Your Snapshot
A summary of the key insights from this issue
⬩ Modelling self-compassion as a leader transforms team dynamics by building psychological safety and cohesion.
⬩ Compassionate feedback focuses on learning and growth rather than judgment, empowering people to improve.
⬩ Leading with empathy supports people through the emotional journey of change by providing care and understanding.
Compassion isn’t a fluffy, soft option
I want you to know this feedback is coming from a place of love
In the realm of educational leadership, compassion is more than a soft skill – it’s a fundamental principle that shapes our interactions, decision-making processes, and ultimately, the culture of our schools and institutions.
In today’s issue, we explore how leaders can apply lessons around self-compassion to create more empathic organisations.
We look at how compassion transforms team dynamics, fuels growth through compassionate feedback, and supports people through the emotional journey of change. By modelling self-compassion and leading with empathy, we can build cultures where community members feel safe, valued, and empowered to reach their full potential.
Thanks for reading. I still have some opportunities for 1-to-1 coaching; if you think I could support your professional growth, please contact me. “My coaching sessions with Tom always leave me feeling energised and inspired. I have appreciated the empathy he has shown, as well as his adaptability and ability to provide a different perspective to my work. All of this has led to growth beyond what I would have thought possible at the start.”
Compassion Transforms Team Dynamics
“This isn’t some fluffy, soft option which undermines hard work, as devotees of the earlier traditional sporting mindset might decry. Research across branches of psychology – behavioural, sports, positive and clinical – shows how #compassion creates the strongest foundation for resilience and sustained performance under pressure whether in sport, the military, healthcare or business.”
Compassion has a transformative effect on team dynamics. Empathic leaders create a culture of psychological safety, where team members feel heard and understood.
One example is manager Sarina Wiegman’s leadership of the England women’s football team. Wiegman stands by players after mistakes and focuses on learning rather than judgment. This compassion has helped the team sustain strong performance and reach finals of major tournaments. (Too soon Australia?)
By validating emotions, leaders build trust on their teams. This fosters open and honest dialogue, enabling collaborative problem-solving even during conflict. With compassion as a foundation, team members feel valued and empowered to reach their full potential.
The Emotional Journey of Change
“The workforce bears the brunt of failed transformations, and the emotional damage can be substantial as employees lose confidence in leaders and become skeptical of further attempts at transformation.”
This article by by Andrew White, Michael Smets, and Adam Canwell offers insights into how organisational change is an emotional journey.
Organisational change often involves emotional upheaval. Transformations can challenge people’s sense of competence and self-worth. Compassionate leaders recognise this emotional impact.
They make space for people to process their feelings of denial, fear, and confusion. Leaders also need self-compassion to manage their own emotions. By naming and normalising feelings, they provide psychological safety during uncertain times.
This empathic approach motivates sustainable change. With compassion as a foundation, people feel cared for throughout the emotional journey. Leaders can then focus on painting an inspiring vision that secures buy-in. Their support helps maintain commitment even amidst the turbulence of transformation.
The Power of Compassionate Feedback
“Making mistakes is an inevitable part of being human.”
Kristin Neff
Critiquing with kindness makes feedback empowering rather than demoralising. Compassionate feedback focuses on behaviours, not character. It takes a learning-oriented approach that recognises the shared human experience of mistakes.
As Kristin Neff’s research on self-compassion shows, being kind and understanding toward oneself fosters resilience and a growth mindset. The same applies when giving feedback to others.
Providing perspective on failures as part of the shared human experience helps reinforce people’s sense of belonging and self-worth. This motivates them to improve without fear of harsh judgment.
Compassionate leaders can create psychologically safe environments where feedback stems from care, not criticism. This builds openness, trust, and support for teams to reach their potential. With compassion, feedback becomes fuel for growth rather than demoralisation.
⏭🎯 Your Next Steps
Commit to action and turn words into works
⬩ Reflect on your current leadership style and identify opportunities to incorporate more compassionate practices. Consider the Appreciative Inquiry model to guide this process.
⬩ Develop an empathy-driven approach to problem-solving and team dynamics, focusing on fostering a culture of understanding, collaboration, and mutual respect.
⬩ Revisit your feedback mechanisms and explore how they can be made more compassionate. Consider how critique can be delivered with kindness to empower, rather than tear down.
🗣💬 Your Talking Points
Lead a team dialogue with these provocations
⬩ How does compassion show up in your current leadership practices, and where are there opportunities for growth?
⬩ What does an empathy-driven approach to problem-solving look like in your context? How can you apply the Appreciative Inquiry model to foster this approach?
⬩ How can feedback mechanisms be restructured to be more compassionate and supportive? Consider discussing Kristin Neff’s work on self-compassion as a starting point.
🕳🐇 Down the Rabbit Hole
Still curious? Explore some further readings from my archive
⟶ These 7 Attributes Promote Appreciative, Caring Conversations – Tom Barrett (edte.ch) My article introduces the concept of Appreciative Inquiry (the other AI), a model of positive change that asks questions about what is going “right” instead of what is going “wrong”. I also share a practical example with the Caring Conversations framework (CCF).
⟶ Why self-compassion – not self-esteem – leads to success – BBC Worklife This article explains the concept of self-compassion and its benefits for mental and physical health, wellbeing and productivity. It also describes how self-compassion differs from self-esteem and why it is a more effective way to cope with failures and mistakes.
⟶Provocations To Be More Empathic – Tom Barrett (edte.ch) My article explores the concept of empathy and its different aspects, such as cognitive, emotional, and empathic concern. It also challenges you to think more deeply about empathy and its implications for society and personal growth.
