How do you show empathy to a team member who is struggling with a task?

I've seen empathy and respect come from active listening - being fully present when a fellow team member is speaking. The positive team culture that develops creates a safe space where everyone is comfortable with the uncomfortableness that promotes growth.

In my experience, empathy within a team builds a foundation that allows for mistakes, failures, and missteps. When individuals have the freedom to push out of the very small box of 'expertise' or 'canned knowledge' true growth can occur. This seems to be the driving force behind increased creativity, innovation, and problem solving found in teams that have higher levels of empathy.

It may seem silly, but, the tips I give to young children or youth with autism seem appropriate here. When someone else is sharing information or their experiences/thoughts/perspectives with you, promise yourself not to respond until they are done. Think about what they are saying and what feelings they may be having. Try to find a feeling, thought, or experience they shared that strikes a chord for you. Validate that that feeling, thought, or experience. (Validation is simply you acknowledging what they said to you--it doesn't mean you have to agree with them, just shows that you truly heard them and their reasons.) It doesn't hurt to follow up with a question delving deeper into their thoughts/feelings!

In my experience, empathy is understanding that every situation has its peculiarities and acknowledging that all emotions being experienced are valid(expressed or not). Zero problem comparisons and active listening go a long way as well. Show that you have listened, heard and understood their experience then offer support and help if needed but not by imposing or assuming. Actively ask if there’s more they’ll like to share and you’re more than happy to listen. This implies that you have created a non judgmental safe space.

I agree, but wonder if this makes it sound simpler than it is? When working with individuals from diverse backgrounds/life experiences, I find it helpful to ask: "What does a respectful working environment look and feel like to you?" In a group setting, I like to start the group with a 'norming' process in which we explore what respect will look/sound/feel like in our group, what our expectations are of one another and of ourselves, and how we will address one another if we feel someone has stepped outside of our small group norms.

An example of this, one that I think we often struggle to utilize, is simply saying, "You brought up something I hadn't considered" or "I didn't see it that way" and "I am going to take the next day or so to really mull it over and consider your perspective and others I may not have thought about. Would it be okay if we table this part of the discussion for a couple of days?"

An example of this, one that I think we often struggle to utilize, is simply saying, "You brought up something I hadn't considered" or "I didn't see it that way" and "I am going to take the next day or so to really mull it over and consider your perspective and others I may not have thought about. Would it be okay if we table this part of the discussion for a couple of days?"