Today, one of the bigger challenges of modern leadership is developing leaders who earnestly and sincerely give a damn about their colleagues in the workplace, their organization, community, and the bigger world. As it should be. A strong, compassionate leadership, along with a healthy corporate culture, after all, is a key factor to a business company’s growth and success. You, as a serious manager, should recognize that injecting compassion in your top people’s brand of leadership in itself is serious business. It cannot be an afterthought like a half-baked pizza. It needs no less than a well-planned, perfectly calibrated and adequately tempered heating system to beat those that come out from the ovens of the Yellow Cabs and Pizza Huts of this world. You will need an integrated approach. And here’s how :
- When hiring, look beyond technical skills. Sure, technical skills are important but just as essential is recognizing a candidate’s soft skills. Creativity, ability in problem-solving, imagination, intellectual humility and compassion should be right there next to software savvy and those high-sounding college degrees.
- Hire based on a clear understanding of what a person’s role is. A recent poll says 64% of hired personnel have no clue of what their job is. So, before you finalize those employment contracts, ask these guys to detail and define what their tasks will be, what they should be committed to and point out how they’ll fit into the organization’s culture.
- Foster and cultivate compassion within the whole organization. Various studies have shown clearly that genuine care for co-workers has a positive influence on a company’s bottom line since employees who enjoy being at work and have a sense of belonging in a culture anchored on compassion have generally demonstrated high productivity and efficiency. Building a culture with compassion as its centerpiece begins with leadership training. This should often be stressed. Leaders must first learn self-compassion and then learn how to effectively spin off these same considerations to their teams.
In a nutshell, look into creating an environment where employees feel okay to share their feelings and speak up at any turn and not feel judged or fearful. As they begin to value themselves, their confidence will reach new heights leading to better job performance.