‘I can see in the dark,’ boasted Mulla Nasruddin one day in the teahouse.

‘If  that  is  so,  why  do  we  sometimes  see  you carrying a light through the streets?’

‘Only  to  prevent  other  people  from  colliding with me.’

Yet another story of Mulla Nasruddin giving us a humour. Yet beneath the humor lies a profound insight: leadership isn’t about flaunting abilities or proving one’s capabilities to others. It’s about recognizing the limitations of those around us and guiding them.

Leadership Blind Spots and Lack of Empathy

In organizations, we often witness leaders with immense talent and intelligence who fail to drive team success. This happens because they miss something crucial—empathy. The blind spots of leaders often stem from an over-reliance on their own abilities or assumptions. When leaders believe they “can see in the dark” like Mulla Nasruddin, they assume that everyone else can do the same. This mindset is problematic.

These blind spots can emerge in several ways:

1. Assuming clarity where there is confusion: Leaders often have a vision that they assume is clear. However, they might not communicate it effectively, leaving their team confused or misaligned.
2. Ignoring the emotional climate of the team: People experience challenges differently. Some may be overwhelmed, while others are comfortable. Leaders who fail to notice these emotional nuances risk creating an unsupportive or even toxic environment.
3. Overemphasis on technical proficiency: While expertise is essential, it’s not the only factor in leadership. The belief that technical skill alone can overcome every challenge ignores the importance of collaboration, morale, and motivation.

These blind spots are dangerous. They lead to miscommunication, reduced morale, and ultimately, failure in achieving organizational goals.

Disengagement and Frustration

When leaders operate without considering the needs and struggles of their team, they unintentionally foster frustration. Over time, this frustration grows into disengagement. Teams that feel misunderstood or neglected in their emotional and developmental needs are less likely to give their best.

Consider a team where the leader never takes the time to understand the challenges of individual members. A person struggling with a task may not get the necessary support, leading to delays or failure. Another might feel undervalued because their contributions are not recognized. Over time, these small frustrations accumulate, and a once-vibrant team turns into a disengaged, uninspired group of people merely going through the motions.

The Gallup organization reports (State of the Global Workplace Report 2024) that only 23% of employees worldwide feel engaged at work and 15% are actively disengaged. The cost of this disengagement is immense. Not only does it affect productivity, but it also leads to high turnover, increased absenteeism, and a lack of innovation. This widespread disengagement points directly to the absence of effective, empathetic leadership.

As Simon Sinek, renowned author and motivational speaker, states,

“Leadership is not about being in charge. It’s about taking care of those in your charge.”

When leaders focus solely on their own performance or their vision, they miss out on the opportunity to truly take care of their teams.

The frustration this creates can also be felt at the individual level. Employees who feel they are not being seen or heard can lose motivation. Over time, this leads to burnout and a desire to leave the organization. Disengagement isn’t just about dissatisfaction with tasks—it reflects a deeper emotional disconnect with leadership.

Empathy-Driven Leadership

Empathy is the cornerstone of effective leadership. When leaders prioritize understanding their team’s emotions, needs, and perspectives, they cultivate an environment of trust, collaboration, and motivation. Empathetic leadership bridges the gap between vision and execution by ensuring that everyone is aligned and supported.

Empathy involves three critical components:

1. Active listening: Empathetic leaders listen to understand, not just to respond. They pay attention to verbal and non-verbal cues, acknowledging the emotions behind the words. This helps leaders grasp the true challenges facing their teams.
2. Compassionate decision-making: Leaders who practice empathy make decisions that consider the well-being of their team. This doesn’t mean compromising on goals or results. Instead, it means making strategic choices that support the team’s growth and morale.
3. Creating psychological safety: Empathetic leaders foster a culture where team members feel safe to express their concerns, share ideas, and take risks. This builds trust, which is crucial for innovation and success.

Steps to Becoming an Empathetic Leader

To practice empathy in leadership, one must intentionally adopt habits that promote connection, trust, and respect. Here are some steps to guide leaders on this journey:

1. Practice self-awareness: Leaders should frequently reflect on their own actions, biases, and blind spots. This includes seeking feedback from peers and team members.
2. Focus on emotional intelligence: Developing emotional intelligence helps leaders understand and manage their own emotions while also recognizing and responding to the emotions of others.
3. Prioritize one-on-one conversations: Scheduling regular check-ins with team members to discuss their challenges, goals, and well-being is essential for staying connected to the team’s emotional climate.
4. Lead by example: Actions speak louder than words. Leaders who demonstrate empathy through their behavior encourage the same in their teams. Whether it’s showing appreciation, acknowledging hard work, or supporting someone in a time of need, small gestures can have a lasting impact.

As leadership expert John C. Maxwell says,

“People don’t care how much you know until they know how much you care.”

Empathetic leadership isn’t about having all the answers. It’s about showing people that their struggles are seen and valued, and that their growth and well-being matter to the leader.

Like Mulla Nasruddin carrying a lamp to guide others, the best leaders illuminate the way not for themselves, but for those who follow. Leadership is not about proving one’s capability to lead in the dark; it’s about helping others find their way when they can’t see the path ahead. Empathy is the light that leaders must carry to ensure their teams move forward without unnecessary collisions.

To build thriving, engaged teams, leaders must prioritize empathy. This means understanding the needs, emotions, and struggles of each individual and making decisions that reflect care and compassion. By doing so, leaders can inspire greater performance, collaboration, and loyalty.

 “Leadership is not about being ahead of the pack, but about being the light that others follow.”