Dr Angela Butts Chester: 5 Ways Empathy Will Affect Your Leadership

An Interview With Cynthia Corsetti

Building Trust and Rapport: Empathy is a powerful tool for building trust and rapport with your team. When you show genuine concern for your employees’ well-being, it fosters a sense of safety and belonging.

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 Dr. Angela Butts Chester.

Dr. Angela Butts Chester is a Pastoral Counselor in private practice, an author, cancer survivor, and host of talk radio show Daily Spark with Dr. Angela and its award-winning sister show, Daily Spark TV. As Editor-in-Chief of PASSIONEER Magazine, this bi-monthly magazine features articles on lifestyle + passion for purpose. Dr. Angela also provides a weekly podcast for women in leadership to have a positive space on PASSIONEER Magazine The Podcast. Dr. Chester has also served as an Associate Pastor and has built a reputation as a thought leader on issues related to Spiritual Wellness (motivation) and Women’s Empowerment as an international motivational speaker.

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?

When I was a teenager, I had a conversation with my Pastor. I explained how I loved helping others, and that I wanted to be able to share my faith by preaching/teaching others the word. After a discussion, he suggested Pastoral Counseling. That Pastor was Dr. Brian Blount, and his advice was golden. He went on to be the President of Union Presbyterian Seminary, and I did as he suggested. All these years later, I am still excited every day that I get to help others; nothing could be better.

The media aspects are answers to later prayers. Radio came first, followed one year later by television. The magazine and podcast are the cherry on top. By providing a platform for others to express themselves, I get to meet amazing people, while sharing their stories of inspiration and hope.

As a speaker and author, I share on Women’s empowerment. Reminding women to walk in the purpose and shine the light they have been given. Each person has been given a talent to share with the world. Some talents are big or loud, others are smaller or soft. No matter what portion you have been given, I believe we have been tasked to share it with the world.

Can you share the most interesting story that happened to you since you started your career?

I was the keynote speaker at a Women’s Luncheon. A young lady came up to me and said she really enjoyed my speech and she too, hoped to work with women and children. I asked if she was able to get on the MEDS or PACE track (high school) and she confirmed she was a PACE student. I asked about college, and she listed her top 5; all great choices. I then asked if I could pray with her about the awesome and amazing future that she would be walking into. We prayed. She then asked if she could take a picture with me, and I agreed.

I later found out she was with a group of young ladies who had been sponsored by a local community group to attend. I may have touched that young lady’s heart, but she touched mine as well. I hope she has become all that she dreamed of.

What do you think makes your company stand out? Can you share a story?

What sets us apart and makes us different is our unwavering commitment to a holistic approach that places the well-being of individuals at the core of everything we do. I approach my work with a perspective rooted in faith and a deep care for the person, and this philosophy influences every aspect of what I do.

Here are some key elements that I believe make us stand out:

Holistic Approach: I take a holistic view of well-being, recognizing that it’s not just about physical health but also includes emotional, mental, and spiritual well-being. Our programs and services address all these aspects to help individuals achieve balance and fulfillment in their lives.

Faith-Based Values: Guided by faith-based values that emphasize compassion, empathy, and a commitment to serving others.

Individual Care: I genuinely care about people. So, this means I take the time to understand each individual’s unique needs, challenges, and aspirations, and we provide support tailored to their specific circumstances.

Community and Connection: We foster a sense of community within our organization, where individuals feel a sense of belonging and support. This community extends to our customers and partners, creating a network of individuals who share our values.

Long-Term Impact: Our focus is not solely on short-term gains but on making a lasting and positive impact on the lives of the people we touch. We measure our success by the improvements in well-being and the sense of purpose that individuals experience.

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?

Certainly! I believe that several character traits have been instrumental to my success. While it’s challenging to narrow it down to just three, here are the three I consider most vital.

1. Resilience: Resilience is the ability to bounce back from setbacks and adapt to challenging situations. It’s a crucial trait for leaders because they often face high-pressure scenarios and must persevere through adversity.

Early in my career, I faced a significant business downturn due to a breast cancer diagnosis. I worked as long as I was able, but unfortunately, I decided to close temporarily to focus on my journey to wellness. Despite the outlook of having to start over again, I remained resilient, focused on finding solutions, and maintained my determination to turn the situation around once I was better. I restructured, made tough decisions, and put in place a strategic plan that eventually led to a remarkable recovery. This experience reinforced the importance of resilience in leadership, showing that even in the face of adversity. You can return to former success with the right mindset and strategies.

2. Adaptability: In a rapidly changing business environment, adaptability is a key trait. Successful leaders must be willing to embrace change, pivot when necessary, and lead their organizations through transformations and disruptions.

One of the most significant changes I faced was the shift to digital technology. I recognized the need to adapt our traditional business model to thrive in this new landscape. We invested in technology, retrained the traditional aspects that were appropriate, and expanded our digital presence. This adaptability allowed us not only to survive during the pandemic but also in a changing market and space. The ability to pivot and adapt to new trends and technologies has been critical to our long-term success.

3. Empathy: Empathy is a valuable trait for building strong relationships, understanding team dynamics, and fostering a positive company culture. It’s essential for effective leadership and employee engagement.

I once had a team member who was going through a challenging personal situation. Instead of simply addressing the work-related aspects, I took the time to talk with them and understand their emotional state. I expressed empathy by offering support and flexibility, allowing the team member to manage their work and personal lives more effectively. This act of empathy not only strengthened our professional relationship but also significantly improved their loyalty and commitment to the team.

Yes, resilience, empathy, and adaptability are three character traits that have been instrumental to my success. These traits have helped me overcome challenges, build strong relationships, and navigate the ever-evolving business landscape. While there are many other valuable traits that contribute to effective leadership, these three have consistently proven their worth throughout my journey.

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.

One of the most challenging decisions I had to make as a leader was related to a significant restructuring of our organization. This decision was prompted by a combination of factors, including changes in our industry landscape, technological advancements, and the need for greater efficiency.

A few years ago, we were a long-standing player in a traditional industry, and we had built a strong reputation and a loyal customer base. However, as technology continued to advance, it became clear that our industry was shifting rapidly toward digital solutions and automation. To remain competitive and relevant, we needed to adapt and embrace these changes.

The challenge lay in how we would navigate this transformation. We faced a difficult choice between two paths. On one hand, we could continue operating with our existing structure, preserving our legacy systems and processes. This would require minimal disruption and allow us to maintain our current customer base. On the other hand, we could opt for a comprehensive restructuring, investing in cutting-edge technology, letting go of some team members, finding a new workforce, and repositioning ourselves as a digital-first company. This path held the promise of future growth but came with significant short-term costs and uncertainties.

The decision was difficult because it had profound consequences on some team members, many of whom had been with us from the start. It meant letting go of some legacy systems and traditional roles, which could lead to job displacements. Ultimately, we had to prepare for a significant shift and do it with minimum disruptions.

After extensive deliberation and consultation with our leadership team, I made the difficult choice to pursue the comprehensive restructuring. We believed this was necessary to ensure the long-term sustainability and competitiveness of our organization. Keeping others in mind, they were informed sooner rather than later. This gave them a few months to make the needed personal adjustments to what was to come. However, it was emotionally challenging because it meant affecting the lives and careers of many dedicated team members who had contributed to our success.

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?

In a leadership context, empathy can be defined as the ability to understand and share in the feelings, perspectives, and experiences of others, including team members, colleagues, and stakeholders. It goes beyond simple sympathy or understanding on a surface level; it involves a deeper and more genuine connection with the emotions, concerns, and needs of those you lead. Empathetic leaders strive to see the world through the eyes of others, creating an environment where individuals feel heard, valued, and supported.

Empathy is a vital trait for leaders to possess in today’s work environment for several key reasons:

1. Enhanced Relationships and Trust: Empathy fosters stronger, more authentic relationships between leaders and their teams. When leaders understand and acknowledge the feelings and perspectives of team members, it builds trust and rapport, creating a more positive and cooperative work atmosphere.
2. Effective Communication: Empathetic leaders are better communicators. They actively listen, seek to understand, and respond with compassion. This open and empathetic communication leads to fewer misunderstandings, better alignment, and more constructive feedback.
3. Conflict Resolution: Empathy is a powerful tool for resolving conflicts. When you recognize and validate the emotions and concerns of those involved, leaders can mediate disputes more effectively and guide the team toward resolution.
4. Employee Well-Being: In today’s work environment, employee well-being is of paramount importance. Empathetic leaders acknowledge the personal and professional challenges that team members face. By offering emotional support and understanding, leaders contribute to the overall mental health and job satisfaction of their teams.
5. Increased Employee Engagement: Empathy contributes to higher levels of employee engagement. When team members feel valued, understood, and appreciated, they are more likely to be emotionally invested in their work and motivated to perform at their best.
6. Innovation and Collaboration: Empathy encourages collaboration and innovation. It creates a safe space where team members are more willing to share their ideas and concerns. This diversity of perspectives leads to better problem-solving and more creative solutions.
7. Customer-Centric Approach: In a customer-centric world, empathetic leaders understand the needs and preferences of their clients. This enables organizations to provide better products and services that align with customer expectations.

In today’s rapidly evolving work environment, where diversity, inclusion, and well-being are valued, empathy is a fundamental trait that not only enhances leadership effectiveness but also contributes to organizational success; both being important. It creates a culture of trust, support, and collaboration, enabling leaders to navigate challenges and build strong, motivated teams that can adapt and thrive in any setting. Empathy is an essential cornerstone of modern leadership, helping leaders and organizations achieve sustainable and ethical growth. Gone are the days of an uncomfortable work environment.

Can you share a personal experience where showing empathy as a leader significantly impacted a situation or relationship in your organization?

Sure! It revolved around a talented team member who was consistently underperforming, and the situation required a compassionate approach to address effectively.

The team member, whom I’ll refer to as Rose, had been a valuable contributor for many years. However, over a period, her performance began to decline, and it was clear that something was awry. She missed deadlines, and her once-positive attitude had turned negative. There were discussions about potential disciplinary actions.

Instead of taking a punitive approach, I decided to have a one-on-one conversation with Rose to understand what was causing the decline. I began the conversation by expressing my concern for her well-being and the noticeable changes in her work. I made it clear that my primary goal was to support her and help her get back on track.

As we talked, it became evident that Rose was dealing with significant personal issues outside of work. She had experienced a series of family crises, including dealing with devastating flooding due to a natural disaster with her parents, and other personal challenges. These issues had overwhelmed her, making it difficult for her to focus on her job.

Instead of chiding her for her declining performance, I offered her support and resources. I encouraged her to take some time off to address her personal matters and assured her that her job was secure during her absence.

This empathetic approach made a profound impact on Rose. She felt heard, valued, and supported. She took the time she needed to address her personal challenges and gradually returned to work with renewed dedication. Her performance improved significantly, and she contributed positively to the team.

This experience reinforced the importance of empathy in leadership. It showed that by genuinely caring about the well-being of team members and taking an understanding approach, leaders can not only help individuals overcome personal challenges but also create a more compassionate and resilient work environment. Looking back, I noticed that the impact of empathy was not limited to just Rose but radiated throughout the organization, strengthening our team’s cohesion and overall performance. They noticed that my words were actions.

How do empathetic leaders strike a balance between understanding their team’s feelings and making tough decisions that might not be universally popular?

I find in today’s rapidly changing and complex landscape, the role of a leader has evolved significantly. It’s no longer enough to simply make decisions from a top-down perspective; successful leaders now understand the importance of being empathetic leaders. By connecting with their teams on a deeper level, it fosters trust, creating a more supportive and collaborative work environment.

Striking a balance between empathy and decision-making is essential. I believe that being an active listener, involving the team, and being transparent will help get you to the desired result.

When you encounter resistance to a decision, take the time to understand the concerns and objections. If this is a new concept for you and your team, take a full pause to shift gears to active listening. Give your team members a platform to express their feelings and thoughts and show them that their input matters.

Empower your team by involving them in the decision-making process whenever possible. Seek their input, solicit their ideas, and let them participate in shaping the outcomes. When your team feels that they have a say in the decisions that affect them, they are more likely to support the choices made.

Lastly is transparency. Transparency is the key to all of it. Explain the rationale behind your decision, including the factors you are considering and their implications for the team and business. When your team understands the ‘why’ behind your choices they are more likely to accept the decision, making an unpopular decision more palatable.

How would you differentiate between empathy and sympathy in leadership? Why is it important for leaders to distinguish between the two?

Great question. Differentiating between empathy and sympathy is essential for leaders because the way they approach and respond to their team members’ emotions can have a significant impact on their leadership effectiveness and the overall work environment.

Empathy involves caring, understanding, and choosing to recognize the feelings and perspectives of others. It is the ability to step into someone else’s shoes, recognize their emotions, and offer support or understanding without necessarily sharing the same emotional state. Empathetic leaders seek to understand their team members’ experiences, and in turn, respond with compassion. They acknowledge their team members’ feelings and validate their experiences, fostering a deeper connection and trust.

Sympathy, on the other hand, involves acknowledging someone’s emotions from a distance. It’s a more passive response, often accompanied by expressions of pity or condolences for another person’s situation. Sympathetic leaders might express concern for their team members’ difficulties but may not deeply connect with their feelings or perspectives.

Empathy allows leaders to better understand the root causes of issues, which can lead to more effective decision-making. Many times, this is attributed to having had more inclusive discussions thanks to a safe space work culture. Empathy can be interpreted as being emotionally supportive during challenging times, especially during issues of well-being and mental health matters.

When leaders demonstrate empathy, team members feel heard and valued, leading to stronger trust and rapport.

While sympathy is appreciated it’s important for leaders to distinguish between the two. Sympathy can sometimes be seen as disingenuous, insincere, or detached, whereas empathy fosters a more genuine and meaningful connection. Leaders who choose empathy over sympathy are more likely to create an environment where team members feel understood, valued, and motivated to perform at their best.

What are some practical strategies or exercises that leaders can employ to cultivate and enhance their empathetic skills?

How can empathy help leaders navigate the complexities of leading diverse teams and ensure inclusivity?

The worldview is expanding. What was once considered “the other side of the world” has gotten closer thanks to apps and social media. Navigating the intricacies of leading diverse teams and ensuring inclusivity is a critical task for today’s leaders. Empathy can be a powerful tool in this endeavor, as it allows leaders to connect with team members from different backgrounds and better understand their unique perspectives.

Firstly, when leaders take the time to listen to their team members and understand their challenges and concerns, they can create a more supportive and inclusive work environment. This is one way to change work culture.

Secondly, empathy helps leaders to see beyond their own biases and assumptions, and to appreciate the perspectives of people who may have different backgrounds, experiences, or be in a different age group. This can help to avoid misunderstandings and conflicts and create a workplace culture that values diversity and inclusion.

Understanding the value of a diverse perspective enables leaders to actively listen to and understand the perspectives, experiences, and challenges of the team members. Diversity isn’t just about including someone from another race, rather it is recognizing the unique needs and concerns of individuals from different backgrounds, whether it is culture, gender, social, economic, or any other dimension of diversity.

An empathetic leader recognizes that one size does not fit all when it comes to leadership. Learning to tailor your leadership approach to the team is an invaluable skill for the leader. By understanding the diverse needs and aspirations of team members, leaders can tailor their approaches to provide the necessary support and opportunities for growth to everyone, thereby enhancing their potential.

Lastly, lead by example. When leaders demonstrate empathy, they set the standard for the team. When a high expectation is in place, high expectations will be met. By modeling inclusive and empathetic behavior, leaders encourage their teams to do the same, thus creating a culture that cascades throughout the organization.

Ultimately, empathy is not just a soft skill, but a crucial trait for effective leadership in today’s complex and rapidly changing world.

What’s your approach to ensuring that succession planning is a holistic process, and not just confined to the top layers of management? How do you communicate this philosophy through the organization?

Succession planning is a crucial process that ensures the continued success and growth of an organization. Ensuring that succession planning is a holistic process that extends beyond the top layers of management is essential for the long-term health and sustainability of an organization. I believe expressing this style of leadership is something you do every day; it’s something that you are, not just something that you do. Being able to see it in action at any time because it is implemented daily makes it an active part of the work culture. I’ve found implementing these points to be most effective:

• Start Early and Widespread:

Succession planning should begin at all levels of the organization, not just at the top. Identify potential future leaders and key contributors throughout the company, from entry-level positions to middle management and beyond. This proactive approach ensures a robust pipeline of talent at every level.

• Identify Potential and Talent Development:

Implement a system for identifying high-potential employees and invest in their development. This includes providing opportunities for growth, mentoring, training, and varied assignments. Encourage continuous learning and skills development to prepare individuals for future leadership roles.

• Diverse and Inclusive Approach:

Ensure that succession planning takes diversity and inclusion into account. Actively seek out and develop talent from various groups, creating a leadership pipeline that reflects the diversity of your organization and customer base.

• Transparent and Inclusive Processes:

Make your succession planning processes transparent and inclusive. Involve employees in the process by soliciting their input and feedback. This can include 360-degree feedback, self-assessments, and discussions about career aspirations.

• Mentorship, Coaching, and Leadership Training:

Encourage mentoring and coaching relationships throughout the organization. Experienced leaders should provide guidance and support to emerging talent. This not only helps with leadership development but also ensures that institutional knowledge is passed down effectively. So, create Junior and Senior level positions, a cubicle-to-office pathway, and a C-Suite mentorship program. This will help in developing leadership skills and knowledge across the organization.

• Performance-Based Promotions:

Ensure that promotions are based on merit, performance, and potential rather than solely on tenure or seniority. Make it clear that the organization values and rewards those who contribute to its success.

Periodically review and update the policy to ensure it remains relevant and effective. Remember that policies should align with your organization’s values and culture, and they should be practical and feasible for employees to follow. Successful policy implementation and compliance depend on clear communication, education, monitoring, and a commitment to continuous improvement.

Based on your experience and research, can you please share “5 Ways Empathy Will Affect Your Leadership”?

1 . Building Trust and Rapport: Empathy is a powerful tool for building trust and rapport with your team. When you show genuine concern for your employees’ well-being, it fosters a sense of safety and belonging.

Imagine one of your team members is going through a difficult personal situation. Instead of solely focusing on work-related matters, you take the time to listen to their concerns and offer support. Your empathetic response not only helps the employee but also strengthens their trust in your leadership.

2 . Enhancing Communication: Empathetic leaders are skilled communicators. They listen actively and understand the perspectives of others, which leads to more effective and open communication within the organization.

During a team meeting, a member expresses concerns about a project’s direction. Instead of dismissing their thoughts, you empathize with their viewpoint, ask for more details, and work together to find a solution. This approach encourages open dialogue and problem-solving.

3 . Fostering Inclusivity: Empathy plays a key role in promoting diversity and inclusivity. As a leader, you can create an inclusive work environment by understanding the unique challenges and needs of your team members.

You notice that women in your organization are struggling with work-life balance, particularly due to caregiving responsibilities. To address this, you introduce flexible work arrangements and family-friendly policies, demonstrating empathy for the challenges many women face in their professional and personal lives.

4 . Conflict Resolution: Empathy helps in resolving conflicts and disagreements more effectively. By understanding the emotions and perspectives of those involved, you can mediate conflicts and reach mutually beneficial solutions.

Two team members are in a heated dispute over a project’s direction. Instead of taking sides, you meet with each of them separately, empathizing with their concerns. You then facilitate a constructive dialogue where both parties feel heard and understood, ultimately finding common ground and a resolution.

5 . Inspiring and Motivating: Empathetic leaders have the ability to inspire and motivate their teams. When your team members feel that you genuinely care about their success and well-being, they are more likely to be engaged and motivated.

In a challenging period, you notice that your team is feeling demotivated. You take the time to have one-on-one conversations with each member, understanding their individual needs and concerns. By providing tailored support and encouragement, you rekindle their enthusiasm and drive to excel.

Are there potential pitfalls or challenges associated with being an empathetic leader? How can these be addressed?

Absolutely! Being an empathetic leader is a valuable quality, but like any leadership approach, it can have its challenges and potential pitfalls. It’s essential to be aware of these challenges and have strategies in place to address them effectively. Here are some potential pitfalls of empathetic leadership and how to address them:

Emotional Exhaustion: Empathetic leaders may find themselves emotionally drained, as they absorb the emotions and concerns of their team members; this is especially true if they do not have a way to release the additional emotional accumulation. This can lead to burnout if not managed properly.

To address emotional exhaustion, it’s crucial for empathetic leaders to practice self-care. This includes setting boundaries, seeking support from mentors or coaches, and taking regular breaks to recharge. Delegating and building a strong leadership team can also help distribute the emotional load.

Difficulty in Making Tough Decisions: Empathetic leaders may struggle to make difficult decisions that impact team members negatively, as they are sensitive to their feelings and concerns.

To overcome this challenge, empathetic leaders can combine their empathy with objectivity. They should consider the broader context, long-term goals, and the best interests of the entire organization when making tough decisions. Open and transparent communication can also help team members understand the rationale behind the decisions.

Perceived Weakness: Some people may perceive empathetic leaders as weak or indecisive. They might mistake empathy for an inability to lead with authority and make tough choices.

To combat this perception, empathetic leaders should emphasize that empathy doesn’t equate to weakness. They can showcase their ability to balance understanding with effective decision-making and problem-solving. They can also highlight how empathy contributes to a positive work environment and better team morale.

Overidentifying with Team Members: Empathetic leaders may overidentify with team members’ concerns, which can cloud their judgment and objectivity.

It’s important for empathetic leaders to maintain a healthy degree of separation. They should remind themselves of their role as a leader and the responsibility to make decisions that are in the best interest of the organization. To avoid this, it is important to maintain a balance between empathy and objectivity. Do this by taking a step back and analyzing the situation from an objective standpoint. It can also be helpful to seek input from your mentor to gain a different perspective. Additionally, setting clear boundaries and expectations can help prevent overidentification with team members.

Uneven Treatment: There’s a risk of favoritism or uneven treatment if empathetic leaders are perceived as showing more support or understanding to certain team members.

Empathetic leaders should strive for consistency in their interactions with team members. It’s important to treat everyone with fairness and ensure that opportunities and support are distributed based on merit and need, not personal bias. To curb unforeseen conflicts with fairness and understanding, a rolling approach (you this time, them next time) can be taken; when the team sees that this is the general practice, they tend to be more trusting in the process. This reduces tension, fosters teamwork, and maintains a harmonious work environment.

Managing Conflict: Conflict within the team can be challenging for empathetic leaders, as they may prefer to avoid confrontations or difficult conversations to prevent hurting team members’ feelings.

Empathetic leaders should develop their conflict-resolution skills. This includes the ability to address issues promptly, mediate conflicts, and foster open and respectful dialogue within the team.

Balancing Empathy with Accountability: Striking the right balance between understanding and holding team members accountable can be tricky for empathetic leaders.

Empathetic leaders should clearly communicate expectations and standards. When issues arise, they should address them promptly and constructively, emphasizing the need for accountability without undermining the supportive culture they’ve cultivated.

To be a successful empathetic leader, it’s important to be aware of these potential pitfalls and actively work to address them. Striking a balance between empathy and effective leadership requires continuous self-awareness, self-care, and a commitment to growth and development as a leader. As with anything the more you do something the better you will become.

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?

I wouldn’t say that I lose sleep over them, but they are a part of my decision-making process. I try to include communication, building trust, and inspiration and motivation, for the very reasons mentioned previously.

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. :-)

If I were to start a movement it would be focused on “Water and Women,” the primary goal would be to address the critical intersection of gender equality and access to clean water and sanitation. I believe water is a fundamental human right, and women are disproportionately affected by the global water crisis. This movement would aim to educate and empower women and promote equitable access to clean water, benefiting not only women but entire communities.

Key elements of this movement would include:

• Access to Clean Water: Ensuring that all communities, especially those in impoverished and underserved regions, have reliable access to clean and safe drinking water.
• Sanitation and Hygiene: Promoting proper sanitation and hygiene practices, which are essential for women’s health and well-being.
• Women’s Empowerment: Fostering economic and educational opportunities for women in water-related fields, such as water management, engineering, and conservation. Which are usually male-dominated industries.
• Health and Education: Addressing the health and education disparities caused by water-related issues and providing access to healthcare and education for women and girls.
• Community Participation: Encouraging the active involvement of women in water resource management and decision-making processes at local, national, and international levels.
• Awareness and Advocacy: Raising awareness about the unique challenges women face in relation to water, and advocating for policies that promote gender equality and equitable access to water resources.
• Partnerships and Collaboration: Collaborating with governments, NGOs, businesses, and communities to drive meaningful change.

Numerous studies and statistics demonstrate the positive impact of women’s education on communities and families. When women have access to quality education and opportunities for personal and professional growth, the benefits extend to society as a whole. Statically speaking we find that when women are educated there is better:

• Economic Empowerment: Women’s education is closely linked to increased income and economic stability for families. According to the World Bank, for every year of education, a woman receives, her income can increase by 10–20%.
• Community Development: Women who are educated often engage in community leadership, fostering development and social progress. Their knowledge and skills can contribute to better decision-making at the local level.
• Economic Growth: The World Economic Forum has found a strong correlation between gender equality and a nation’s overall economic competitiveness and growth.
• Social and Political Participation: Educated women are more likely to participate in social and political activities, promoting democratic governance and representation. She is a voice that reflects her values and belief system. So goes the woman, so goes the family, community, and nation.

By addressing the nexus of water and women’s issues, this movement would not only improve the lives of women but as you can see, would also have a ripple effect, benefiting entire communities. It would contribute to achieving the United Nations Sustainable Development Goals, particularly Goal 6 (clean water and sanitation) and Goal 5 (gender equality), and help create a more just and equitable world where everyone has the opportunity to thrive.

How can our readers further follow you online?

Thank you for the question. You can find me online at drangelachester.com and on social media @drangelachester.

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.