1. What does empathy-led leadership look like to you?
Simple: meeting the person you engage with where they are.
It’s not always possible for each individual, especially if you manage a big team, but each key interaction should be an evaluation of their workload, mindset set, and emotional space before it’s about their task list. This sounds like it could be more time-consuming, but if you practice, it becomes part of the natural conversation and definitely leads to better outcomes.
2. Why is hustle culture no longer sustainable?
Too much of hustle culture is performance, not practice. It prioritises quantity over quality and is simply too hectic to maintain. The world has also shifted to a deeper understanding of wellness, and so we are smarter about the long-term effects and who all suffers. A late night here and there isn’t entirely off the cards, though, don’t get me wrong, but it’s about ensuring it’s the exception, not the rule.
3. How is tech changing the pressure leaders face?
A lot of the tech is helpful, but it also creates fear. If you cannot keep up with exactly how it works and can not easily master the latest updates, it means you know less than your staff or competitors, so it’s constant pressure to keep upskilling on top of your to-do list.
4. What’s the “human cost” of always doing more, faster?
Aside from exhaustion and burnout, it simply that it takes away from human creativity and ingenuity. When there’s constant pressure to deliver more and to do it faster, there is no time for deep thinking, for analysis, for experimentation, for creativity. Constantly doing more, faster, means we run the risk of producing mass-scale mediocrity.
5. Why do you think emotional intelligence is underrated in leadership?
It’s only in recent years that we’ve made room for emotional intelligence to exist as a skill, value, and attribute in the workplace, so in many ways, we’re still challenging age-old accepted norms around what effective leadership looks like. This is definitely changing and will continue to do so, but only if we keep having conversations about the importance of fluidity and empathy in leadership, if the goal is for people to thrive. Which it should always be.
6. How can leaders show up with more intuition and flexibility?
It starts by acknowledging that there is a need to lead with more empathy, fluidity, flexibility, and intuition. Why? Because we’re people, not machines.
7. How can teams benefit from more fluid, connected leadership?
Fluid, connected leadership helps teams thrive by fostering a culture of presence, clarity, and trust. Leadership isn’t, and shouldn’t be, a static effort but rather an adaptable approach that changes with the situation.
8. What happens when leaders ignore their team’s emotional well-being?
It leads to burnout and resentment – and in those conditions, nobody does well. Leaders who promote and encourage the well-being of the individuals in their team know that the long-term benefits far outweigh the short-term wins that result from pushing people to do things better and faster.
9. What would a truly human-centric workplace look like?
It’s a space that’s built around the people and where empathy is a core value.
10. What’s one way leaders can start leading more meaningfully today?
It starts with creating an environment where team members feel comfortable being vulnerable, sharing new ideas, and admitting mistakes without fear of punishment or ridicule. Leaders should regularly ask for feedback, encourage open dialogue, and model vulnerability.
De Wet adds: “I believe the future belongs to leaders, irrespective of gender, who embrace these qualities. Teams led with empathy, simplicity, connection, and fluidity consistently outperform those driven by fear, complexity, and rigidity. For me, the human way isn’t just the right way, it’s the only way forward.”
