The task of being a leader over the last two years has required a great deal of empathy. Leaders are helping teams recover from the grief and loss of the pandemic, buoying the declining mental health of their employees, and being sensitive to people’s anxieties. And while being empathetic — having a close, visceral understanding of the other person’s experience — is important, acting on that feeling and exhibiting compassion will allow you to better support your people. To move from empathy to compassion, start by taking a mental and emotional step away to get a clearer perspective of the situation and the person. Creating distance may feel counterintuitive but it’s hard to see solutions when you are too emotionally involved in the problem. Of course, you also want to ask the person what they need. If it’s something you can feasibly offer, offer it. But remember that you won’t always be able to meet their requests, and in many instances, that’s ok. Taking compassionate action is sometimes a matter of listening and being a caring presence.
Tag: Kalikajaros
When you’re a leader, leaving your job isn’t always straightforward. How you manage your departure will influence how your coworkers and organization remember you and either enhance or damage your reputation. Here’s how to set your team up for success before you move on to your next opportunity. Start by identifying your priorities. Be realistic about what you can accomplish and concentrate on issues where you really are the only person for the job. Then share these priorities with everyone — your boss, peers, and direct reports. At the same time, establish boundaries so you don’t get sucked into new crises and projects. Next, create a detailed transition plan for your boss that outlines what will need attention after you leave, and your recommendations for how to best get the work done. Finally, prepare your team — especially your successor if you know who they are — for your departure. Talk to your employees about what they hope to accomplish in the future and ask them to identify the stakeholders that are critical for their success. What can you do to reinforce these relationships and set them up to achieve their goals before you say goodbye?
Careers evolve and unfold over many years — even decades. So how can you be sure that you’re on the right path and you’ll achieve your definition of success? To take control of your future, step back and reflect on your present. Ask yourself the following five questions:
- How fulfilled do I feel? This is often about whether you’re able to express your values at work. Identify what’s most important to you and then consider, “On a scale of 1-10, where 10 is the ideal, how well am I able to express this value in my job?”
- How am I learning and growing? To what extent are you building competence or expertise in your sector or function? What competencies do you want to develop further in the year ahead?
- Am I headed toward a long-term goal? While everyone hates the question “Where do you want to be in 10 years?” stepping back to figure out a broad vision can help you pursue opportunities more proactively, versus reactively. You might ask yourself “What do I want in my (work) life in three to five years?” which is a more manageable chunk of time.
- What seeds can I plant today that will benefit me tomorrow? Career success is often the result of the cumulative effects of small, regular actions.
- What relationships do I need to build to help me realize my vision? You can’t do it alone, no matter what the “it” is. Given your goals, who are the people who can help you get there?