Why Gratitude and Empathy Are Strategic Leadership Advantages
By Danielle Tenconi & Ltc Col Todd Turner
In today’s fast-paced, always-on, urgent world, two essential leadership qualities are regularly overlooked: gratitude and empathy. Leading with gratitude and empathy does not mean lowering standards or avoiding hard conversations. Instead, it means intentionally recognizing the humanity of the people who do the work, especially during demanding seasons such as the holidays.
When employees believe they are appreciated and their leadership genuinely cares for them, they are 2.7 times more likely to be highly engaged, and organizations with strong appreciation programs see employee engagement, productivity, and performance rise significantly compared with those without such programs (Forbes, Caroline Castrillon, 2022).
The most effective leaders recognize that gratitude and empathy are interwoven like a DNA double helix within the Four Core Leadership Capabilities of Strategy Construction, Compelling Communication, Adaptive Execution, and Talent Cultivation. Determining when and how to share that gratitude proves the challenge to most.
Strategy Construction: Building People-Centered Direction
Strategy is often viewed as a purely analytical exercise: markets, metrics, and milestones. However, strong strategy also accounts for the human capacity required to execute it, which requires both gratitude and empathy. Leaders who lead with gratitude solicit feedback from their teams during strategy design, acknowledging the experience, expertise, and perspectiveof their teams, as well as the pressures they face both inside and outside of work.
Research from Brené Brown underscores that trust is not built through strategy decks or value statements, but through small, human moments where leaders demonstrate care, consistency, and courage.
Empathetic strategy construction begins with asking different questions. Instead of focusing solely on what must be achieved, leaders also consider how the work will affect their people. During the holidays, for example, employees may be balancing end-of-year deadlines alongside family obligations, financial stress, or emotional strain. A people-centered strategy accounts for these realities by prioritizing initiatives, clarifying what truly matters, and eliminating unnecessary work.
3 action steps for leaders:
Revisit priorities and clearly define the “must-do” versus the “nice-to-do,” especially during peak seasons.
Involve team members in planning discussions to understand workload concerns and capacity constraints.
Acknowledge the extra effort required during busy periods and explicitly thank teams for carrying the load.
When leaders embed gratitude and empathy into strategy, they send a clear message: results matter, and so do the people delivering them.
Compelling Communication: Making Gratitude Visible
Gratitude and empathy only have impact when they are communicated clearly and consistently. Compelling communication goes beyond sharing information; it connects purpose, emotion, and meaning. Leaders who communicate with gratitude and empathy ensure that people feel seen, heard, and valued.
In fast-paced environments, communication often becomes transactional: tasks, deadlines, and updates. While efficiency is important, leaders must also make space for human connection. This is especially true during the holidays, when emotions can run high and energy can run low. Employees who feel regularly recognized are 4x more likely to be engaged and 5x more likely to feel connected to company culture (Gallup).
Compelling, empathetic communication includes expressing gratitude, acknowledging challenges, and normalizing the fact that people may be stretched thin. It also means active listening without rushing to solve or dismiss concerns.
3 action steps for leaders:
Begin meetings with brief acknowledgments of recent wins or individual contributions and use specific language when expressing gratitude (name the behavior and its impact).
Publicly share gratitude across the network with people that matter most to the employee. This requires informal networking mapping and displays intentionality behind the recognition.
Check in with team members one-on-one. Ask open-ended questions such as, “How are you holding up?” or “What support would be most helpful right now?”
When leaders communicate with empathy and gratitude, they create psychological safety – an environment where people feel supported enough to stay engaged and do their best work.
Adaptive Execution: Supporting People Through Change
Execution in a fast-paced world demands adaptability. Plans shift, priorities change, and unexpected challenges arise. Leaders who lead with gratitude and empathy recognize that adaptability is not just a technical skill; it is an emotional one. Change creates stress, and sustained stress can erode morale and performance if leaders do not actively provide support.
Adaptive execution means adjusting not only processes, but also leadership behaviors. During high-pressure periods, such as year-end closeout or holiday operations, leaders must pay close attention to signs of burnout or disengagement. Empathetic leaders respond by adjusting workloads, redistributing resources, or simply giving people permission to pause when needed.
3 action steps for leaders:
Monitor team energy levels and offer practical support, such as flexible schedules or temporary coverage when team members are under strain.
Encourage breaks and time off, modeling healthy boundaries yourself.
Celebrate progress, not just completion, especially on long or complex projects.
Adaptive execution grounded in gratitude and empathy helps teams remain resilient. People are far more willing to navigate change when they trust that their leader has their best interests at heart.
Talent Cultivation: Growing People Through Care and Recognition
At its core, leadership is about developing people. Talent cultivation is not limited to training programs or performance reviews; it is an ongoing commitment to helping individuals grow, feel valued, and envision a future within the organization.
Gratitude plays a critical role in development. When leaders recognize effort and progress (not just outcomes) they reinforce confidence and motivation. Empathy allows leaders to tailor development opportunities to individual needs, strengths & weaknesses, and life circumstances.
During the holidays, talent cultivation may look less like formal development and more like relational investment. A sincere “thank you for your hard work”, a handwritten note of appreciation, or public recognition of a team’s dedication can have a lasting impact.
3 action steps for leaders:
Recognize growth and learning, not just results, in feedback conversations.
Provide opportunities for stretch assignments while ensuring adequate support.
Express gratitude in ways that resonate personally. Some value public praise, while others prefer private acknowledgment.
Leaders who cultivate talent through gratitude and empathy build loyalty and engagement that extend well beyond any single season.
Leading with Gratitude & Empathy During the Holidays and Beyond
The holidays magnify both the pressures of work and the importance of supportive leadership. Leaders who intentionally lead with gratitude during this time strengthen relationships and set a tone that carries into the New Year. More importantly, they demonstrate that empathy is not a seasonal gesture, but a core leadership practice.
In a fast-paced world, gratitude and empathy are not soft skills, they are strategic advantages. By integrating both into Strategy Construction, Compelling Communication, Adaptive Execution, and Talent Cultivation, leaders create environments where people feel valued, supported, and motivated to perform at their best.
Ultimately, leading with gratitude and empathy is about recognizing a simple truth: when leaders care for their people, their people take care of the mission.
