What are the best ways to build empathy and rapport with employees who have different personalities?

In my experience, it is essential to use tools like Myers-Briggs to understand your personality and build empathy with diverse employees. By recognizing and respecting individual communication styles and preferences, you can adapt your approach to suit each personality type, whether it requires direct communication or a more thoughtful dialogue, significantly enhancing rapport. Additionally, creating an inclusive environment where different personalities feel valued and understood is key. Empathy grows through consistent, genuine interactions, fostering a culture where every employee’s unique perspective is celebrated.

At our coaching firm we utilize the DISC Personality Assessment to help manage and develop teams. By integrating the DISC framework it ensures that strategic decisions and developmental initiatives are deeply rooted in an understanding of the diverse personalities that comprise teams. This ensures a tailored, effective approach to managing and developing your people, driving organizational success and employee satisfaction.

I think it starts with the willingness to build the connection with your employees. You need to want to know what they are doing and what they are going through. Spend time with them, emerge yourself to their routines to have a better perspective and understanding why they do things.

This is the first and most essential part of developing the skill of emotional intelligence which is the most valuable skill in an organisation and in leadership. Understanding your own values, emotional states and the triggers allows you to manage your emotions, adapt your behaviours and will lead to understanding others and building better rapport.

In my experience, I've observed that in order to foster empathy and build rapport with employees of diverse personalities, leaders should prioritize active listening and seek to understand each team member's perspective. I also encourage leaders to engage in regular one-on-one conversations, creating a space where employees feel comfortable expressing their thoughts and concerns. And finally, they can develop a genuine interest in individuals' backgrounds, experiences, and aspirations can go a long way in building connections. Additionally, leaders should tailor their communication styles to resonate with the various personalities within their team, recognizing and appreciating the unique strengths each person brings.

We can often build rapport as we experience and show genuine empathy for others. Empathy goes a long way toward meeting a deep need that people have to be understood and to have their subjective experiences and feelings validated. It’s important to recognize that we ought not to empathize solely or even primarily in order to gain influence in someone’s life. We’re leaders, not con artists. We seek not to manipulate but to deeply understand the other, and then to be understood ourselves. When we combine genuine empathy with demonstrated character and sincere motivation, we legitimately “earn the right to be heard.”

Active and empathetic listening is best paired with active and empathetic observation of the employee. However, avoid making assumptions based on your observations. As the observer, your goal is not to be “right” about what you see, lording it over them as false understanding, but to reflect it back. Follow up by asking clarifying questions and applying cultural relevance to the interaction. For example, many BIPOC, LGBTQ+, women or intersectional identities may feel uncomfortable being observed by a white cis male boss and conceal their true feelings, thoughts or needs because they fear being perceived as weak, insecure or undesirable for advancement. Such awareness needs to be incorporated into active listening to be truly effective.

Para generar empatía con empleados de diferentes personalidades, fomenta la escucha activa, reconociendo sus perspectivas. Usa el lenguaje no verbal para mostrar interés y adapta tu comunicación al estilo de cada persona. Facilita espacios para comprender sus metas y desafíos individuales, y promueve la diversidad de opiniones. La flexibilidad en el liderazgo, reconocer logros y ofrecer retroalimentación constructiva fortalecerá la relación, creando un ambiente inclusivo y colaborativo.

I always recommend my clients to perform an "attitude check" when dealing with teams or employees with diverse personalities. Questions such as "What attitude am I adopting towards my employees? Am I treating those whose traits differ significantly from mine on an equal footing?" This quick check helps uncover potential personal biases faster and counteracts them with new experiences with different personalities. A second step would be to "embrace" curiosity. Approach employees with different personalities with a generous dose of curiosity. This way, you demonstrate genuine interest and lay the foundation for a trusting relationship.

Understanding how to impact them through their differences is first. Until you know how to impact them in a way that is meaningful to them you don't have anything.

Cultiva empatía con empleados diversos mediante el reconocimiento de sus fortalezas y el estímulo de un ambiente inclusivo. Adapta tu estilo de liderazgo a las distintas personalidades, promoviendo la comunicación abierta y valorando la contribución única de cada individuo. La comprensión de sus necesidades y la promoción de un equilibrio entre desafíos y apoyo fortalecerán las relaciones, construyendo un equipo cohesionado y motivado.