Engaged Empathy Leadership Model™(EELM™)

“Empathy without action is just a feeling. Leadership requires movement. Engaged Empathy Leadership™ drives real business impact by turning understanding into action—powered by its three pillars: kindness, fairness, and structure." -Jeff LeBlanc, DBA

Leadership is evolving, but too many organizations are stuck in outdated management styles. Employees—especially younger generations—aren’t disengaged or “quiet quitting” because they don’t care. They’re disengaging because workplaces lack the fairness, structure, and communication they need to thrive.

That’s why I developed the Engaged Empathy Leadership Model (EELM)—a research-backed framework that helps leaders create workplaces where people feel valued, motivated, and supported. 

Want to bring Engaged Empathy Leadership™ to your organization?         

Contact me to learn more!

Kindness fuels connection—a leader’s ability to engage with people authentically strengthens trust and commitment.

Fairness ensures balance—leaders make decisions that are just and equitable, considering all perspectives.

Structure provides clarity—without it, empathy becomes directionless; strong leadership requires clear expectations and accountability.

EELM isn’t about lowering standards—it’s about creating environments where employees want to exceed them.

For Leaders – Use EELM to build a workplace culture that fosters engagement, psychological safety, and long-term retention.

For Organizations – Implement EELM strategies to improve leadership development, reduce turnover, and drive performance.

For the Future of Work – The workforce is evolving. Leaders who embrace Kindness, Fairness, and Structure will thrive.

Example: A mid-size tutoring company implemented structured, casual one-on-one check-ins instead of rigid annual reviews. The result? Higher retention rates, increased employee satisfaction, and improved performance.

“We’ve always focused on hitting targets, but what we didn’t realize was that we were losing good employees because they didn’t feel valued. After integrating EELM, we started listening more, making promotions clearer, and making sure people felt heard. It’s completely changed our company culture.”
— Founder, Automotive Company

“I used to think our tutors left because they just saw this as a short-term job, but it turns out they felt like they weren’t growing. We started using more structured feedback and regular check-ins, and retention shot up. EELM helped us see that engagement isn’t just about the work—it’s about making people feel like they matter.”

—Manager, Tutoring Company

“Before, I felt like no one really noticed me unless I did something wrong. Promotions always seemed to go to the same people, and we never really got feedback. Once my company started using EELM, they actually explained what they expected and what I needed to do to move up. For the first time, I feel like I have a future here.”
— Manufacturing Employee