Organizations that prioritize compassion, safety, connection and belonging are still in the minority and countercultural to our traditional organizational and belief systems. The community of dedicated compassionate leaders who want to contribute to a more compassionate world still faces many challenges within mainstream work culture. How do we continue to stay resourced and motivated? Find out...
People who are able to hold the tension between two conflicting demands, without feeling forced to choose between the two, can be said to have a paradox mindset. Those who utilize such a mindset have been shown to exhibit greater levels of creativity, adaptability, and productivity. But doing this is not easy. Here we examine three fundamental practices of compassionate leadership to help you target your development in ways that support your capacity to embrace paradox.
Taking action in the face of uncertainty is scary. As uncertainty and complexity increase, our deepest survival instincts become set off even more. These pressures are particularly pronounced for leaders. Leaders need to sort out matters in their own life and they have teams turning to them for answers. These uncertain times are a chance for leaders to rise by anchoring with equanimity, leading with transparency, and responding to the world pragmatically.
A lot of attention has been given to “The Great Resignation.” What next? The human species owes its strength and its existence to connection and cooperation. We need each other to not only survive but also to thrive. As compassionate leaders, we are remaking our organizations to prioritize safety, connection, and belonging for all. “The Great Reconnection” is already underway.
We are surrounded by fear-based motivation. Marketers create a fear of missing out. Politicians promise disaster if they don’t win. Many organizational leaders use this approach, too. But fear is not our only motivator. To promote flourishing, leaders need to create psychological safety, encourage creative exploration, and respond with an attitude that treats failure as a learning opportunity.
No one is an island. In our competitive world, the temptation is to limit our dependence on others. Organizational and team success requires cooperation and collaboration, and compassionate leaders need to create safe environments that support sharing and co-creation. Recognizing that each person brings unique perspective and gifts to building solutions is at the heart of compassionate culture.
Our drive to achieve and accumulate comes from a place of wanting to create safety. It also comes with a terrible cost. The more we succeed at setting ourselves apart, the lonelier it becomes. The good news is that we are also wired to care for each other. Recognizing our interconnectedness supports us in leading in order to thrive individually, in communities, and in organizations.
This year has truly been one to demonstrate the importance of compassionate leadership. As we look back, 2020 was a year that never stopped demanding that leaders respond with greater compassion. We’ve chosen the essential blog posts to help you gain a better understanding of compassionate leadership and how to operationalize it so that your organization embraces a compassionate culture.
This chaotic moment in history presents a golden opportunity to bring compassionate leadership into your organization. For courageous leaders ready to develop their own compassionate leadership capacities, this is the second of three posts offering a roadmap to developing these skills. This week we talk about the four dimensions to develop greater organizational compassionate cultures.
Belonging is a fundamental human need that we all experience and recognize deeply, and is crucial for your employees’ individual well-being and for the effectiveness of your teams and organizations. Here are three compassionate leadership methods we recommend to build a stronger sense of belonging among your entire team.
