The global health crisis has put tremendous pressure on employees and employers alike, and the consequences of stress and burnout are taking their tolls. One way organizations are helping stave off this negativity is through listening sessions. These are meetings where employees can share the complex emotions they’re going through and find support through their organization. However, to get the most out of these sessions, leaders need to approach them with intention and make careful considerations. First, don’t make them mandatory. These sessions should be viewed as a resource, and not everyone will want to take advantage of them or feel comfortable participating. That’s fine; help who wants it. Once the session is underway, encourage employees to speak their minds with honesty. Sugarcoating and couching language is part of the reason discrimination and racism persist. Finally, it can be helpful to enlist the help of a professional. Leadership won’t have all the answers, and it’s disingenuous to act like you do. Diversity, equity, and inclusion (DE&I) consultants are available for a reason, and if you think you’re dealing with an issue that’s outside your wheelhouse, it helps to bring in an expert.