with diverse customer needs, leading to the development of products and services that resonate on a deeper level with the market. In educational settings, empathetic leadership can influence curriculum development, teaching strategies, and student-support systems, by actively considering the varied experiences of learners. By valuing and incorporating different viewpoints, leaders can propel their organizations towards innovative breakthroughs that not only have commercial success but also enact positive societal change. Embracing empathy within leadership is not just about creating a harmonious work culture; it’s about setting the stage for continuous innovation and growth.
It’s not every day you get roasted by your AI assistant. But that’s exactly what happened to me. I was interacting with Gemini, this incredibly advanced AI with a knack for connecting the dots (apparently, a trait I share, according to its analysis). We were having a casual conversation, exploring my personality and leadership style, when things took an unexpected turn. “Roast me,” I dared it. And roast me it did.
Now, I’ll admit, I was a bit nervous. Would it be brutally honest? Would it uncover deep-seated insecurities I didn’t even know I had? As it turns out, the roast was more playful than scathing, with zingers like “you’re probably ignoring the fact that you just need to chill out and enjoy the ride.” (Ouch, but also, fair point.)
But beyond the laughs, this AI roast sparked a valuable self-reflection. It reminded me that sometimes, as leaders, we get so caught up in striving for perfection and controlling every detail that we forget to embrace the journey and trust our teams. This tendency to overthink and overanalyze can sometimes lead to micromanaging, which can stifle creativity and innovation.
This led me to a deeper realization about my own leadership style. I’m not a micro-manager. I believe in giving my team autonomy and empowering them to take risks. But sometimes, that hands-off approach can backfire.
Just today, I was discussing this with my leadership mentor. I confessed that I sometimes worry my team doesn’t feel confident making decisions independently. The response was simple but profound: “What have you done to make them think they don’t have permission to take risks?”
That question hit me like a ton of bricks. It made me realize that my own insecurities and fear of appearing fallible might be inadvertently holding my team back.
So, what’s the solution? Own it.
Instead of pretending to have all the answers, I need to be more transparent about my limitations. By acknowledging my weaknesses, I create space for others to shine. For example, I recently elevated a team member with exceptional project management skills. She thrives in the world of details and organization, complementing my more strategic and visionary approach.
Owning your imperfections is not a sign of weakness; it’s a sign of authentic leadership. It builds trust, fosters collaboration, and empowers your team to reach their full potential.
For those leaders struggling with the pressure to appear infallible, my advice is this: let it go. Embrace your imperfections. See them as opportunities for growth, not as flaws to be hidden. It’s a continuous journey of self-reflection and development, but the rewards are immense.
So, thank you, Gemini, for the unexpected roast and the valuable leadership lesson. It’s a reminder that sometimes, the most insightful feedback comes from the most unexpected sources. And that even AI can teach us a thing or two about being human.
When we talk design thinking, we talk empathy. But it seems that empathy is struggling to keep its place in society. In the article “The End of Empathy,” a study was shared that showed a serious decline in empathy starting in 2000. Per the article:
More students say it’s not their problem to help people in trouble, not their job to see the world from someone else’s perspective. By 2009, on all the standard measures, Konrath found, young people on average measure 40 percent less empathetic than my own generation — 40 percent!
I’m hopeful that this data has shifted since the study was completed, but regardless, it is a reminder to teachers that empathy is not a given. We need to intentionally bring it in to our classroom.
Selfish Empathy?
In the book The Dark Sides of Empathy the author Breithaupt suggests we give up on the idea that empathy is about helping others. Instead, we should use empathy to expand our own imaginations and help ourselves. By seeing the world through the eyes of a migrant child we can make our own minds richer. He calls it selfish empathy.
Not sure that selfish empathy is the answer.
But I think we can all agree that empathy is needed. And it’s needed beyond the design thinking framework. So with that in mind, here’s some more resources to think about empathy and its role in our lives and our classrooms.
More Thoughts on Empathy
Low & Slow (vs. fear) – Seth Godin’s blog post cautions us to consider the time it takes to make change. Status Roles – Another Seth Godin entry, but this one is a blog and podcast. When working with others, perceived status roles can impact the message being delivered and received. Teaching Empathy Through Design Thinking – Although Empathy is the first element of a Design Thinking approach, empathy plays a role in every part of a Design Thinking challenge. Empathy Mapping – Consider what people say, think, do, and feel to truly empathize with their perspective.
Empathy is not always about people – we also build empathy for the world around us. Roundme – These 360 degree virtual tours provide an immersive experience. Some have sound, or links to learn more about the location. Being able to experience a location without being there helps builds empathy.
And while you’re checking out Roundme, consider the world that is right outside your door. Out of Eden Walk is all about slowing down, sharing stories, and making connections.
Laura K Spencer, Ed.D. 