In today’s high-stakes workplace, the drive to achieve can often feel overwhelming. For project and program managers leading extensive portfolios or individuals juggling endless responsibilities, the struggle to balance professional demands with personal well-being is real. But what if we told you that the key to sustained success isn’t just mastering your to-do list but also addressing a deeper, often overlooked factor: your health?
In this blog, inspired by the riveting conversation between productivity expert Gerald J. Leonard and healthcare trailblazer Dr. Marverine Beverly on the Productivity Smarts Podcast, we’ll explore how health equity, empathy, and cultural competence intersect with productivity and workplace success.
Why Health is the Foundation of Productivity
Have you ever tried to focus on a project while battling a lingering headache or nagging stress? It’s nearly impossible to bring your A-game when your health is sidelined. Yet, many of us ignore the connection between health and productivity.
Dr. Beverly, a cultural competency and patient engagement expert, argues that addressing health disparities is not only a moral imperative but also a productivity booster. Her groundbreaking work at the Queens Health Network reduced hospital readmission rates for congestive heart failure patients from 30% to 18.7%—a feat achieved by addressing patient fears, breaking cultural barriers, and implementing innovative care strategies.
What does this mean for you? Whether you’re leading a team or trying to optimize your workflow, the lesson is clear: healthy individuals and empathetic systems create the conditions for peak performance.
The Untapped Power of Empathy in Work and Health
How often do we pause to ask, “Why?”
Dr. Beverly’s philosophy revolves around this critical question. Why are patients noncompliant with their treatment plans? Why do employees disengage? Asking why unlocks the root causes of resistance—be it in a medical setting or a corporate boardroom.
Consider the story of the 18 year old sickle cell patient who challenged Dr. Beverly’s assumptions with one powerful question: “If you don’t have a cure for my disease, why are you here?” This moment transformed Dr. Beverly’s approach, leading her to establish the first-ever sickle cell support group for adults.
For leaders, this story is a call to action: Empathy isn’t just about being kind—it’s about understanding the deeper struggles behind behavior and building systems that support individuals holistically.
Bridging Cultural Gaps for Better Outcomes
What does cultural competence have to do with productivity?
In a word: everything.
Cultural competence ensures that people—whether patients in hospitals or employees in organizations—feel understood and respected. Dr. Beverly highlights the “lookalike syndrome,” where assumptions based on appearance can lead to miscommunication. In diverse workplaces, leaders who acknowledge cultural differences and approach them with curiosity foster collaboration, trust, and better outcomes.
Imagine this scenario: A manager overlooks a team member’s declining performance, attributing it to laziness. What if, instead, the manager discovered that cultural or health-related barriers were at play? By asking the right questions and creating an inclusive environment, the manager could transform frustration into a collaborative solution.
From Patient Advocacy to Workplace Empowerment
One of the most profound lessons from the podcast is the importance of advocacy—whether for patients or employees. Dr. Beverly’s innovative processes, such as her sickle cell support group and heart failure prevention program, didn’t just treat symptoms; they addressed systemic barriers.
Now, think about your workplace. Are there processes in place to support employee wellbeing and growth? Or are gaps in understanding creating inefficiencies and burnout?
Practical Strategies for Leaders
Dr. Beverly’s approach to healthcare offers powerful insights that leaders can apply to enhance workplace productivity and culture:
1. Ask “Why?” More Often
Before labeling someone as “noncompliant” or “unproductive,” dig deeper. What barriers might they be facing?
2. Promote Empathy Over Assumptions
Replace judgment with curiosity. Build trust by understanding individual challenges, whether they stem from cultural, personal, or health-related issues.
3. Make Resources Accessible
Just as Dr. Beverly established support groups for patients, organizations should provide access to wellness programs, mental health support, and coaching.
4. Build Sustainable Systems
Success lies in sustainability. Whether it’s a healthcare intervention or a team workflow, solutions must be designed to last.
5. Foster Inclusive Conversations
Recognize the unique perspectives and experiences each person brings to the table. A culturally competent workplace is a productive one.
Overcoming Resistance: Lessons from Neuroscience
Why do we resist change, even when it’s good for us?
Gerald J. Leonard emphasizes the role of neuroscience in understanding resistance. When we feel judged or misunderstood, our brains release cortisol, the stress hormone, which makes us defensive. On the flip side, empathy and curiosity trigger dopamine and oxytocin, fostering trust and openness.
So, the next time you encounter resistance—whether from a colleague or yourself—pause and consider: How can I reframe this situation to build connection rather than conflict?
Creating Health Equity at Work
Health equity isn’t just for hospitals—it’s a principle every organization can embrace. Dr. Beverly’s example of addressing the “why” behind noncompliance offers a blueprint for tackling workplace challenges:
Recognize Individual Needs: Just as Dr. Beverly adapted care plans to fit patients’ lives, leaders should adapt strategies to meet employees where they are.
Eliminate Stigmatizing Language: Words matter. In healthcare, replacing “noncompliant” with “nonadherent” reframed patient behavior. In the workplace, avoid labels like “lazy” or “difficult” and instead seek understanding.
Invest in Support Systems: From coaching programs to flexible policies, organizations that prioritize support see increased engagement and productivity.
The Ripple Effect of Empathy and Advocacy
Dr. Beverly’s work demonstrates how small changes create lasting impact. For instance, rethinking the timing of a medication for a train operator didn’t just improve his health—it preserved his livelihood and dignity.
Imagine applying this principle in your team or organization. What small adjustments could you make today to empower your team and boost productivity?
A Call to Action
Are you ready to unlock your full potential and elevate your team’s performance? Start by embracing the principles of empathy, cultural competence, and advocacy. Whether you’re managing a high-pressure project or navigating personal challenges, these strategies will not only enhance productivity but also create a more inclusive and fulfilling environment.
As Gerald J. Leonard reminds us, productivity isn’t just about getting things done—it’s about building systems that support both individual and collective success.
If you found these insights valuable, subscribe to the Productivity Smarts Podcast for more strategies and stories that inspire action.
And remember, as Dr. Beverly says, “The common thread of humanity is our greatest strength.” Let’s use it to create a world—and workplace—where everyone can thrive.
Join the Conversation:
What’s one small change you can make today to promote health equity and empathy in your workplace? Share your thoughts in the comments below!
If you’re feeling overwhelmed by project cutbacks and tight deadlines, I’m giving away my top strategies in my podcast below:
Click here to listen to my Productivity Smarts Podcast.
