Great additional thoughts here from Lindsay Hoffman on being a leader who can balance accountability and empathy...
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Are you the kind of manager who’s fine when an employee calls off due to their hamster being sick 13 times a month? Or are you the one who meets all your deadlines because your direct reports are scared to sneeze without permission? Sounds extreme, right? Sure. Freaking. Does. But here’s the problem: we often think we have to choose between being empathetic or being effective. Emotional intelligence should be at the core of how we lead. Just because you show up with empathy doesn’t mean you’re a pushover. And just because you’re direct doesn’t mean you need to channel your inner grumpy Susan. A lot of managers step into leadership without ever receiving actual management training. They crush it as individual contributors, get promoted, and then realize the game has completely changed. Your success is no longer about your output; it’s now about the success of your team. That shift requires crystal-clear expectations, consistent accountability, and emotional intelligence. Why? Because creating a psychologically safe environment is what drives high performance and keeps your best people. Too often, managers avoid being “mean” and end up being walked all over. On the flip side, some think being “mean” is the only way to get results. The truth? There is a sweet spot. You need both empathy and accountability - and the finesse to know when to lean into each. I came across this free (and blissfully short) e-book from Crucial Learning: “A Manager’s Dilemma: Skills to Lead with Empathy and Accountability.” It’s 11 pages, takes about 7-10ish minutes to read, and offers useful, real-world takeaways for managers. Link in comments ?? Two standout ideas for me: ? Ask yourself, “What do I want for this person vs. from this person?” before tough conversations. It reframes everything. ? Clarify the gap: Is this a one-time slip, a growing pattern, or something that’s now damaging the working relationship? That understanding changes how you address it and what expectations you set. You don’t need to be angry or intimidating to drive results. But you also can’t lead like a human doormat. There’s finesse. And like all things in leadership, it takes practice. Your team will thrive in a culture where empathy and accountability show up together. Build that. #LeadershipDevelopment #EmotionalIntelligence #ManagerLife #CrucialLearning #EmpathyAndAccountability #GrowthWithGrit #RealTalkLeadership #TeamSuccess