Ways to Lead with Compassion

Whether a business, civic or community leader, it can be difficult to know how to help others in times of change and uncertainty, much less how to motivate, encourage and engage them to continue performing, learning, and growing. Various studies support that compassionate leaders elicit better performance, increased engagement, and improved loyalty from their teams. As we reflect on how the reverberations of the pandemic have brought intense change and adaptation to the workplace, we recognize that a “landscape-scale” crisis bears both a business and psychological cost. Leaders across all industries have learned that compassion is especially critical during times of crisis and change. As the business world continues to face change and uncertainty, leaders need to continue to have compassion for their people and teams.

Historically, leaders have often operated from a place of productivity or efficiency and it was widely accepted that just being present and accessible was enough, but now they must demonstrate compassion in order to be effective. While empathy may not come naturally to all leaders, compassion is a skill that can be developed and strengthened over time through intentional (and at times, uncomfortable) practice. By focusing on their emotional intelligence quotient (EQ) and creating psychological safety in their relationships, leaders can incorporate empathy into their management style and cultivate a great workplace culture.

The tenets of compassionate leadership

Empathy and compassion are not interchangeable. Empathy is the ability to understand and share another’s feelings. Compassionate leadership goes beyond empathy. Leaders must listen and be mindful of what others are feeling and then take an active role in the solution, which is where compassionate leadership happens. Compassionate leadership allows a deeper level of understanding with employees and can elicit their best work and boost morale. According to the Search Inside Yourself Leadership Institute, a global online training platform, there are three tenets to compassionate leadership:

• Cognitive understanding –making sure that an organization’s benefits match its employees’ needs and having a firm understanding of the challenges, situations and decisions that employees face.
• Affective understanding – being aware of the team’s mood and behaviors and keeping a pulse on how they feel emotionally and their level of engagement in their current tasks.
• Motivational connection – looking for ways to help team members accomplish career goals by demonstrating investment in their success and wanting what’s best for them.

When all three of these tenets are employed, leaders can foster excellent culture and create teams that unite around a shared mission and goals.

“A Grateful Heart is a Happy Heart” by Sheryl Cattell says – Yes, terrible things do happen to nice people, but in my experience, they happen to help us develop empathy and compassion and to build the muscles needed to succeed in life.

Promote self-awareness and higher emotionally intelligent leaders

Self-aware leaders have the ability to acknowledge emotions and don’t let feelings dictate actions. It requires taking an honest look at strengths and weaknesses and deliberately working on areas that can or should be improved. Taking an introspective view of one’s presence and impact on others is the first step to a higher EQ. Compassionate leaders don’t just guide their teams – they lead by example. They are receptive to feedback and measure up to the same standards they set for others.

Possibly the second most important piece of self-awareness is the ability to identify with and understand the wants, needs, and viewpoints of those around you. Emotionally intelligent leaders actively work to avoid stereotyping, jumping to conclusions, or passing judgment prematurely. They live life in an unguarded and honest way.

Other ways to show compassion in leadership

Several studies have shown that leaders who have a sense of humor are considered more compassionate in stressful times. A leader showing that they are human and not just a boss increases relatability, and a sense of humor can help take the edge off during stressful periods, especially when people tend to take themselves (and others) too seriously.

Offering praise regularly can also assist in showing compassion during stressful times. Often feedback is only offered when it is negative or corrective, but being a cheerleader and not just a coach goes a long way in building trust, showing compassion, and creating good culture.

Be trustworthy and stable. When it comes to leading through change and uncertainty, it is crucial that there is trust. Leaders must deliver on what they have said or promised and communicate regularly to establish and maintain trust. Offer stability through regular availability so that team members know when they will have access and maintain the rhythm of how work gets done. Follow up regularly on tasks and standard procedures which will provide a feeling of safety and stability for the team.

Lastly, be genuine and intentional. Leaders can solicit intentional one-on-one conversations with team members to check in on how events of change are impacting them personally, how they’re managing, and ultimately provide a listening ear and support. Compassionate leaders can ask seemingly uncomfortable questions to actively listen for understanding. By opening the door and inviting team members to have candid conversations, leaders create a psychologically safe space for team members to share what’s happening in their world.

Supporting culture supports performance

Culture is the ecosystem of the organization and sustains the impact and outcome of the business. When a people-centric environment drives an organization, everyone is thriving and growing simultaneously. Conversely, an unhealthy workplace culture feels as if everyone is simply collectively surviving. Therefore, it is the responsibility of leadership to not only exhibit their organization’s culture and values in their decisions and actions, but they must also make it a priority to be aware of any weak spots and work to address them as best they can.

To lead with compassion is to cultivate a strong talent-driven culture within all levels of the organization. People and talent are generally speaking an organization’s most important asset. By creating a professional, collaborative, and compassionate foundation, leaders can work to build high-performing teams while also creating a great culture.

ABOUT WITHUM

Withum is a forward-thinking, technology-driven advisory and accounting firm, committed to helping clients in the hospitality industry be more profitable, efficient, and productive in the modern business landscape. For further information about Withum and its hospitality services team, contact Lena Combs (LCombs@Withum.com ) at (407) 849-1569, or visit www.withum.com.