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“Creating Successful Leaders”

Tag Archives: leadership tips

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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November 6, 2019 Is Transparency Part of Your Leadership Brand?

Water with text over it that says Is Transparency Part of Your Leadership Brand?
Background image by kalhh from Pixabay

When you think of a leader, what qualities do you picture? Do you picture someone who is competent, confident, and a good speaker? Do you see someone who can fire up the room and motivate their team? Or, perhaps, do you picture someone who is data-driven and brainy—someone who’s gears are always turning?

While these are all worthy leadership traits, I believe one crucial leadership component is consistently overlooked: transparency.

Without transparency, it is difficult to cultivate trust (for more on trust, read this past post!). People begin to wonder what you’re doing in the shadows, and question why decisions are made.

Being a transparent leader, means being honest. It means being yourself at all times (though sometimes you may be a more formal version of yourself, while other times you may be a more casual version). For a transparent leader, there is no room for being two-faced. I have found that people catch on quickly when someone isn’t being candid or is telling two versions of the same story to two different groups of people.

Another aspect of the transparent leader is courage. It takes a good deal of guts to be honest with your team when things are not going especially well. If performance is flagging or the company is going through growing pains, don’t hide those difficulties. Instead, engage your team and encourage them to become part of the solution.

Transparent leaders communicate. They keep an open-door policy, and welcome any feedback, thoughts, or opinions…even if some of what they hear is negative or critical. In fact, this kind of constructive feedback is exactly what an organization needs to grow and improve. Transparent leaders make others feel comfortable approaching them—they cultivate a spirit of mutual trust.

Take a moment to ask yourself: How transparent is your organization? How transparent are YOU? If your personal transparency needs a little work, take action!

  • Start talking to your co-workers. Be as candid as possible AND be a respectful listener.
  • Encourage feedback. Schedule one-on-one meetings to gain feedback and then ACT on sound suggestions or ideas.
  • Be vulnerable. You’re not perfect, and it’s okay for others to see that.
  • Facing a crisis? Don’t try to hide it. Be open about the company’s issues, and work as a team to solve them.

When you become an open and candid leader, a lot can change. You may find your relationships with team members improve, workplace culture becomes a little more open and honest, and you feel less anxious about having to hide business difficulties from your co-workers. In the long term, your transparency will hopefully encourage others to act in kind, which will eventually foster an open and communicative work environment.

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. 
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.

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September 25, 2019 Loyalty starts with you.

Smiling business woman at laptop
Image via Pixabay

Last week’s post had to do with retaining young workers through competitive wages and benefits, combating boredom, and demonstrating your trust in them by giving them a high degree of autonomy. This week, we’ll focus on YOU, and how you can set an example of healthy company loyalty.

First of all, let me clarify that this post is geared toward leaders, which could potentially be anyone and everyone. Even if you’re not a manager or supervisor, you might lead a team, spearhead a project, or be the go-to person at the office for ideas. Whatever your specific brand of leadership, know that you have influence (often more influence than you might realize).

How does your leadership tie into loyalty?

You have the power to influence the tone of the office. Instead of contributing to an environment of whining, complaining, and gossip, focus on being an optimistic problem-solver.

If you don’t necessarily agree with a company policy, don’t trash talk the decision-makers. Instead, take a constructive approach. Ask yourself what you can do to either A) work within the system to make a positive change OR B) put together a case to show why the policy doesn’t work. Either way, you’ll accomplish more than you would if you simply complained behind the decision-makers’ backs.

Another thing you, as a leader, can do to foster loyalty is be inclusive. How long do you think a person will last at the company if they’re constantly feeling like an outsider? Or if they think they don’t have a voice? Include others by asking for their thoughts and opinions, consulting them during meetings, and looping them in on relevant decisions. When they share their thoughts, make sure to actually listen and give them the careful consideration they deserve.

Finally, show appreciation. Too often, we neglect to give praise when praise is due. If you notice someone going above and beyond their duties, say thank you or give them a hand-written thank you note. Make sure your gratitude is genuine, and give it freely. It is simple gestures like these that will help others feel valued and appreciated. It could make all the difference.

For more, please feel free to take a look at my brief video on demonstrating loyalty:

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. 
NOW LIVE: CHECK OUT MARGARET’S NEW ONLINE LEADERSHIP COURSE.

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