An Interview With Cynthia Corsetti
Empathy builds trust: Empathy strengthens trust by showing your team that you value their feelings and experiences. A great example for this is Satya Nadella, CEO of Microsoft who early in his leadership, encouraged a shift from a “know-it-all” culture to a “learn-it-all” culture. He created an environment where employees felt safe to take risks and learn from mistakes, allowing them to experiment and innovate without fear of failure, and leading to a more collaborative and transparent culture. In essence, I can’t trust you if I don’t feel that you feel me.
Empathy, the ability to understand and share the feelings of another, is increasingly recognized as a pivotal leadership trait. In an ever-evolving business landscape, leaders who exhibit genuine empathy are better equipped to connect, inspire, and drive their teams towards success. But how exactly does empathy shape leadership dynamics? How can it be harnessed to foster stronger relationships, improved decision-making, and a more inclusive work environment? As part of this series, we had the pleasure of interviewing Myrto Legaki, Leadership & Corporate Wellbeing Consultant.
Myrto is a Leadership and Corporate Wellbeing Consultant, as well as the founder of the One Breath Mindfulness Center, a trailblazing organization which offers scientifically proven leadership development programs that holistically support the human potential within businesses.
At the forefront of leading organizations, Myrto collaborates with major corporations such as AbbVie, BAYER, GlaxoSmithKline, Google, Microsoft, MSD, Nestlé, Novartis, Phillip Morris and Roche, assisting leaders, executives and teams in unlocking their full potential through leadership trainings that integrate neuroscience, psychology and mindfulness techniques.
A sought-after speaker around the world, Myrto delivers engaging keynotes and workshops on core leadership skills, wellbeing, mental health, women’s leadership, diversity & inclusion, and mindfulness. With 15 years of experience as a management consultant and marketing manager in New York, London, and Athens managing diverse teams, Myrto brings a wealth of practical insight to her work.
Myrto has been trained in teaching mindfulness-based interventions at the University of Massachusetts and at Brown University, and is a systemic psychotherapist in training at the Athenian Institute of Anthropos (AKMA). Her academic background includes a degree in Finance from the University of Piraeus and an MBA in Leadership and Communication from Boston University.
She volunteers as a mentor for Women On Top, 100 Mentors and Make-A-Wish and her social impact work includes supporting women with breast cancer as well as children with disabilities.
Thank you so much for joining us in this interview series. Before we dive into our discussion about empathy, our readers would love to “get to know you” a bit better. Can you share with us the backstory about what brought you to your specific career path?
My background is in management consulting and marketing strategy. For 15 years I worked across the world in high-performance environments with diverse teams. At some point, chronic stress caught up with me and I faced a brutal burnout, which also led to me suddenly losing 100% of my hearing on one side during my pregnancy. I had to rethink the way I was leading my life and approaching work and stress. That’s when I turned to mindfulness practice, which rapidly and radically transformed my relationship with challenges, helped me cultivate resilience and regain my physical and mental health. I then went through a rigorous professional training to integrate mindfulness with neuroscience and psychology, specifically in leadership settings.
Since then, I’ve been passionate about creating more human-centered workplaces and supporting leaders in realizing their true potential. Self-awareness is a central theme in my work, running through everything I do — from leadership trainings and keynote speeches to C-Level executive coaching and team-building workshops. I wholeheartedly believe that by harnessing the power of our mind, we can shape our reality, living and leading with more presence and purpose.
Can you share the most interesting story that happened to you since you started your career?
I don’t know if it’s the most interesting moment but it was certainly the most affirming and it happened during a leadership retreat I was facilitating. The focus of the session was emotional intelligence, and I could sense that one senior executive in the group was skeptical, visibly disconnected from the exercises. We reached a point where we practiced mindfulness, 15 minutes of quiet breathing, a moment to pause and reflect withoug judgement. It seemed so simple, yet afterward, when we were sharing our experience in the group he said “For the first time in my life I realize I have a body and I am breathing”. He shared that this newfound clarity would change the way he leads, he listens and he connects. Needless to say the entire group, including myself, were blown away and infinitely inspired!
What do you think makes your company stand out? Can you share a story?
My team and I have been serving some of the world’s largest and most influential organizations globally, such as AbbVie, GlaxoSmithKline, Google, Microsoft, MSD, Nestlé, Novartis, Phillip Morris and for most of these relationships we are strategic partners in HR, Culture Change and Learning & Development. We typically work with CEOs, Leadership Teams and CHROs.
We always strive to approach each client as a unique challenge and therefore we customize every single training program to their needs. We’re also very experienced with large-scale trainings to thousands of employees, in any format (online, in-person or hybrid), and our signature approach is all about interaction, embodied learning and engagement. There is no one-size-fits-all in our programs, simply because every organization is unique. So we spend a lot of time to fine tune our offerings and we take pride in cultivating long term relationships.
Apart from trainings and workshops on leadership development, over the years we have delivered truly unique workshops to support leadership teams with out-of-the-box approaches. One such example is when the war in Ukraine broke out, we supported two different global FMCG clients whose operations were heavily impacted by the war, to open up the conversation about feelings of fear or uncertainty and help their CEOs convey a message of reassurance and firm leadership to the entire company.
For other clients, we’ve created in-depth trainings for the leadership team that moved the needle by creating a cohesive team and a common vision. With some other clients, we may have started out by delivering a keynote speech for a conference and are now we are implementing large-scale culture transformation projects that span multiple countries. I think in the end though, what makes us stand out it the integrity and passion with which we approach each project.
You are a successful business leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
Grit has to be one of them. When I set my eyes on a goal, I am determined to make it happen. Sometimes that came at a high cost in the past, but this was a lesson I needed to learn! Resilience is another one. I’ve had to recover multiple times from setbacks and I’ve had to start again many times. It’s these hardships that made me stronger. But I think what contributed more to succeeding was a passion for everything I do and a deep sense of purpose.
Leadership often entails making difficult decisions or hard choices between two apparently good paths. Can you share a story with us about a hard decision or choice you had to make as a leader? I’m curious to understand how these challenges have shaped your leadership.
There was definitely not shortage of hard choices, but as J.K. Rowling said “it is our choices that show what we truly are, far more than our abilities.” One of the toughest decisions I’ve had to make was transitioning from a leadership role in the corporate world to becoming an independent consultant, trainer, and keynote speaker in leadership and corporate wellbeing. When I first embarked on this journey (pre-COVID), topics like wellbeing, mental health, and leadership training weren’t seen as the priorities they are today. At the time, organizations often viewed them as “nice-to-haves” rather than essential. Despite my strong belief that these services were crucial for fostering high-performing, human-centric organizations, it took patience and faith for the industry to catch up to this reality. Thankfully, the shift has come, and the importance of these areas is now widely recognized.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. Let’s begin with a basic definition so that all of us are on the same page. How do you define empathy in a leadership context, and why do you believe it’s a vital trait for leaders to possess in today’s work environment?
Daniel Goleman gave a wonderful definition of empathy in his Emotional Intelligence model, as the ability to recognize, understand, and share the thoughts and feelings of others. Personally, in a leadership context, I see empathy as the ability to truly understand and connect with the emotions, perspectives, and challenges of your team or colleagues. It’s not just about listening; it’s about actively putting yourself in someone else’s shoes and considering their experience as if it were your own. This goes beyond offering solutions. it’s about validating emotions and creating a space where individuals feel understood and valued. It’s also about acknowledging nad understanding your own emotions first, in order to cultivate awareness for the emotions of others.
Can you share a personal experience where showing empathy as a leader significantly impacted a situation or relationship in your organization?
There was a time early in my career when one of my team members started missing deadlines, and it was putting pressure on the whole project. Instead of jumping straight into addressing the performance issue, I pulled them aside for a chat to understand what was really going on. As it turned out, they were dealing with some challenging personal issues that were affecting their work.
By simply listening and showing some empathy, I offered some flexibility with their tasks. The shift was almost immediate — not only did their work improve, but they also felt more supported, and our team dynamic got stronger. It wasn’t just about fixing the problem; it was about building trust and creating a more connected team.
How do empathetic leaders strike a balance between understanding their team’s feelings and making tough decisions that might not be universally popular?
That’s a tough one but it’s always about striking a delicate balance between being authentic, human-centric and also effective towards the team’s goals. But I think the problem lies in that we believe empathy is being “soft” whereas I think I would put it as “doing hard things in a more human way”.
How would you differentiate between empathy and sympathy in leadership? Why is it important for leaders to distinguish between the two?
Empathy and sympathy are often confused, but they’re quite different. Sympathy is feeling sorry for someone from a distance, whereas empathy is about truly connecting with someone by understanding their perspective without judgment. As Brené Brown says, “empathy fuels connection, while sympathy drives disconnection,” which is especially true in leadership. Sympathy can create an uneven power dynamic, often leading to more isolation, while empathy fosters trust and stronger connections by showing genuine understanding and care.
What are some practical strategies or exercises that leaders can employ to cultivate and enhance their empathetic skills?
Some leaders are naturally more empathic, while others can cultivate this skill. In my leadership trainings there are a few practical and very effective strategies that I use to help leaders cultivate empathy.
- Mindfulness Exercises: Nothing cultivates empathy quite like mindfulness. The more mindful we become, the more self-aware we are of our own body sensations, emotions and thoughts, which in turn enhances our ability to understand those of others. Multiple studies have shown that leaders who practice mindfulness become more attuned to their inner emotional states, and this heightened self-awareness helps them better connect with the emotions of their teams, leading to greater empathy and resilience.
- Active Listening: This exercise focuses on giving someone your full attention by tuning into both verbal and non-verbal cues without judgment or making assumptions. It involves asking thoughtful follow-up questions and reflecting back what you’ve heard to ensure mutual understanding. In my experience, It’s typically a challenging exercise, especially for those who are prone to speaking more rather than listening. But I often remind leaders that nature gave us two ears and one mouth for a reason — listening should always be prioritized.
- Change Perspectives: The “Same Side Mindset” exercise is a powerful tool that encourages leaders to consciously put themselves in another person’s position, considering not just the circumstances but also the emotional and contextual factors influencing their experience. By reflecting on how they might feel in similar situations, leaders can move beyond surface-level reactions, fostering a deeper understanding and minimizing judgment. Sometimes it even helps to visualize physically moving your chair next to the person, rather than sitting across from them. This subtle shift symbolizes viewing the situation from their perspective and reinforces a collaborative, compassionate approach to problem-solving.
How can empathy help leaders navigate the complexities of leading diverse teams and ensure inclusivity?
Nothing tests a leader’s empathy more than leading a diverse team. I once worked on a globally distributed team where time zone differences, cultural nuances, and varying communication styles frequently caused misunderstandings — a true melting pot! The leader at the time demonstrated empathy in action: she took the time to individually interview each team member, gaining a better understanding of how these differences affected their work and collaboration. This input then helped her adjust meeting times, format and communication approaches to ensure everyone felt heard and respected. Suffice to say that even though not all “prayers” were answered, the fact that she acknowledged the situation and took the time to put herself in others’ shoes, made a huge difference.
Based on your experience and research, can you please share “5 Ways Empathy Will Affect Your Leadership”? If you can, please share a story or an example for each.
1 . Empathy builds trust: Empathy strengthens trust by showing your team that you value their feelings and experiences. A great example for this is Satya Nadella, CEO of Microsoft who early in his leadership, encouraged a shift from a “know-it-all” culture to a “learn-it-all” culture. He created an environment where employees felt safe to take risks and learn from mistakes, allowing them to experiment and innovate without fear of failure, and leading to a more collaborative and transparent culture. In essence, I can’t trust you if I don’t feel that you feel me.
2 . Empathy boosts emotional intelligence: As I mentioned before, empathy is a powerful connector. It helps leaders better understand and manage the emotional states of their teams, which becomes especially critical during challenging times. A few years ago, I coached a highly driven leader who was delivering great business results but struggling to connect with his team, who was becoming increasingly unhappy. We worked on cultivating empathy, starting with him tapping into his own emotions and learning how to make space for the feelings and perspectives of his team. By the end of our training, his transformation was so remarkable, that one of his team members said in a meeting “You’re part of the team now, not just running the team.”
3 . Empathy increases engagement: I once read about how Indra Nooyi, former CEO of PepsiCo, known for her highly empathetic leadership style, demonstrated it in action. She would often write letters to the parents of her senior executives, acknowledging the role their upbringing had played in shaping great leaders. This gesture of recognizing the whole person, not just the employee, fostered deep loyalty and commitment, driving greater engagement and performance within the organization.
4 . Empathy strengthens productivity: In a 2023 study by Ernst & Young, 88% of employees felt that empathetic leadership increased productivity in the workplace. It’s no surprise. When you’re leading, the question you should be asking yourself constantly is “Why should other people follow you?” If they feel you care, they will follow.
5 . Empathy boosts innovation: When a leader is empathetic, innovation and idea sharing within the team naturally increase. Team members feel more trust and are willing to take greater risks in expressing their opinions or proposing creative solutions. Empathy, much like what Amy Edmondson describes with psychological safety, creates an environment where individuals feel safe to speak up without fear of judgment or failure. This sense of security is key to unlocking a team’s full creative potential, allowing new ideas to thrive and collaboration to flourish.
Are there potential pitfalls or challenges associated with being an empathetic leader? How can these be addressed?
This is a great question and often overlooked! The same E&Y study I mentioned above, revealed that while employees overwhelmingly recognized the importance of empathy, 52% felt that their organizations’ attempts to express empathy often seemed disingenuous if not followed up with meaningful actions. So leaders beware — it’s not just about expressing empathy, but about pairing it with genuine, consistent actions to foster trust and authenticity in the workplace.
Off-topic, but I’m curious. As someone steering the ship, what thoughts or concerns often keep you awake at night? How do those thoughts influence your daily decision-making process?
As a purpose-driven leader, I’m concerned about making a difference and moving the needle with my work, whether this means supporting a CEO in cultivating leadership presence, delivering an engaging keynote on wellbeing and moving a large audience to inspire healthy habits, or running a culture transformation project to empower women in leadership. At the end of the day I am always asking myself: “Did I make an impact?”
You are a person of great influence. If you could start a movement that would bring the most amount of good to the most amount of people, what would that be? You never know what your idea can trigger. 🙂
Perhaps I’m partial, but I believe that self-awareness through mindfulness can change the world. It can lead to better decisions for the common good and the world we all live in. I’m not asking for much, but if every leader took 5 minutes to consciously breathe every single day, to cultivate clarity and empathy, the world would be a much better place.
How can our readers further follow you online?
My profile on LinkedIn is Myrto Legaki @myrtolegaki and my website is https://www.myrtolegaki.com. I regularly write about all things leadership, wellbeing, mindfulness and empowering women leaders and I would love to connect, so feel free to reach out!
Thank you for the time you spent sharing these fantastic insights. We wish you only continued success in your great work!
About the Interviewer: Cynthia Corsetti is an esteemed executive coach with over two decades in corporate leadership and 11 years in executive coaching. Author of the upcoming book, “Dark Drivers,” she guides high-performing professionals and Fortune 500 firms to recognize and manage underlying influences affecting their leadership. Beyond individual coaching, Cynthia offers a 6-month executive transition program and partners with organizations to nurture the next wave of leadership excellence.
Myrto Legaki: 5 Ways Empathy Will Affect Your Leadership was originally published in Authority Magazine on Medium, where people are continuing the conversation by highlighting and responding to this story.