Take a moment to reflect on the following questions to help you and your leaders to identify some of the activities that foster compassion in their team and wider organisation:
1. Do I actively promote a culture in which people trust each other and know that if they talk about their problems, other team members will not judge them and they will listen and try to help? How do we do this?
2. Do I actively encourage and empower others to respond to a colleague’s suffering or need for support?
3. How do I show care and concern towards people in my team?
4. What is the value of sharing problems with others and how often do I ask for help?
5. Do people in my team know that I will try to help them if they have a problem?
6. Are people in my team in regular close contact (e.g. through face to face daily or weekly department meetings) and have the space to speak freely and unfiltered?
7. Is there a strong connection between people in my team which makes them feel aligned, seen, felt, known and not alone?
8. When people in my team notice a change in the condition of a colleague, how do they respond?
9. How well do colleagues know each other on a human rather than work level?
10. Do people in my team feel safe in sharing their personal problems, issues and challenges with each other?
LeaderX values autonomy and relationship. They give their people enough empowerment and independence to do their best work and thinking, yet also have strong relationships that are beyond just work, outputs and deadlines. They genuinely feel supported, cared for and like they belong. When the chips are down, they can seek out peers and colleagues to support them. When things go well, they want to share it with others.
Yes, the boundaries between work and home are more blurred than ever. This can be leveraged to create connection.
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