More Compassionate Leader: 5 Steps to Take

A More Compassionate Leader
When we ask participants in our new manager training workshops to identify the hallmarks of great leadership, the answers are often self-awareness, learning agility, communication, and influence. Rarely does “compassion” appear on the list — but make no mistake, it underpins all four. Compassion is the invisible thread that strengthens every leadership skill.

A compassionate leader blends empathy with strategic acumen. They lead not only from the head but from the heart. Their decisions reflect both intelligence and humanity, demonstrating genuine concern for others — whether in moments of triumph or during challenging times. By modeling understanding, patience, and kindness, compassionate leaders foster trust, inspire engagement, and cultivate a culture where people feel seen, valued, and motivated to contribute their best.

Recent Research on Compassion
In Awakening Compassion at Work, Monica Worline and Jane Dutton demonstrate that compassion isn’t just a “nice-to-have” in leadership — it drives measurable business outcomes. Their research shows that compassionate workplaces experience higher innovation, productivity, employee engagement, retention, customer loyalty, financial performance, and adaptability to change. Aptly, they subtitle their book The Quiet Power that Elevates People and Organizations.

Harvard Business Review echoes these findings. In a survey of leaders, 91% said compassion is very important for effective leadership, yet 80% admitted they want to increase their compassion but aren’t sure how. Organizational culture assessments reveal a similar gap: employees crave greater empathy from their leaders.

At the same time, leaders are facing growing stress, frustration, and employee burnout, which undermines their ability to consistently connect with and understand their teams. A recent survey of 3,000 HR professionals by BusinessSolver found that 33% rated their CEOs as unempathetic — a concerning 16% decline from the previous year. With employees increasingly anxious about layoffs and uncertain futures, CEOs who cultivate empathy gain the trust and support necessary to navigate turbulence and strengthen their organizations.

Some Tips on How to Enhance Compassion as a Leader
Based upon data from our people manager assessment center and leadership simulation assessments, we have found that, regardless of title or seniority, every individual in an organization has the potential to lead with compassion. Compassion is not a soft skill — it is a catalyst for positive change. If you are committed to becoming a more compassionate leader:

1. Be Self-Aware, Pause, and Lead with Intention
   Compassion is most critical during times of stress and crisis — ironically, when many leaders instinctively tighten control, act quickly, and focus solely on solving the problem. Research shows that this reactive approach often disconnects leaders from both their own emotions and the emotional needs of their teams.
   
   To lead with compassion, start by recognizing and processing these feelings. Take a deliberate pause to reflect on what you and your team are experiencing. For high-energy, fast-moving leaders, this requires conscious discipline—but it pays dividends in trust, engagement, and effectiveness.
   
   Self-awareness enables leaders to connect with employees in meaningful, supportive ways. Before speaking or taking action, step into your team’s shoes: focus on what truly matters to them, listen actively, ask thoughtful questions, and resist the urge to interrupt. Presence and intentionality are the foundations of compassionate leadership.
   
   If you’re seeking a structured approach to strengthen this skill, a Leadership 360 assessment can provide invaluable insight into your self-awareness and guide your growth as a compassionate leader.

2. Role Model Authenticity and Vulnerability
   In every critical leadership moment, model vulnerability, empathy, and compassion. Doing so not only reduces stress across your team but also fosters deeper, more meaningful connections that enhance engagement and performance.
   
   Ask yourself: Are you demonstrating enough transparency and authenticity to earn the genuine trust and respect of your team?

3. Provide Psychological Safety for Your Team
   Compassionate leaders cultivate environments where teams feel safe to do their best work. They actively encourage — and model — self-care, vulnerability, and empathy, creating a culture where people can speak up, share ideas, and support one another. Organizations that embrace this approach see measurable gains in productivity, morale, and retention.
   
   Yet recent McKinsey research shows that only 43% of employees report a positive team climate. When team members fear speaking up, hesitate to voice concerns, or avoid asking tough questions, the organization limits its own potential for peak performance.
   
   Ask yourself: Do your teams feel secure enough to engage in candid, constructive debate, challenge the status quo, make difficult decisions, and innovate without fear?

4. Create Opportunities for Team Connection
   When employees feel connected and supported, they are better equipped to face challenges together. By fostering inclusivity, trust, and a sense of belonging, leaders can reduce stress, improve mental well-being, and strengthen employee commitment.
   
   Providing clear direction and the resources your team needs is only the beginning. When teams work on shared goals that require interdependent collaboration, they naturally develop stronger bonds and a deeper sense of purpose.
   
   Ask yourself: Are you intentionally creating opportunities for your team to come together and strive toward common objectives?

5. Demonstrate Genuine Care
   Small, thoughtful gestures can have a profound impact. Personal check-ins, flexible work hours, or additional sick days signal that you value and support your employees. You’ll know you’re on the right track when your team consistently experiences that you:
   
   — Treat them fairly
   — Advocate for their health and well-being
   — Invest in their personal and professional growth
   — Recognize and value their contributions
   — Take an active interest in their lives
   — Provide clarity on how they can contribute
   — Understand what truly matters to them
   — Make time for them
   — Support them through challenges
   — Share information transparently
   — Engage in honest, meaningful conversations
   
   Ask yourself: Are you showing your team that your care for them is real, consistent, and actionable?

The Bottom Line
If the word “compassion” makes you uncomfortable as a traditional leader, it’s time to rethink your approach. True leadership is measured not just by results, but by the trust and loyalty you inspire. By leading with compassion—through both triumphs and challenges — you strengthen your team, foster engagement, and drive sustainable success for everyone involved.

To learn more about being a better leader, download 29 Ways to Build and Maintain Trust as a Leader