Using Empathy To Drive Innovation

This late article on #empathydrivesinnovation will be short because I am tired and number two, I have conducted ample research into the terms #innovation and #empathy and would argue that innovation cannot occur without empathy.

Of course, there are different spectrums of innovation or commanly used are terms like radical innovation and process innovation. These terms and domians are usually studied in the field of technology. However, in my journey to understand what makes a leader perform better I found that self-innovation is a more advanced way to create a high performance organisation. (HPO)

HPWP stands for High Performance Work Practice, which falls under the realm of #humanresources

USING HPWP TO INCREASE EMPATHY

Is it not rocket science to know that Emapthy is the number one skill - thanks to the brillant work and article of Tracy Brower, PhD

Taking leadership development to a higher level, we can use, for example, the framework provided in the article:

Empathy Contributes to Positive Outcomes Through:

1. Innovation.
2. Engagement
3. Retention
4. Inclusivity
5. Work-Life

By setting each of the five differently to the leader of each department, the organisation can start moving towards Innovation Driving Empathy. Therefore, there are two models at play that both contribute to HPWP.

The universal model below allows both leadership development and HPWP to be achieved. There are a hundred ways to lay out performance models, and I chose to do it quickly tonight simply to illustrate how looking at empathy through an innovation lens can be beneficial.

In your role as a Human Resources practitioner, I hope you find this model useful, as I believe it belongs to that department, but also to the broader field of Emotional Intelligence Leadership.

See You Tomorrow Folks - Thanks for reading. Stephen Fahey