How a Leader Can Be More Sensitive to the Needs of Others - Part 2
2. Be Observant and Notice Non-Verbal Cues
People often communicate their feelings and needs through subtle, nonverbal cues. Sensitive leaders can detect these signs, such as a team member who seems unusually quiet, distracted, or stressed. Sensitivity means being aware of these changes and reaching out with empathy and concern.
Being a sensitive leader involves responding to direct requests for help and proactively observing each team member's general demeanour, behaviour, and energy levels over time. By developing an awareness of their habits, communication style, and energy, you can more readily notice when something seems “off.” Small behavioural changes — like reduced engagement in meetings, less enthusiasm in conversations, or a sudden shift in communication style — often indicate that someone is struggling with something beneath the surface.
Understand How Each Team Member Typically Behaves.
To spot changes in your team, get a feel for how each person usually acts. Please pay attention to their typical energy, whether they’re more social or quiet, and how they like to communicate. For example, some folks might be more reserved, while others are always chatty. Knowing these differences helps you catch any shifts that matter.
You don’t need to track everything, but keeping mental notes of how everyone usually engages is helpful. Check out how they act in meetings, take feedback, or get along with others. If you notice that a usually talkative person suddenly goes quiet and seems withdrawn, it might mean they’re dealing with some personal issues or something happening at work.
Recognize Small Signs That May Indicate Larger Issues
When a team member's behaviour shifts, it’s not always clear what’s happening underneath. For instance, if someone who usually gets things done starts to miss deadlines or if someone known for being upbeat suddenly seems grumpy or worn out, these changes might be signs of stress, burnout, or personal issues. Leaders who notice these shifts can step in early and offer support to prevent things from worsening.
You might also notice some physical signs, like a colleague looking more drained, avoiding eye contact, or seeming lost in thought. These little clues can reveal a lot about how they're feeling. While some changes might be temporary, like during a challenging project, ongoing signs of struggle could mean it’s time for a chat and some help.
Approach Them Privately and with Care
When you notice someone acting differently, it’s best to talk to them privately and show that you care. Bringing it up to others can make them feel exposed or defensive. Being sensitive is critical; you want them to feel supported rather than judged.
Find a quiet and comfortable spot for the chat. Instead of jumping straight to questions about their behaviour, try to ease into it in a way that shows empathy and respects their space. For example, you could start with, “I’ve noticed you seem a bit quieter than usual lately—is everything okay?” This relaxed, straightforward approach lets them open up without feeling pushed or defensive.
Express Your Concerns Clearly Without Overstepping Boundaries.
When you notice someone’s behaviour changing, showing you care without making them feel under a microscope is vital. Avoid accusatory or invasive questions that might put them on edge. Instead, ask open-ended questions that let them talk when ready.
For instance, you could say, “I’ve noticed you seem a bit different lately, and I just wanted to check in. There's no pressure, but I'm here to listen if you want to chat about anything.” This way, you show you care about their actions rather than judging them. It also gives them the space to share if they feel like it without feeling pushed to spill everything.
Acknowledge Their Response And Reassure Them.
Some people might jump in and share what's been happening in their lives, and that’s cool. Others might not feel ready to talk, and that’s wonderful, too—just respect where they’re at. Being sensitive means not pushing them for answers, especially if they seem hesitant or uncomfortable.
If they decide to open up, show some empathy and let them know you get how tough things can be. Simple comments like “That sounds rough” or “I’m here for you if you need anything” can make a difference. If they’re not up for sharing, remind them you’re always around if they want to chat later. That reassurance builds trust and shows you care without making it feel forced.
Follow Up with Appropriate Support
If a team member shares a challenge they're facing, it's essential to offer support while also respecting their boundaries. For example, if they’re feeling swamped with work, you could temporarily adjust their tasks or help them figure out what needs to be done first. If personal stuff is getting in their focus, consider offering flexible work options or pointing them to resources like an employee assistance program.
Being sensitive doesn’t mean you have to solve all their problems; it’s more about lending a hand where you can and connecting them with extra help if needed. Checking in afterward shows that you care about their well-being and are committed to helping them do their best.
Continue Observing and Providing a Safe Space
Even after you’ve chatted with someone, keep an eye out for changes in how they act. Sometimes, it takes some time to work through things, and one talk might not cut it. Check-in occasionally to see how they’re doing without making it feel like you’re keeping tabs on them. Something simple like, “How’s everything been since we last chatted?” can show them you’re there for them and care about their feelings.
Over time, this approach helps create a vibe of safety and trust within the team. Team members will know they’re valued as people, not just for what they produce, and they'll feel more at ease sharing their worries before they blow up.
