Data showing the importance of empathy in corporate organizations is still limited. 

However, some studies have attempted to demonstrate its potential value.   A number of scholars claim that the most outstanding leaders of past, present, and future, are those who focus on helping others and on teaching them to reach beyond their self-imposed limitations (McColl-Kennedy, J.R. & Anderson, R.D., 2002). 

For example, President Lincoln was known as a very charismatic leader, who led with empathy and owned the ability to perceive any discord amongst his team in an objective manner.   Rogers (1975) mentions that evidence ‘‘points strongly to the conclusion that a high degree of empathy in a relationship is certainly one of the most potent factors in bringing about change and learning.’’ 

According to Goleman (1998, p. 100), ‘‘empathy is particularly important today as a component of leadership for at least three reasons: the increasing use of teams, the rapid pace of globalization, and the growing need to retain talent.’’

This means ‘‘thoughtfully considering employees’ feelings—along with other factors—in the process of making intelligent decisions.’’

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