The Crucial Role of Leadership During an Employee’s Unexpected Diagnosis
When an employee receives a challenging medical diagnosis, the response from leadership can profoundly impact the individual’s well-being and the organization’s culture and team dynamics. Effective leadership during these difficult times demonstrates true organizational values and can transform a potentially isolating experience into one where an employee feels supported and valued.
My personal experience with breast cancer in 2021 taught me firsthand how critical compassionate leadership becomes during life’s most vulnerable moments. Drawing from both what helped me thrive and what I’ve since implemented as a leader myself, I want to share with you three things leaders can do to better support employees who are going through a difficult diagnosis.
Offer Compassionate Care and Understanding
Leadership isn’t merely about managing work transitions during an employee’s health crisis—it’s about creating a compassionate environment that acknowledges that I am not just an employee but a human going through a traumatic experience.
How managers and leaders responded to my diagnosis became a defining moment I will remember throughout my career. They didn’t just ask how I was doing; they listened and offered support without judgment or discomfort. They stepped into this space with grace and determination.
They checked on me daily, somehow knowing exactly when I needed encouragement most, creating a safety net that caught me during my weakest moments.
Provide Emotional Support While Respecting Privacy
Leaders must balance showing genuine concern with respecting an employee’s privacy regarding their health information. This requires emotional intelligence and sensitivity.
The most supportive leaders acknowledge the diagnosis without prying for unnecessary details, express sincere concern, and allow the employees to determine how much they wish to share.
Effective leaders recognize that each person processes difficult health news differently. Some may want privacy and minimal discussion about their condition, while others might benefit from more open conversation and support. The key is following the employee’s lead while consistently communicating availability for support.
Creating Flexible Work Arrangements
One of the most tangible ways leadership can demonstrate support is by developing practical accommodations that address both the employee’s changing needs and organizational requirements. This might include flexible scheduling, remote work options, reduced hours, or task reassignment.
My team granted me the flexibility I needed for medical procedures without question or hesitation. It was comforting to know that as a dedicated employee, they, too, were just as dedicated to me in my difficult times. Forward-thinking leaders approach these accommodations as collaborative problem-solving opportunities rather than administrative burdens.
By working directly with the affected employee to develop solutions, leaders empower them to maintain professional engagement while addressing health needs.
A Legacy of Compassionate Leadership
When leadership responds to an employee’s difficult diagnosis with empathy, flexibility, and genuine support, it transforms what could be an isolating experience into an opportunity to demonstrate organizational values in action.
This is precisely what I experienced throughout my cancer journey. The impact of such leadership extends beyond the individual situation, shaping workplace culture and defining what it truly means to be part of the organization.
In the end, how leadership responds to employees during their most vulnerable moments determines whether an organization merely claims to value its people or genuinely demonstrates that commitment when it matters most.
About the Author
Jami Stockard, MAADOM
Jami Stockard is the Director of Operations at Access Dental Services, LP, in Missouri, a growing company with seven current locations. She has worked in dentistry for over 19 years, starting as a chairside dental assistant and then a practice manager.
