Four key traits of the most compassionate leaders - Viewpoint Viewpoint careers advice blog

Four key traits of the most compassionate leaders - Viewpoint Compassion isn’t a trait that has been traditionally associated with effective leadership in the world of work. After all, it isn’t being gentle, nice and compassionate that really gets things done in business, or that turns humble start-ups into industry-leading organisations, is it? Many of us are so accustomed to the idea that the most effective leaders are tough and firm, that we mistakenly think that to be compassionate towards others is to ‘go soft’ or be a pushover when it comes to leadership. In fact, research found that 80% of leaders misunderstand compassion for “being nice, or soft”, or “loving everyone”. In reality, leading with compassion can be quite the opposite it is those leaders who have led with compassion that have been the real driving force behind some of the most progressive and forward-thinking brands in the world. In fact, as this Forbes article explains, ‘compassion very often requires great courage and strength.’ Compassionate leaders understand that it is, in fact, compassion that ultimately fuels innovation and creativity, and it therefore guides everything they do. Take Microsoft, for example. Their CEO Satya Nadella, has described empathy as being “at the centre of the agenda for innovation” at the company. It therefore could be argued that compassion has never been a more important component of leadership than it is in today’s world of work. It is compassion that can really drive our organisations forward. So, as leaders, is it time we redefined in our own minds what we mean by compassionate leadership? I think so. What is compassionate leadership, anyway? Before we take a look at what ‘compassionate leadership’ is, lets firstly explore what ‘compassion’ is. The Oxford English Dictionary define it as, ‘…the feeling or emotion, when a person is moved by the suffering or distress of another, and by the desire to relieve it…” So, in a nutshell, compassion is about appreciating the struggles of others, and feeling compelled to help them. So, now we know what compassion is â€" what about compassionate leadership? Among the observers to share their definitions is LinkedIn CEO Jeff Weiner, who has said it is “about taking the time to put yourself in another person’s shoes.” Meanwhile, compassionate leadership has been described by the Harvard Business Review, as “…the intent to contribute to the happiness and wellbeing of others. A compassionate leader has a genuine interest in seeing their people not just perform and increase profits, but thrive.” What are the traits of a compassionate leader? So, we’ve established that being a compassionate leader isn’t about being ‘soft’. Instead, it’s about possessing the skills, vision and dedication necessary to build a supportive and collaborative culture, in which all employees thrive in the long-term. It’s about putting the development of your people at the heart of everything that you do. The typical compassionate leader, then, possesses such qualities as: Self-awareness and self-compassion: In the words of LinkedIn’s CEO, Jeff Weiner, you need to “be a spectator to your own thoughts, especially when you become emotional.” A compassionate leader is one that is aware of their own strengths and weaknesses (and invites feedback on them) and how they are perceived by others. Compassionate leaders also have compassion for themselves, which is an important element. As Uvinie Lubecki, CEO of Leading Through Connection explains: “The lens through which we see ourselves is the same lens through which we see others. If we can extend kindness toward ourselves as leaders and recognize when things get tough that we’re doing our best and that our intention is to be of benefit, this can be a powerful practice.” The ability to put themselves in the shoes of others: Such leaders are also able to put themselves in the shoes of the people that they lead, which enables them to better understand the impact of their own actions and behaviours on their team, and thus do what they can to help alleviate any issues for the good of the team and wider organisation. Compassionate leaders also know that they’re more likely to get better results from individual team members if they can understand what truly drives each of them to achieve â€" instead of merely ruling with threats or fear, or even giving them a financial incentive (a compassionate leader realises that while these solutions may seem superficially attractive, they often only bring short-lived boosts in employee performance). They also understand and appreciate the unique and personal emotional barriers each team member is contending with, helping them to overcome any defeatist thoughts, as Campbell explains. Ultimately, a leader who leads wi th compassion appreciates that the more time and effort they can put into understanding their people, the more likely they are to be able to put those people on a path to success. They see themselves as the conductor of an orchestra: Compassionate leaders understand that different people do things differently â€" and that there isn’t just one way to do something well. They also know that they don’t know everything, which opens doors to creativity and innovative thinking within their teams. As Psychologist Sherrie Campbell explains in this Entrepreneur article: “When leaders operate as if they know everything, they harden themselves to new ideas by stubbornly assuming they have nothing more to learn to be effective in their role.” Compassionate leaders, don’t adopt a ‘my way or the highway’ mentality. Instead, they give every member of their team the support that they require to do their work in a way that plays to their strengths. So, compassionate leaders tend to think of themselves as the conductor of the orchestra, working to help each member of their team thrive, and overcome any challenges they face. The ability to make employees feel accountable for their work, providing feedback along the way: As I said earlier, compassionate leadership isn’t about being soft or a pushover. It’s about giving your team members advice to help them improve, even if it’s advice that they may not want to hear or is difficult to deliver. Compassionate leaders are good at identifying what feedback needs to be provided, and then delivering it in a way that is constructive and impactful even if it is bad feedback including being specific and giving examples. Being a compassionate leader is about giving feedback that opens the recipient’s eyes up to the changes they need to make in order to improve. Importantly, a compassionate leader will also always explain to their employees that they are there to help them to get better and to give them the resources they need to succeed, whilst being clear on what improvements they expect to see. Ultimately, the most effective leaders know that it’s perf ectly possible to be compassionate, while also genuinely holding their team members to account for their performance, whilst making them feel that they are an important part of the team. DeLevie gave the example in her TEDx Talk of a performance review in which a compassionate leader might say to an underperforming employee: “Listen, we’ve had this conversation six or seven times. I’ve been very clear with you that these three things need to change. I’m going to be super-specific one more time… what you’re doing is limiting the rest of the team’s ability to do their job.” So, compassionate leaders know, that by holding their people accountable for their work, and giving feedback along the way, they are ultimately helping them thrive in the long-term, by pushing them out of their comfort zone and taking personal ownership for their work. So, we can deduce, then, that being a compassionate leader is far from being soft, as many presume. It is in fact, about doing all you can to help those in your team thrive and, ultimately, to reach their full potential. By leading with more compassion, you will lay the foundations for more creativity, problem solving and innovation to grow in your organisation â€" which are all key to succeeding, both in today’s, but also in tomorrow’s world of work. If you’ve come to the end of this blog, and after some self-reflection, have realised that you could be more compassionate in the way you lead your people, then the good news is that this style of leadership can be learned. In fact, Harvard Business Review define compassion as an action, something we can all make a habit of. So, stay tuned for my next blog in which I will share eight tips to help you become a more compassionate leader. Want to further hone your leadership skills? Our  leadership tips and advice  will help you become the leader you want to be: Afraid of having honest career conversations with your employees? Has a member of your team resigned? Here’s the best way to react Three steps to help you get better at delegating 5 sure-fire ways to motivate your employees to be more proactive Are you a bad listener? Here’s how to get better Why you should always ask your team how their weekend was

6 quick tips for making and keeping your summer goals

6 fast tips for making and keeping your mid year objectives 6 speedy tips for making and keeping your late spring objectives At the point when I was discussing my June objective with probably the dearest companion, he stated, It is highly unlikely you will have the option to do that. Watch me, I said. I wager you 100 push-ups you won't, he said. Arrangement. And we shook on it.It's authoritatively June, which means summer is upon us.Follow Ladders on Flipboard!Follow Ladders' magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more!Most individuals I know think about this season as an opportunity to day-drink by the pool, go to the sea shore, hang out on a pontoon (in the event that you know somebody with a vessel), get together with companions on housetop bars, etc. And keeping in mind that I unquestionably appreciate doing each one of those things, those exercises really aren't the main things that ring a bell when I consider summer.What I consider are goals.More explicitly, which objectives I'd prefer to accomplish when fall comes around (and winter in a matter o f seconds after).For for as far back as I can recall, this is the means by which I've generally rewarded my summers-going as far back as summer excursion in secondary school, and even center school. Summer was my chance to investigate new computer games and challenge myself to overcome supervisors. Summer was my opportunity to show signs of improvement at playing hockey, or record melodies in my room wardrobe. Summer has consistently been a period of grasping another test, and afterward driving myself to beat that challenge in a dense time of time.So, in case you're pondering how you can make and keep your late spring objectives, here are 6 brisk tips for you to run with.And don't forget: talking about your goals won't carry them to life.You will need to buckle down this mid year to see your objectives come to fruition.1. Set your expectation for June, July, and August by recording it some place you can see it on a day by day basis.Telling yourself, This late spring, I'm going to… isn't enough.Instead, take an evening or a night and truly consider what you need venture you need to complete, what expertise you need to rehearse, what objective you need to accomplish and afterward compose it down.Write it some place you can see it. Compose it some place that is a piece of your day by day schedule (like around your work area, or on your washroom reflect). And afterward, removing a page from one of my most loved books, Think and Grow Rich, read that expectation or that update you've recorded for all to hear on a day by day basis.Speak it into existence.2. Set month to month, week by week, and even every day objectives for yourself to reach-and registration with yourself as frequently as conceivable along the way.Truthfully, objective setting is easy.It's the responsibility side of things individuals battle with.Instead of considering your late spring one enormous lump of time (90 days), attempt to imagine your mid year as 3 separate parts (June, July, and August ). At that point, break every single one of those sections down into sub-parts (Week 1, Week 2, Week 3, Week 4). And afterward inside those sub-parts, truly disguise every day that makes up every single one of those weeks (Day 1, Day 2, Day 3, Day 4, Day 5, Day 6, Day 7).Now, set small scale objectives for each.Where would you like to be toward the finish of, state, June? Also, what objectives do you have to accomplish so as to arrive? How might you separate those objectives into week by week achievements? Also, how might you break every last one of those achievements down into day by day miniaturized scale milestones?The more you can assist yourself with seeing the subsequent stage before you (restricted to the whole 3-month venture), the almost certain you are to stay steady and associated with the process.3. Try not to discuss your objectives to anybody aside from 1 or 2 individuals throughout your life who will help hold you accountable.When I was discussing my June objective wi th perhaps the dearest companion, he stated, Its absolutely impossible you will have the option to do that.Watch me, I said. I've been procrastinating on this for a really long time. I will do it.I wager you 100 push-ups you won't, he said.Deal. And we shook on it.Now, why I even had that discussion with my companion in any case was on the grounds that I needed him to help consider me responsible. I needed him to ask me in seven days, or fourteen days, how things were going-and how close or far I was from accomplishing my goal.What I don't suggest, in any case, is mentioning to anybody and everybody in your life what your mid year objectives are.Why?Because science has really demonstrated that you're bound to accomplish your objectives on the off chance that you remain quiet about them (there's a fantastic TED chat on the topic).4. Abstain from making your late spring objectives similar sorts of objectives you set all through the year.I see summer as one of the most rousing occasion s of year.It's an extraordinary opportunity to permit yourself to make things you may not ordinarily make or gain ground in headings you wouldn't in any case organize. For me, summer has consistently been tied in with picking objectives that are less straightforwardly associated with proficient achievement, and progressively about self-articulation and long haul innovativeness. It's my method of keeping up a type of association with that youngster like sentiment of summer get-away, where these 3 months don't feel like the remainder of the year.I've consistently been a major adherent to routine changes and inventive breaks, so treat your late spring as a method of reconnecting with an alternate piece of yourself.You'll be grateful you did.5. Make a perusing list that fortifies and moves you a similar way as your late spring goals.One of the most ideal approaches to keep yourself connected with is to continually take care of yourself that equivalent sort of outer material.For model, s uppose your late spring objective is to wrap up your first (or second, or third) book. All things considered, at that point I would suggest you read different books inside your equivalent type to keep the thoughts streaming, and motivate you to oversee it as far as possible. I'd likewise prescribe you tune in to digital broadcasts that address similar subjects you're expounding on (to give you some additional points of view), and that you watch narratives or Netflix shows that tackle comparable themes.All these info sources will just add fuel to the fire.6. Pick how you spend your mid year wisely.Of course, all the above amounts to nothing except if you purposely make an opportunity to move in the direction of your goals.This is consistently the hardest part for human saying No to the Saturday neighborhood celebration, or the gathering of companions that needs to go to the sea shore. We despise feeling forgot about. We don't generally like remaining at home and working discreetly, w ithout anyone else. In some cases, we even feel remorseful for not being outside, for not being increasingly social, for not X, Y, and Z.But these are the intense decisions you will need to make-on the off chance that you need to end the late spring with a major objective of yours finished and achieved.Choose wisely.This article initially showed up on Minutes. You may likewise appreciate… New neuroscience uncovers 4 customs that will satisfy you Outsiders know your social class in the initial seven words you state, study finds 10 exercises from Benjamin Franklin's day by day plan that will twofold your profitability The most exceedingly terrible slip-ups you can make in a meeting, as indicated by 12 CEOs 10 propensities for intellectually tough individuals

How to show multiple positions on your resume

The most effective method to show numerous situations on your resume Instructions to show different situations on your resume The most effective method to show various situations on your resume Occupation searchers holding numerous situations at a similar organization are confronted with a difficulty: depict each position in detail (and go through important resume space), or merge for more prominent lucidness? Coming up next are tips on the best way to show numerous situations on your resume: How as of late accomplished you work at the organization? On the off chance that your latest work history is with the organization, at that point isolating out individual positions is generally the best wagered. Enrollment specialists/employing chiefs will in general spotlight intensely on the last 10-12 years of an applicants work history. By this rationale, if the organization youve held numerous situations at falls outside of this range, combine duties and achievements inside a solitary passage. What did you accomplish during your time at the organization? Results matter more than all else on an expert resume. Break down your history at the organization being referred to with an eye towards solid victories. Do you have enough to legitimize posting positions independently, or would combining them into a solitary section present you all the more proficiently? A decent trade off between these two alternatives is just to list the MOST RECENT position independently, trailed by a Career Note that quickly typifies more established positions. How appropriate is your work at the organization with respect to the sort of position being focused on? Detail is fine and dandy, yet except if your work at the organization straightforwardly integrates with the sort of position youre looking for with the resume, keep it short and to-the-point. There is nothing disappoints an employing specialist very like trudging through superfluous work credits. Various Employers When you have numerous situations with different managers and you have to do your resume altering, you should join the jobs into comparative occupations. Occupation searchers who have had some various managers will profit by consolidating their past assignments into classifications. For instance, in the event that you had a progression of occupations as a clerical specialist and full-time right hand for a few distinct bosses, make a subheading under it Work History called Executive and Management Assistant Positions. Above the subheading, put the beginning date of your first official or clerical specialist position, at that point a scramble, trailed by the date of your last official or clerical specialist position. Underneath this subheading, list the names of your business managers and portray obligations that were basic for every single job. Same Employer For the individuals who have held a few unique situations with a similar working environment, it is significant to feature that youre promotable or ready to work cross-practically. Inside the heading Work History, put the businesses name, at that point the area and business date ranges. Utilize the date you started working for the organization and the day you left the company. From that point onward, list your most current position, trailed by a span and the dates you were in that job. Under the title of your position, depict your commitments in one to 2 sentences. Keep your focuses brief. Rehash this for different positions you held with a similar organization, posting them in switch sequential request. Proficient Competencies Errand trackers with a delayed work history may benefit from a practical educational plan vitae design as opposed to a date one. An utilitarian application doesnt contain the organization name, title and vocation dates for every single activity; it joins segments of each activity youve had into proficient skills. Proficient abilities are undertakings and assignments you have acted in the entirety of your employments. You may have done likewise obligations every single activity as an enlisted proficient medical caretaker, so its pointless to list singular nursing capacities at a few emergency clinics, treatment focuses or doctors workplaces. Resumes ought to be set up with care and legitimate resume altering ought to be finished. They ought to be astutely edited, refreshed, and custom fitted to each position. In the event that you put time and exertion into your resume, the odds are acceptable that your potential manager will set aside the effort to give it cautious thought.

Job search protocol arguments between parent and child answered

Job search protocol arguments between parent and child answered Job Search Protocol, it matters Job search protocol between the generations Job Search Protocol, it matters It’s funny how different generations view a number of topics, especially job search protocol. Not having children (and don’t worry, with no interest) I have seen the differences first hand. It’s true what they say about the millennial generation and their helicopter parents.   (Parents that hover and get too involved in the life decisions)   In the last couple of months, I have worked with a few recent grads and in both cases, the parents were fairly involved. When I would meet with the recent graduate looking to enter the workplace, the parent would be there as well. Nothing like practicing interview questions with mom right there taking notes. I ask the classic interview question “so tell me about yourself” and mom starts to proudly answer on behalf of her first-born. I appreciate the show of support. I don’t know whether to be envious because these parents show their love by giving brand new cars, or embarrassed for the recent graduate. Regardless, it’s not any of my business, and I don’t have kids so I have no room to judge. I think both are right half the time, the question is, which half is right when? I provide the following admitting that I have not funded 18 years of food, shelter, clothes and 4-5 years of college tuition. I did not sit up at the appointed curfew hour waiting for the police to call, walk a dog that a son or daughter promised they would take care of, or explain the birds and the bees. I do have enough flight hours with the Helicopter parent to be a certified pilot balanced with the fact that I watch a lot of Jersey Shore.  I know job search protocol. Throughout the ages, the different generations have held differing ideas on what is right and what is wrong, what is acceptable and what is not. Job search protocol is no different. Beauty is in the eye of the beholder and what is hipster/cool to one generation is L-7 to another. What is embarrassing from one lens is revolutionary shit to another. I am a GenXer so I fall in between the Baby Boomer parent and the Gen Y/ Z recent applicant. I currently work in a start-up environment and worked in a Fortune company for my first 10 years. My generational birthright provides a credible middle ground that will attempt to set the record straight for the two opposing generations when it comes to the job search protocol.  HRNasty, self-proclaimed, judge, jury, and mediator. The following are decisions provided (with the wave of a dismissive hand) to the questions that are repeatedly provided when parent and the son/daughter take the court with HRNasty. Mom and Dad, listen to your son and daughter on these points on job search protocol:     “Mom and Dad, do not apply for any jobs on my behalf.     Do not come with me to the job fair or  interview, do not call my recruiter, and do not tell the company they should hire me, pay me more, or give me a bigger title.”   Agree: Unless your son or daughter is a 1st round draft pick and you are a professional sports agent this isn’t your battle. You may have been able to get them a better grade from the professor, or more playing time in Little League, but you are only going to piss me off. We are hiring your son/daughter and we want to hire someone who CAN MAKE THEIR OWN DECISIONS. Unless you are going to be accompanying your kid to work every day like you did in the kindergarten and are going to help them make business decisions, do your kid a favor and stay invisible in this process. You can be involved, but don’t be heard and don’t be seen. That Little League coach didn’t have a choice but to listen to you, that professor probably didn’t give a crap whether a student got an A or a B. I have a choice and plenty of young candidates with no experience. “It’s OK to text my recruiter.”   Agree. I provide my cell phone number and text is often times easier. I want to be available to my customer (the candidate) and I want to make it as easy as possible to accept our position. Skype, Twitter, FB, and LinkedIn also acceptable. PS. I always check my phone, I check my email every day. I don’t go to my social network every day. “It’s OK to look for a job on Craigslist.”   Agree. A lot of parents cringe when they hear their son or daughter they just put through school for $50-$200K is looking for a job on Craigslist. I can post a position on Craigslist for 25.00.   Monster and LinkedIn will cost me $400.00. It’s the first place I post 90% of our entry-level positions. “It’s OK to turn down a high paying  tech job.” Agree. I realize it is tough to understand that your son or daughter is not only going to make this much right out of school but to add more insult, they are thinking about TURNING IT DOWN!   If you are in the right industry, the market is good. I can’t believe it either.   At this level of comp, I am hoping for some life experience and maturity (which at this age, just isnt that possible) but it’s a great market for specific technical positions in industries.   If your resume lists a Tier 1 college, high GPA, and perfect test scores, yes, the market can be veddy-veddy good. “There are no jobs listed in the newspaper.” Agree.   The newspaper is a dead to me.   I don’t remember the last time I posted a position in a newspaper.   Everything is online.   Craigslist is cheaper and most young people are very familiar with this website. I am a hunter. I go to where the hunt is. I don’t ask the hunt to come to me. “It’s OK to wear jeans to an interview.” I will agree, it is OK. My disclaimer: Even if the jeans are $200.00, I don’t think you are putting your best foot forward. $40.00 khakis can make a better impression.   Slacks with a button down dress shirt even better. Most hiring managers will sense a fool if you think spending $200.00 on a pair of jeans is cool, sensible, or both. Parents, keep harping your son or daughter on these job search protocol points:   “Send thank you cards and send them the same day you interview.” Agree.   The hiring managers are usually a few generations older than the applicant and although OldSkool, these are a nice touch. Just make sure you write more than 3-4 sentences. An email will get to the hiring manager quicker and I wont begrudge any candidate for a well-written email. “Shouldn’t you be practicing the answers to the interview questions?” Agreed. You should be able to recite your answers when you stumble in at 2:00 AM after a long night of drinking. You need to know these! “Please don’t get a tattoo” Agree: Now is not the time to be getting a tattoo. If you insist, make sure there is absolutely no chance they will be seen in work clothes or less casual company picnic attire. “Get a haircut”.     Agree: Seriously, get a haircut. “Save money for a couple of interview outfits”. Invest in your image. Who am I kidding, these parents already took the kids shopping.   Make sure the stuff is ironed.  â€œPolish your shoes”.   Agree:   If your shoes don’t take shoe  polish, they are the wrong shoes for an interview.   As much as I am hiring you for your mind, I give the nod to Mom and Dad here.   I want to have confidence that you can impress our customers. Hopefully,   this will settle a few of the battles of the ages around job search protocol.   Have any other generational differences that you want to gather around the soapbox on? See you at the after party, HRNasty nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball. If you felt this post was valuable please subscribe here. I promise no spam,