Leading with COMpassion vs. Leading with KPIssion

1 in 3 managers is leading with fear.

Research is adamant! The worst thing is that most of them are not even aware of it.

A recent survey by Love Leadership , conducted on 2,500 managers, across US, UK and Australia has shown that one third of the managers lead with fear, resulting in not only a huge productivity loss for the company, but contributing to making the workplace a dread one to avoid.

On the other side, research has also demonstrated strong evidence that leading with compassion has strong benefits, as it is highlighted in an HBR article . Think employee retainment, loyalty and commitment.

As leaders, it's easy to get caught up in the numbers, the KPIs that drive organizational success, or should we call it KPIssion. However, what often goes unnoticed is the profound impact leadership styles can have on the workplace environment. Recent studies reveal a stark truth—leading with empathy is not just a desirable trait; it's the linchpin for building a healthy and thriving workplace culture.

Empathy, recognized as the paramount trait in leadership , goes beyond mere awareness. It's about actively tuning in to the needs of your teams, customers, colleagues, and the company as a whole. Astonishingly, statistics indicate that leaders who demonstrate empathy are not only more effective but also more likely to foster loyalty and commitment among their team members.

In fact, a comprehensive study showed that organizations led by empathetic leaders experienced a 50% increase in employee engagement. This surge in engagement is not just a numerical boost; it translates into a workforce that is not just meeting KPIs but exceeding them.

Contrast this with the traditional approach of solely relying on KPIs to manage a team. While KPIs are crucial metrics, they fall short when detached from a larger purpose. Without a unifying vision, KPIs may lead to marginal achievements at best or, worse, leave you with a disengaged, uninspired team—a mere ghost of its potential self.

To be an effective leader, it's essential to intertwine KPIs with a broader purpose. Each KPI should be attached to a purpose that not only meets quantitative requirements but also resonates with the collective mission of the team. Building a vision and a culture that emphasizes this purpose becomes the driving force behind the quantitative targets.

Leading with empathy means more than just understanding; it involves showing compassion and addressing individual needs. This approach triggers a cascade of positive emotions—recognition, concern, and loyalty. It's akin to a child responding to a parent's compassion, instilling a deep sense of commitment to overcoming any obstacle for the sake of the team.

The benefits of leading with empathy are not just anecdotal. Research indicates that teams led by empathetic leaders outperform their counterparts. They navigate challenges with resilience, spurred on by a sense of purpose and a leader who is actively involved in the execution—leading by doing.

In contrast, leading through fear, often unintentional, creates a toxic environment that stifles creativity and productivity. The fallouts of such a leadership style are evident in decreased morale, increased turnover, and a general lack of enthusiasm among team members.

Thus, any thought leader looking forward to propelling his team shoud look at the following:

• For each of your KPIs, attach a purpose that would allow to fulfill the quantitative requirements once fulfilled
• Build a vision and a culture that will put forward the purpose, federating the people around one way forward
• Have an empathetic approach to achieving the goals and executing the plans by being part of the execution and driving your teams with you (leading by doing), rather than being in a control tower verifying the advancements and asking for action plans.

Share your thoughts on leading with compassion or KPI-centric approaches in the comments below. ????