Linq HR - Blogs (Information) #Skills

Leading with Empathy and Why it Matters in Business

Wed, 06 Aug 2025 13:30:30 +1000

In today’s evolving workplace, empathy has emerged as a critical leadership skill, not just for building relationships, but for driving business success.

Empathetic leaders foster trust, boost engagement, reduce conflict, and retain talent. A 2025 review of 42 global studies found that empathetic leadership improves outcomes across performance, wellbeing, and inclusion (Muss, Tüxen & Fürstenau, 2025). Harvard Business Review (2025) now describes empathy as a “non negotiable” for effective leadership, not a soft skill, but a strategic one.

What is empathetic leadership?

Empathy in leadership is the ability to understand the needs and emotions of others, and respond with care and clarity, while still delivering results. It’s not about avoiding difficult conversations, but approaching them with insight and fairness.

Current research outlines six key practices:

Develop self awareness : Understand your own reactions and leadership impact.
Listen actively : Make time for employee perspectives without judgment.
Balance competing needs : Navigate team and business pressures thoughtfully.
Support rather than rescue : Empower employees to solve challenges.
Set boundaries with care : Be consistent, not controlling.
Use inclusive language : Speak with intention, especially during change (HBR, 2025).

Why empathy matters in your business

For employers, empathy strengthens psychological safety, staff retention and workplace culture. For employees, it builds trust, improves communication, and supports mental wellbeing. In high pressure industries like logistics, health, engineering and manufacturing, empathy helps leaders manage uncertainty and support performance through change.

Workplaces that invest in empathy see stronger collaboration, fewer interpersonal issues, and faster recovery from disruption.

Final thoughts

Empathy is not a buzzword. It’s a capability that can be built and measured. It makes good business sense to develop leaders who listen, connect and respond with insight. As Sanja Zivkovic (2022) notes, “Empathy makes leaders more effective - not less decisive. It is the fuel of inclusive, high performance cultures.”

References

Harvard Business Review (2025) Empathy Is a Non-Negotiable Leadership Skill

Muss, C., Tüxen, D. & Fürstenau, B. (2025) ‘Empathy in leadership: a systematic literature review’, Management Review Quarterly

Zivkovic, S. (2022) Empathy in Leadership: How It Enhances Effectiveness, International Scientific Conference

The Importance of Decision Making in Career Advancement

Wed, 09 Oct 2024 15:30:00 +1100

The ability to make sound decisions is not merely a desirable trait but a critical competency for those aspiring to climb the professional ladder into senior roles. Decision making, particularly under conditions of uncertainty, is a hallmark of leadership and is often a distinguishing factor in career progression.

This blog explores the significance of decision making in achieving promotions to more senior positions and underscores the necessity of timely decisions, even when complete information is not available.

Decision Making in Professional Growth

Decision making is integral to leadership and management roles. It directly impacts organisational success. Leaders are often required to make strategic choices that align with the company's objectives and drive growth. According to Drucker (1993), effective decision making is synonymous with effective leadership, as it involves selecting the best course of action among various alternatives to achieve desired outcomes.

In the context of career advancement, individuals who demonstrate robust decision making capabilities are more likely to be recognised as potential leaders. This recognition stems from their ability to navigate complex situations, manage risks, and seize opportunities that contribute to the organization's success (Yukl, 2013). Consequently, professionals who excel in decision making are often considered for promotions to senior roles where these skills are paramount.

The Necessity of Timely Decision Making

One of the challenges in decision making is the need to act swiftly, often with incomplete information. In today's fast paced business environment, the luxury of having all the data before making a decision is rare. Therefore, the ability to make timely decisions, even amidst uncertainty, is crucial. As noted by Eisenhardt (1989), successful leaders are those who can make decisions quickly and adapt to changing circumstances without being paralyzed by the fear of making mistakes.

Timely decision making is essential because it allows organisations to capitalise on opportunities and mitigate potential threats before they escalate. Leaders who can make prompt decisions demonstrate confidence and decisiveness which are qualities highly valued in senior roles. Furthermore, the capacity to make decisions under pressure reflects an individual's resilience and adaptability, further enhancing their suitability for leadership positions (Heifetz & Linsky, 2002).

Developing Decision Making Skills

To improve decision making skills, individuals should focus on several key areas:

1. Critical Thinking: Cultivating the ability to analyse information, evaluate options, and foresee potential outcomes is fundamental to making informed decisions.

2. Risk Management: Understanding and assessing risks enables leaders to make calculated decisions that balance potential rewards with possible downsides.

3. Emotional Intelligence: Recognising and managing emotions, both personal and in others, aids in making rational decisions and maintaining composure under stress.

4. Continuous Learning: Staying informed about industry trends and best practices equips individuals with the knowledge needed to make strategic decisions.

The ability to make sound and timely decisions is indispensable for those seeking to advance into senior roles. Decision making not only influences organisational success but also serves as a key indicator of leadership potential. As the business environment continues to evolve, the demand for adept decision makers will only increase, highlighting the importance of developing this critical skill set.

Linq HR are Australian Employment and Workplace Specialists assisting organisations and employees be their best at work. Ph 1300234566.

References

Drucker, P. F. (1993). Managing for the Future: The 1990s and Beyond. New York: Truman Talley Books.

Eisenhardt, K. M. (1989). Making Fast Strategic Decisions in High-Velocity Environments. Academy of Management Journal, 32(3), 543-576.

Heifetz, R. A., & Linsky, M. (2002). Leadership on the Line: Staying Alive through the Dangers of Leading. Boston: Harvard Business School Press.

Yukl, G. (2013). Leadership in Organizations. 8th ed. Upper Saddle River, NJ: Pearson Education.

Today We Proudly Celebrate World Micro, Small and Medium-Sized Enterprises (MSME) Day

Thu, 27 Jun 2024 11:45:00 +1000

Today, we proudly celebrate World Micro, Small, and Medium-Sized Enterprises (MSME) Day, recognising the extraordinary contributions of small businesses to our nation. In Australia, MSMEs are not just an economic asset; they are a powerhouse of jobs, innovation and employment, driving the country's economic engine.

Small businesses account for 98% of all businesses in Australia, employing over 5.1 million people. This represents 42% of private sector jobs, showcasing their pivotal role in providing employment opportunities across the country (ASBFEO). These enterprises are instrumental in sustaining local economies and communities, offering diverse job opportunities and fostering entrepreneurial spirit. They support large business and government services.

The economic significance of small businesses is immense. In 2021-22, the sector contributed over $506 billion to the Australian economy, equating to one-third of the nation’s GDP (ASBFEO). This substantial contribution underscores their importance in maintaining economic stability and growth, particularly during challenging times.

Furthermore, small businesses are integral in training and development, employing 42% of all apprentices and trainees in Australia. This commitment to nurturing talent ensures a continuous supply of skilled workers, essential for the country’s long-term economic health (ASBFEO).

MSMEs must be supported to be nimble and entrepreneurial so they can continue as the powerhouse of employment for the economy. By fostering an environment that encourages innovation and flexibility, we can ensure that these vital businesses invest, thrive and continue to provide essential employment and career opportunities for millions of Australians.

Linq HR as a small enterprise ourselves. We support MSME's to manage and grow their people through our expert range of Employment and Human Resources services.

Benefits of Writing a Position Description

Fri, 06 Oct 2023 14:03:18 +1100

Writing a position description is an important step in defining roles and also in the hiring process.

It’s a document that outlines the reporting relationship, objectives, key responsibilities, skills, and expectations of a specific role.

It can help clarify the expectations of both employers and employees, and to select the most suitable candidates.

Here are some advantages of writing a position description:

It helps to define the purpose and scope of the role, and how it fits into the organisation’s structure and goals. This can create motivation and alignment for the employee, and ensure that the activities and tasks necessary for the success of the business are covered by one role or another 1.
It provides a clear reference point for measuring and evaluating the employee’s performance, and identifying areas for improvement or development. It also forms the basis for appraisals, feedback, and recognition 1 2.
It enables a fair and consistent pay and grading system, based on the skills, experience, qualifications, and responsibilities required for the role 1 2.
It reduces the risk of disputes and conflicts, by providing a neutral and authoritative source of information about the role. It can also help to resolve any queries or issues that may arise during the employment relationship 1 3.
It facilitates the recruitment process, by providing a clear and concise overview of the role, and the ideal candidate profile. It can help to write effective job ads, design relevant interview questions, and assess candidates’ suitability 1 4.

It’s important for both the supervisor and employee to agree on the final position description. This is more so important when people are working remote.

Completing position descriptions for roles within your organisation can seem like a tedious or unnecessary task but overall they benefit employees with a clearer understanding of their role and provide structure for the employer.

Linq HR are specialists in Employment, Career and Vendor Selection. Ph 1300234566.

1.https://theprovengroup.com.au/the-importance-of-having-a-job-description-for-every-employee/

2. https://www.dlgva.com/5-key-benefits-of-a-well-written-job-description/

3.https://www.ajg.com/us/news-and-insights/2018/12/benefits-of-creating-and-maintaining-job-descriptions/

4.https://www.hays.com.au/employer-insights/recruitment-information/how-to-write-a-position-description

How do Human Resources Teams differ across Industries?

Mon, 26 Jun 2023 09:05:00 +1000

The Human Resources profession (or People & Culture or People Capability Profession et al. as the name transforms) is present supporting industries globally.

Its focus and skill sets vary depending on a number of factors such as;

the type of business being supported, private vs public sector as an example
the challenges at hand, such as place in the business cycle, changing customer requirements, and economic conditions
the type of leadership already present and their ambition, such as a leadership team trying to gain higher market share or one about to reshape their business and direction
employee mix, such as mining operations versus a bank or other service focussed company which have vastly different employee types, skills and professional levels. There are also other elements such as the diversity and inclusiveness of a workforce.
geographic scope, such as Asia Pacific
the value the leadership sees in its HR function, some like to partner closely with the HR function and others prefer predominately transactional support
level of influence from external parties such as government regulations, operations within small remote communities, or union activity
the level of employee engagement and company culture
the skill and strategic ability of the HR leader and their connection with the business
the skill and strategic ability of the HR team

Companies within certain Industries can seem to have similar cultures and directions, when compared against companies in other industries. This can drive the emphasis required from HR teams to be successful. For example, when Technology or Telecommunication companies are well funded and growing then talent acquisition, on-boarding, compensation, employee relocation, employee engagement and retention can be high on the HR agenda.

For mining and manufacturing companies, active unions can result in the HR team growing a strong Employee Relations focus and strong HR business partners across various divisions. Major projects can require dedicated HR business partner support.

In Supply Chain and Logistics, HR teams are often active on talent acquisition, flexible work practices due to changing customer demands, strong onboarding and performance management, regular training and engagement activities.

In Pharmaceutical, the need for highly educated scientific, medical and engineering skills can result in a strong talent acquisition team, and highly skilled specialist HR support who can be responsible for varying different internal functions with very different needs such as research, manufacturing, legal and sales.

In Government or government regulated industries such as Childcare, where procedural processes can be very important then HR teams would likely need at their core to be high on attention to process delivery to be successful.

Fortunately meeting these various demands on the function HR has a myriad of people joining from many backgrounds. Some of these backgrounds include law, business administration, psychology, economics, sociology, engineering, science, teaching, and those who may have found HR almost accidentally through avenues such as agency recruiting and bookkeeping.

HR teams formed with both the company and industry in mind are the most successful in providing the right balance of focus and HR support.

Linq HR are specialists in Employment, Career and Vendor Selection. Ph 1300234566.

Identifying Workplace Training Needs

Wed, 17 Feb 2021 13:14:16 +1100

Organisations need to continually train its employees.

It does this to teach new skills, develop leaders, and remain competitive.

Training can be described as on the job, near the job, or offsite.

As a guide this meaning most training (approx 70%) is done whilst people are working everyday.

20% through development challenges and collaboration with others, and 10% by attending program away from the regular workplace including online training.

The best value from developmental and offsite training is captured if the employee has a chance to use those skills as they return to their workplace, and all employee training must be relevant to the direction of your organisation.

So next time you decide to look for a new training provider to assist with delivering of your training needs then call Linq HR for assistance at 1300234566 or complete an online enquiry form and a Linq HR Broker will contact you.