Compassionate Vision should be at the time heart of every decision a Compassionate Leader makes and is a key to leading people with the tools to success in their life. Compassion for leader means temporarily suspending self-judgment so the leader appreciates others’ perspectives or situations when they are different from his point of view. Compassionate Leader should serve his people and not the opposite way. To be Compassionate Leader he needs to be genuinely concerned about the other person or people’s needs. He needs to think about and feel it from their perspective.
Compassion is having the quality of “feeling-with” and deep empathy. Nir Golan, Educational and Leadership expert creates a new definition for Compassionate Vision:
"Compassionate vision is based on a feeling of deep sympathy accompanied by a strong desire to alleviate the suffering and find a solution". Definition of Compassionate Vision means appreciating the people situation and holding them accountable. It means the Compassionate Leader shares all the relevant information with his people even if they may feel bad hearing it.
Compassionate vision comes from Medieval Latin passiōn- (stem of passiō) and a variant of preposition cum- with. When Compassionate Leader sympathizes with someone, he has compassion for that person, and he cans build his vision around it.
5 Tips for Compassionate Leader:
1. Get an initial understanding of the problem. Doing it right is perhaps the most important of all the steps. Compassion is taken a step further, where a person feels empathy and then a desire to help alleviate the suffering/ need of the other person. Another way to say it is defining the right problem to solve. Having compassion for another requires one to put the other person first, imagine what the person is going through, and then consider ways in which to help the person feel better and cope.
2. Focus on human values and needs. Have empathy for the people, solicit user feedback, and use it in their Compassionate vision. Compassion is taken a step further, where a person feels empathy and then a desire to help alleviate the suffering of the other person.
3. Engage in brainstorming sessions to generate as many ideas as possible (expand the solution space).
4. Create Compassionate vision and share them with other people.
5. Test, implement, and refine the Compassionate vision.
It’s hard to have compassion for others if the Compassionate Leader doesn't have compassion for himself. As long as the Compassionate Leader demands perfection of himself, he would take himself to task when he didn’t meet his own standards. And he did the same with others. If the Compassionate Leader always judges himself unfairly; he will do the same to others.
Compassion makes it easier to use the other core values. When Compassionate Leader has compassion, it’s natural to be curious about what leads people to do what they do and it’s easier to be transparent about what Compassionate Leader thinks. That’s because the questions the Compassionate Leader asks and the points of view he shares stem from his interest in learning rather than simply judging. When he has compassion, it’s easier to maintain accountability because accountability is in the service of development rather than punishment. And when the Compassionate Leader has compassion, he is more likely to surface everyone’s underlying needs; that makes it easier to generate commitment.
When Compassionate Leader sympathizes with someone, he has compassion for that person, but he doesn't necessarily feel his feelings. It helps Compassionate Leader to understand the problem, and generate the ideas. Compassion is strongly linked to the principle of diversity. Collaborate with people from various backgrounds and respects their viewpoints; enable “breakthrough insights and solutions to emerge from the diversity to create a better Compassionate vision”.