Something has shifted.
The world feels louder. Harsher. Crueller.
In some corners, bullying has become a leadership style. Empathy is mocked. Kindness is viewed as weakness. And many of us are starting to ask: How did we get here?
And perhaps more importantly: What now?
I’ve been reflecting on this a lot lately — not just in the context of politics or headlines, but in the everyday moments where we shape culture. The tone of a meeting. The language of a feedback conversation. The “joke” that wasn’t funny. The way we respond when someone is interrupted, dismissed, or left out.
Because here’s the truth:
We always have a choice.
We choose how we show up.
We choose whether we model empathy or enable intimidation.
And we choose, moment by moment, what kind of workplace — and world — we’re building.
The Rise of the Bully Leader
One of the clearest, most visible reflections of this shift has been the rise of political figures who lead through dominance, mockery, and fear. But this isn’t just about politics.
In a global Edelman Trust Barometer study, 89% of respondents said they worry about the spread of misinformation and the use of power to silence others¹.
Another 60% said they fear that their country’s leadership is fueling division rather than unity².
And here’s where it gets personal:
That fear doesn’t stay in government buildings.
It trickles into our companies. Our hiring practices. Our leadership styles. Our team dynamics.
The “tough love” manager. The founder with a temper. The executive who “tells it like it is” — usually at someone else’s expense. We’ve seen them. Some of us have been them.
But if we continue to reward bullying under the guise of effectiveness, we lose something bigger.
We lose trust. Safety. Creativity. Belonging.
We lose people.
The Human Cost
According to a report from the European Agency for Safety and Health at Work, 22% of employees in the EU say they’ve experienced bullying, harassment, or verbal abuse at work³. That number is even higher among women, younger professionals, and those in marginalized groups.
The ripple effects are enormous:
- Increased burnout and stress-related illness
- Decreased productivity and psychological safety
- Higher turnover and disengagement
- A slow erosion of values — replaced by fear
And it’s not just a “culture problem.” It’s a business problem.
Companies with inclusive, empathetic cultures outperform their peers in innovation, retention, and employee satisfaction. When people feel safe, they speak up. When they feel seen, they stay. When they feel heard, they thrive.
Research by Deloitte shows that organizations with inclusive cultures are 8x more likely to achieve better business outcomes⁴. And McKinsey data confirms that diverse teams with high psychological safety are significantly more innovative⁵.
Empathy Is Not a Soft Skill — It’s a Survival Skill
Empathy is often treated as a bonus. A “nice to have.” Something HR should lead or leadership coaches should develop.
But what if we looked at it differently?
What if empathy was the baseline — the entry point to any leadership role?
Because let’s be honest: it’s easy to be kind when everything’s going well.
It’s in moments of stress, failure, uncertainty, and conflict that real leadership is revealed.
How we handle those moments defines everything.
Empathy doesn’t mean avoiding hard conversations.
It means having them with care.
It doesn’t mean you can’t set boundaries or expect excellence.
It means you treat people like people — not problems to fix.
The Role We All Play
Not all of us sit in the CEO seat. But all of us have influence.
Culture isn’t shaped by mission statements or values posters. It’s shaped in the everyday:
- When we speak up, or don’t
- When we call something out, or excuse it
- When we support someone who’s been overlooked, interrupted, or dismissed
- When we pause to ask, “How are you really doing?” — and stay long enough to hear the answer
It happens in the quiet, invisible decisions.
And collectively, those decisions build or break trust.
So what can we do?
Four Ways to Lead with Empathy — Every Day
- Notice your own reactions.
Before responding in frustration or judgment, pause. Ask yourself: What else might be going on here? - Name what’s not OK.
If you witness exclusion, passive aggression, or bullying, say something. Even a small “Hey, that didn’t sit right with me” can shift the tone. - Back up the people who speak up.
Not everyone has the privilege to challenge harmful behavior directly. If someone does — support them. - Model care, not just competence.
You can be decisive and kind. Strategic and human. High-performing and empathetic. These things are not in conflict — they’re what great leadership looks like.
We can’t afford to lose this fight.
Not just for the sake of better workplaces — but for the kind of society we want to live in.
Where people feel safe. Where empathy matters. Where we build trust rather than tear it down.
And it starts with a choice.
Yours.
Mine.
Ours.
Every day.
Footnotes & Sources
- Edelman Trust Barometer 2024 – “Navigating a Polarized World.”
89% of global respondents worry about the use of false information and disinformation as a weapon.
Source - Edelman Trust Barometer 2024 – Division in society.
60% of respondents say their country is more divided than ever.
Source - European Agency for Safety and Health at Work (EU-OSHA) – “Third European Survey of Enterprises on New and Emerging Risks (ESENER 3),” 2022.
22% of employees in the EU report bullying, harassment, or verbal abuse at work.
Source - McKinsey & Company – “Diversity Wins: How Inclusion Matters,” 2020.
Research shows that diverse, inclusive teams with high psychological safety are significantly more innovative and perform better.
Source