Compassion Is A Needed Leadership Skill

While perusing a news site I came across a story that published the names of ten actors that have a reputation for being difficult and hard to work with in the entertainment industry.  This opinion piece was drawn from insiders that had either worked with the actors or known someone who had.  

Needless to say, sometimes the most talented have a reputation for being the most difficult. 

We have all heard stories of how difficult Steve Jobs was at Apple and how his genius gave him a pass as his vision and tenacity produced new technology advances and products that greatly enhanced our personal and professional lives.  Sure a CEO can be aggressive, demanding, and set incredibly high expectations for the workforce and the desired outcomes for the company.  Being able to layout an incredible vision just comes with the title. 

In most cases, these CEO’s are accountable to the stockholders and the pressure of making a return on the group’s investment is a constant source of motivation and can contribute to that “creative arrogance” that some are known for in their respective industries.  Plus, these leaders have high expectations placed upon them by their corporate Board of Director’s with organizational goals, research and development plans, and strategic objectives to achieve. It’s life in the hot seat.  No wonder it can be lonely at the top with all these demands on these individuals. 

Okay, have I provided enough cover or excuses for these leaders and their behaviors?  Do we all need more convincing that positive results, at the cost of withstanding bad behavior, may be good for the balance sheet, but it will take it’s toll on the workforce?  One popular leadership author addresses the “wake” a successful employee can leave behind. Is that wake one of collaboration and teambuilding or one that is destructive and leaves workforce casualties as a result? Sure success was attainable, but at what cost?

Yes, we all have difficult people in our workforce and there is a fine line between acceptable and destructive behavior.  If you are attempting to create and sustain a workplace culture that values collaboration, trust, and connectedness, then allowing a rogue high achiever with bad behavior on your team will come at a cost.  That fine line cannot go unchecked or you run the risk of having your team dividing, or worse yet, dissolving.  Sure profits and success are great, but at the risk of losing a great workplace culture, consider the long-term impact in allowing this behavior.

Maybe you are that creative arrogant leader.  Your success is built on the backs of well-intentioned and talented employees that desired to work in your highly demanding workplace under your increasing, and sometimes unattainable, expectations.  It’s incumbent upon you to see individuals for who they are and what they offer to avoid letting your arrogance divide or dissolve your workforce.  

A compassionate leader can still hold those same high expectations, and in the end, gain more from their workforce because employees want to be known and valued by their leader. 

As you look at 2015 as a time for setting new expectations, and changing behaviors, look at the success you currently have and ask, “Who on my team is doing a great job and needs encouragement to get even better?” and “What can I do as a leader to get to know my team better to help them understand that I value who they are what they are accomplishing?”  These essential questions will make a difference for you and your team.     

Set your best intentions as a leader or employee on valuing those you work with while holding high the banner of excellence and high expectations for all.  When we invest in helping others improve, everyone succeeds. This practice sets our sights to be more, do more, and achieve more in 2015. 

Your compassion is an important element of effective leadership and one that trumps arrogance and contributes to the bottom line of profits and employee satisfaction.