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“Creating Successful Leaders”

Tag Archives: heart-led leadership

February 5, 2025 6 Compassionate Leadership Actions

I am a big proponent of heart-led leadership. So many leadership courses, books, and webinars teach us that leaders have to be firm, competent, excellent communicators, and assertive. While those traits can be helpful in leadership, I would put a different trait above them: compassion.

When people think about compassion and kindness in leadership, they may think that means the leader is soft or a “pushover.” In my experience, however, kindness does not automatically mean weakness. It is very possible to be both kind and assertive. It is possible to genuinely care about your people and create firm boundaries and expectations.

Instead of a weakness, I see kindness as a superpower. When you take the time to truly get to know your people, listen to them, and offer genuine compassion and respect, you foster a positive work environment where people want to show up and do good work. When people feel that they are part of a caring team, they will want to put their best foot forward, meet deadlines, and perform at their peak. They’re motivated to do better, because they know the company’s leadership has a vested interest in them and their success.

To establish yourself as a kind, caring leader, you can begin by taking a few action steps that convey your heart-led leadership style. Here are 6 suggestions:

Schedule One-on-Ones

Even busy leaders can find fifteen or twenty minutes to meet one-on-one with a team member. Taking the time to check in with someone individually will not only convey that you care, but will also provide some valuable time for you to get to know the person across the table on a personal level. This can be difficult to achieve in group settings, especially if the person is not terribly open or outspoken.

Get to Know Your People

When engaging in one-on-ones, it’s a good idea to ask a few “get to know you” questions. Start learning about your team members’ backgrounds, families, pets, and interests, and be sure to touch on these things in subsequent meetings (“How is your mom? Is she feeling any better since her accident?”). If you need help remembering details about others, try creating a spreadsheet dedicated to tracking information about each team member—the name of their kids, the type of dog they have, etc. Few people have a perfect memory, and there’s no shame in using a tool to help yourself out.

Open Up

When you’re getting to know others, it is important to reciprocate. Any relationship, including work relationships, are healthiest when they are a two-way street. Offer information about yourself when it seems relevant and appropriate. For example, if your team member is talking about an upcoming vacation, you might tell them a little about your experience visiting that area, or you could talk about your own upcoming trip.

Ask Good Questions (and Listen!)

Asking good questions is an art. When sitting down with someone, it’s important to not just talk at them or ask yes/no questions. Instead, ask open-ended questions that prompt a dialogue. These types of questions can help you get to know the other person and will help you gauge the temperature of the workplace (Are tempers hot? Has enthusiasm for a project or client cooled?).

But asking questions isn’t enough. It is also critical to listen to the answers and attempt to understand the other person’s perspective. If you’re unsure about what someone is saying, or you need more details, be sure to ask follow-up questions. Alternatively, you could repeat back what you think you heard by saying, “It sounds like you’re saying XYZ, is that correct?”

Show Genuine Appreciation

Pay attention to your people and show them appreciation whenever they go above and beyond. Call out outstanding performance, recognize achievements, or write out a thank you card. These small acts can make an enormous difference.

Take Action to Improve the Workplace

When sitting down with your people, you might discover that they are unhappy with certain aspects of the workplace. If that’s the case, it is imperative to take steps to create change. You don’t want to be the type of person who is all talk and no action. Rather, if you are genuinely committed to being a positive presence, that means taking meaningful action to improve the workplace and the lives of the people who work for you.

Kindness and compassion are not incompatible with strong leadership. Rather, it can help improve morality, foster a better work environment, and create an energized atmosphere in the office. How might the modern workplace transform if all leaders chose to be kind?

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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August 30, 2023 Compassionate Leadership: Balancing Empathy with Accountability

When it comes to leadership, don’t mistake kindness for weakness. It is still possible (and often more effective) to lead with your heart, as well as your head. Compassionate leadership is NOT about giving in to everyone’s whims, going easy on deadlines, or letting subpar work slide. It’s not about letting people slack off whenever they please. Rather, it’s about empathizing with your team, communicating openly, and building a mutual understanding and a plan that works for everyone.

You can practice compassionate leadership while setting firm standards and boundaries. We’re not talking about soft leadership; we’re talking about heart-led leadership. There’s a huge difference.

How do you achieve compassionate leadership while still maintaining a strong leadership presence? How can you balance heart-led decisions with practical, data- and strategy-driven decisions? It may seem like a tricky balancing act, but there are several steps you can take to start practicing compassionate, yet strong, leadership. Let’s talk about 4 ways to get started…

Get to Know Your Team

You may think you know your team members, but how well do you really know them? Do you know if someone is caring for a sick parent or raising young kids? Is someone struggling with chronic health issues? Or mental health afflictions? Is someone going through a divorce? Or facing biases or microaggressions in the workplace?

Once you know what a person is going through, you can be more empathetic with their situation and begin offering them the appropriate resources. Maybe they would benefit from a more flexible schedule, or talking with a mental health professional, or joining an Employee Resource Group (ERG). Whatever the case, you can help be a conduit for their success.

Establish Trust

It is difficult to get to know your team members on a deeper level if you do not take the time to establish trust. In my experience, one of the best ways to do this is by engaging in regular one-on-one conversations with each team member. Use this time to listen to their ideas, provide feedback, and offer support where needed. By doing this consistently, you can build rapport with your team and show them that you are invested in their success. Additionally, be transparent about your decisions and why you are making them. This will help your team understand your thought processes and trust that you have their best interests at heart.

Communicate Effectively

Communication is key in any type of leadership, but it’s especially important when practicing compassionate leadership. Make sure you are communicating frequently and clearly with your team. This includes not only giving feedback and direction, but also actively listening to your team members. When they feel heard and understood, they are more likely to feel valued and motivated to work towards common goals. Additionally, consider using different communication methods to reach team members with different preferences or needs. For example, some team members may prefer in-person meetings while others may prefer email or instant messaging.

Effective communication also entails setting clear expectations. Make sure your team knows exactly what is expected of them and what success looks like. Set regular check-ins to ensure everyone is on the same page and that progress is being made. If expectations are not being met, have an open conversation about why that is, then work together to identify ways to improve.

Lead by Example

Compassionate leadership starts at the top. As a leader, you have the responsibility to model the behaviors and values you want to see in your team. This means demonstrating empathy, kindness, and respect in all your interactions with team members and colleagues. It also means being accountable for your actions and decisions, and admitting when you make mistakes. When you lead by example, you set the tone for the entire team and create a culture of compassion and trust. Remember that your team is paying attention to your actions, so make sure you are modeling the behaviors you want to see in them.

Compassionate leadership is about balancing empathy and kindness with setting clear expectations and maintaining accountability. Too often, we show up for work, do whatever tasks need to be done, and sign off for the day without pausing to think about the people around us. Take the time to get to know them, practice some empathy, and focus on clear communications. Your leadership actions can create a culture of positivity and accountability that will benefit everyone on your team, including yourself.

MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE. 

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March 31, 2021 Being an Authentic Leader

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NOTE: This is an updated post from Oct, 2015.

I sometimes get the question: “Margaret, what is the most important attribute of a good leader?”

This question is a tough one. There are a lot of factors that make up an excellent leader: trust, self-confidence, good communication skills. In fact, I talk about my top ten attributes in my book, the Ten Minute Leadership Challenge. But the one thing at the heart of it all is AUTHENTICITY.

You have to be an authentic leader before anything else. You need to know yourself, your values, how you work, and who you are before you can even consider leading others. Authenticity means having a deep understanding of your inner self and not compromising your deeply held values. Sure, you can adapt to different situations and show different sides of yourself at different times (i.e. a more casual side at home, a more professional side at work), but your core should remain the same.

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How would anyone trust you if you acted like one person sometimes and a completely different person at other times? What would people think if you always agreed with whomever you were speaking, even if their assertions were way off base from what you believe?

Being authentic should be part of your personal brand. Show up, be yourself, and take a genuine interest in those around you.

I have found that authenticity is just as important as ever in the workplace. Employees of all ages and backgrounds look for candid, authentic leadership that they can trust.

Furthermore, with the popularity of social media, your comments and photos are everywhere. Yes, you should be your authentic self on the web, but you should be your BEST authentic self. Let your funny or intellectual or caring side shine!

You’ll find that being your best authentic self is a heck of a lot easier than significantly modifying your behavior and beliefs whenever you’re with a different group of people. When people say, “your reputation proceeds you,” you should know that is a good thing.

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MARGARET SMITH IS A CAREER COACH, AUTHOR, INSIGHTS® DISCOVERY (AND DEEPER DISCOVERY) LICENSED PRACTITIONER, AND FOUNDER OF UXL. SHE HOSTS WORKSHOPS FOR PEOPLE WHO NEED CAREER OR PERSONAL GUIDANCE. 
CHECK OUT MARGARET’S ONLINE LEADERSHIP COURSE.

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