Many researchers and authors have highlighted the importance of the emotional link in the professional environment (Amy Cuddy, Swan Fiske, Peter Glick, etc.).
The illustration above reflects the deep feeling you develop towards a person who combines skills with human warmth or empathy.
A warm but incompetent manager will engender feelings of compassion, disinterest, pity and possibly a lack of respect.
On the other hand, a manager who creates a high-quality interpersonal link with their team or colleagues and who is also perceived as competent will awaken a feeling of admiration. They will also gain stronger support and active commitment from their staff.
Someone who is regarded as very competent in his field but who has little empathy may engender envy. If their image is very authoritarian, the behavior around them will be dysfunctional. In other terms, in a relationship based on compulsion, there is no trust: the management rules by fear. In short, the team members do not actually feel good and adopt masks to respond to the stress they feel.
In these situations we may have the false impression that the activity is efficient and that the team is functioning well but it will not be too long before the boomerang effect makes itself felt.
Authoritarian management without empathy often ends in a reduction in the teams’ potential. Their creativity crumbles through a lack of dialogue and involvement as well as the lack of capacity to resolve problems.
There is a 1-in-2000 chance that a manager who is not appreciated much will be considered a good leader.
Human warmth, the capacity to create connections, is a genuine vector of influence. It creates trust, inclusion and the connection needed to make staff flourish. In other words, the sympathy capital you give someone stimulates collective commitment.