American Association of State Compensation insurance Fund
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member fund.

CopperPoint Mutual Insurance Company
Phone: (602) 631-2000
Address: 3030 North Third Street
Phoenix, AZ   85012

State Compensation Insurance Fund
Address: 333 Bush Street
Suite 800
San Francisco, CA   94104

Pinnacol Assurance
Phone: (303) 361-4000
Address: 7501 East Lowry Boulevard
Suite 800
Denver, CO   80230-7006

Hawaii Employers' Mutual Insurance Co. Inc.
Phone: (808) 524-3642
Address: 1100 Alakea Street
Suite 1400
Honolulu, HI   96813

Idaho State Insurance Fund
Phone: (208) 332-2100
Address: 1215 West State Street
P.O. Box 83720
Boise, ID   83720-0044

Kentucky Employers Mutual Insurance
Phone: (859) 425-7800
Address: 250 West Main Street Suite 900
P.O. Box 83720
Lexington, KY   40507-1724

Louisiana Workers' Compensation Corporation
Phone: (225) 924-7788
Address: 2237 South Acadian Thruway
P.O. Box 83720
Baton Rouge, LA   70808

Maine Employers Mutual Insurance Company (MEMIC)
Phone: (207) 791-3300
Address: 261 Commercial Street
P.O. Box 11409
Portland, ME   04104

Chesapeake Employers’ Insurance Company
Phone: (410) 494-2000
Address: 8722 Loch Raven Boulevard
P.O. Box 11409
Towson, MD   21286-2235

SFM Mutual Insurance Company
Phone: (952) 838-4200
Address: 3500 American Boulevard West Suite 700
P.O. Box 11409
Bloomington, MN   55431-4434

Missouri Employers Mutual Insurance
Phone: (800) 442-0590
Address: 101 N Keene St
P.O. Box 11409
Columbia, MO   65201

Montana State Fund
Phone: (406) 495-5015
Address: 855 Front Street
P.O. Box 4759
Helena, MT   59604-4759

New Mexico Mutual Group
Phone: (505) 345-7260
Address: 3900 Singer Boulevard NE
P.O. Box 4759
Albuquerque, NM   87109

New York State Insurance Fund
Phone: (212) 312-7001
Address: 199 Church Street
P.O. Box 4759
New York, NY   10007

Workforce Safety and Insurance
Phone: (701) 328-3800
Address: 1600 East Century Avenue Suite 1
P.O. Box 4759
Bismarck, ND   58506-5585

Ohio Bureau of Workers Compensation
Phone: (800) 644-6292
Address: 30 West Spring Street
P.O. Box 4759
Columbus, OH   43215-2256

CompSource Mutual Insurance Company
Phone: (405) 232-7663
Address: 1901 North Walnut Ave.
P.O. Box 53505
Oklahoma City, OK   73152-3505

State Accident Insurance Fund (SAIF)
Phone: (503) 373-8000
Address: 400 High Street SE
P.O. Box 53505
Salem, OR   97312-1000

Pennsylvania State Workers Insurance Fund
Phone: (570) 963-4635
Address: 100 Lackawanna Avenue
P.O. Box 5100
Scranton, PA   18505-5100

Beacon Mutual Insurance Company
Phone: (401) 825-2667
Address: One Beacon Centre
P.O. Box 5100
Warwick, RI   02886-1378

South Carolina State Accident Fund
Phone: (803) 896-5800
Address: P.O. Box 102100
P.O. Box 5100
Columbia, SC   29221-5000

Texas Mutual Insurance Company
Phone: (800) 859-5995
Address: 6210 East Highway 290
P.O. Box 5100
Austin, TX   78723-1098

Workers Compensation Fund
Phone: (800) 446-2667
Address: 100 West Towne Ridge Parkway
P.O. Box 2227
Sandy, UT   84070

Washington Department of Labor and Industries
Phone: (360) 902-5800
Address: P.O. Box 44001
P.O. Box 2227
Olympia, WA   98504-4001

Wyoming Division of Workers Safety & Compensation
Phone: (307) 777-7159
Address: Cheyenne Business Center
1510 East Pershing Boulevard
Cheyenne, WY   82002

Workers Compensation Board - Alberta
Phone: (780) 498-3999
Address: 9925-107 Street
P.O. Box 2415
Edmonton, AB   T5J 2S5

Workers Compensation Board of British Columbia (WORKSAFEBC)
Phone: (604) 273-2266
Address: P.O. Box 5350 Station Terminal
P.O. Box 2415
Vancouver, BC   V6B 5L5

Manitoba Workers Compensation Board
Phone: (204) 954-4321
Address: 333 Broadway
P.O. Box 2415
Winnipeg, MB   R3C 4W3

Phone: (506) 632-2200
Address: 1 Portland Street
P.O. Box 160
Saint John, NB   E2L 3X9

Workers Compensation Board of Nova Scotia
Phone: (902) 491-8999
Address: 5668 South Street
P.O. Box 1150
Halifax, NS   B3J 2Y2

Prince Edward Island Workers Compensation Board
Phone: (902) 368-5680
Address: 14 Weymouth Street
P.O. Box 1150
Charlottetown, PE   C1A 7L7

Saskatchewan Workers Compensation Board
Phone: (306) 787-4370
Address: 200 - 1881 Scarth Street
P.O. Box 1150
Regina, SK   S4P 4L1

Puerto Rico State Insurance Fund Corporation
Phone: (787) 793-5959
Address: G.P.O. Box 365028
P.O. Box 1150
San Juan, PR   00936-5028
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Latest Newsletter

Leading With Empathy

By Josh Hinkle, Director of Learning & Leadership at State Compensation Insurance Fund (CA), and Pauline Gallien, Regional HR Manager, Texas Mutual Insurance Company

In January 2018, Forbes Coaches Council released its list of the most significant and influential leadership trends of 2018. Third on the list was “increasing emphasis on empathic leadership.” (14 Leadership Trends that will Shape Organizations in 2018) Referencing the importance placed on collaboration by Gen Y and Gen Z workers, council members predicted a growing need for leaders who are person-focused in their approach to talent management.

Empathic leaders are skilled in the art of listening. In the words of Dr. Stephen Covey, they “seek first to understand, then to be understood.” (Covey, 1989) Empathic leaders engage those around them in a way that emboldens others, sparking innovation and encouraging them to act as co-owners of the challenges facing the business.

Generally high in emotional intelligence, empathic leaders practice self- and other awareness. Skilled at managing internally disruptive emotions and impulsivity, they focus on building relationships. Through the power of relationships, they inspire and influence, build bonds, foster collaboration, and operate as catalysts of change. (Goleman, Boyatzis, & McKee, 2004)

How do we become empathic leaders and how do we incorporate empathy into our leadership development programs?

While there are many ways to weave empathy into one’s leadership style, three small changes will yield dramatic results: ask a good question, listen more/talk less, and a little time goes a long way.

  1. Ask a good question – “Nothing has such power to cause a complete mental turnaround as that of a question.” (Boss, n.d.) This aligns with Covey’s idea to seek first to understand. Asking a question conveys value and places the onus on the other person to participate in the conversation. A couple of good questions are:
    1. What’s on your mind?
    2. What’s the real challenge here for you?
    3. How can I help you? (Stanier, 2016)
  2. Listen more, talk less – A good question is only as effective as the leader’s ability to listen. The trick with asking a good question is to wait for the answer, allow the person time to ruminate, let silence do the heavy lifting, and listen. How do you convey that you are truly listening? Think about the unconscious messages you send to your employees when they step into your office. Do your nonverbals communicate that their presence is coveted, a distraction, or even annoying? What are you consciously doing to tell the employee that you are keenly interested in them and what they have to say? What would happen if you resist the urge to give advice and instead ask pointed questions that help your employee find the answer themselves? The common retort to this approach is the amount of time it takes.
  3. A little time goes a long way – There is a misconception that creating an empathetic relationship takes too much time. Similar to watching a show “on demand” without the commercials, when we turn off unnecessary distractions and focus solely on the person, it is amazing how much relational work can be done in a short amount of time. A coaching conversation, for example, in which you ask one good question and do a lot of listening, can be accomplished in less than 10 minutes (Stanier, n.d.). In that time, you will convey an authentic sense of caring that will echo for that employee far beyond the conversation. That is time well spent.

How do we incorporate empathy into our leadership development programs? By showing the value, making a human connection, and keeping it simple.

  1. Show the value – Leaders must see that this sort of relationship will create value for them. Scott Edinger in Forbes puts it well: “When leaders demonstrate an interest in people and their work, it helps to develop mutual commitment to the job at hand. Leaders can do this by providing focused attention, taking time away from the office or the plant to discuss ideas and opinions, having conversations about their suggestions, and being available to your team. Most of us know how to do this, but it is a matter of prioritizing these things in the course of everyday interactions. This isn’t additive work. It is the work.” (Edinger, n.d.) Consider how engaging in an empathetic relationship with your employee will help you both be more effective.
  2. Make a human connection – Humans are social beings, and we will spend roughly 90,000 hours at work in our lifetime (Premack, n.d.). The people we work with will have an impact on us. You can become a key person to someone else, helping them to live a better life. Connect your leadership development efforts to the human element.
  3. Keep it simple – Performance and coaching conversation models abound, and it is good to have a structured format for conducting certain types of conversations. These models can also give the impression that being an empathic leader requires a degree of formality that can become forced. We all know how to make and maintain relationships. While some may be better at it than others, the process should not get in the way. Ask one good question, then listen to understand, and you will make great strides toward being an empathetic and more effective leader.

Leading with empathy doesn’t have to be complex. When we ask, listen, and give a little of our time and attention, we make more meaningful connections. These connections are the basic building blocks of trust that can lead to high-performing teams and organizations.



14 Leadership Trends that will Shape Organizations in 2018. (n.d.). Retrieved from Forbes:

Boss, J. (n.d.). The Power of Questions.

Covey, S. (1989). The Seven Habits of Highly Effective People: Resotring the Character Ethic.

Edinger, S. (n.d.). For Leaders, Relationships Trump Expertise. Forbes.

Goleman, D., Boyatzis, R., & McKee, A. (2004). Primal Leadership: Learning to Lead with Emotional Intelligence.

Premack, R. (n.d.). 17 Seriously Disturbing Facts about your Job. Retrieved from

Stanier, M. B. (2016). The Coaching Habit.

Stanier, M. B. (n.d.). Highly Effective Management in 10 minutes or Less. Retrieved from



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