Compassion Increases Trust

Cathie Leimbach • July 19, 2022

“People put faith in those who care beyond themselves,” says David Horsager. “And feeling cared for increases trust.”


Imagine a working environment where professional relationships are built on a base of mutual trust and respect. Such workplaces are compassionate, and in turn, happier.


Compassion is a process involving the ability to be aware of, feel, or perceive another human’s pain and to be with them or take action to relieve their suffering.


Meysam Poorkavoos believes there are three main problems that organizations have which impede showing compassion in the workplace.


1.       Their workplace lacks an open culture where employees are comfortable sharing their issues and problems.

2.      Managers aren’t really interested in people. They focus on outcomes without caring about the people who achieve them.

3.      Policies and procedures tend to get in the way so people don’t see when staff need support.


Poorkavoos suggests 7 tips for increasing compassion and trust in the workplace.


1.      Get to know your colleagues better. Ask them about their life.

2.      Offer to help a co-worker when they are struggling with something that you are strong at.

3.      Notice a colleague’s mental well-being and ask how you can help them.

4.      Praise employees in front of others to show appreciation for their good work.

5.      Be a kind, supportive leader or manager by encouraging them and offering flexibility.

6.      Encourage constructive criticism to help colleagues be more effective at work.

7.      Start with self-compassion by giving yourself slack when you have a bad day.


We are all human. We are emotional beings. Let’s help everyone in our workplace feel that they matter as an individual and as an employee. Increase workplace trust and happiness by being compassionate with your colleagues and yourself.

 

Three Small Shifts That Change Everything

By Cathie Leimbach • March 24, 2026
You don’t need to make big changes in your leadership practices to get better results. Often, it’s small shifts in everyday leadership conversations that quietly change how work gets done. Here are three that work: 1. Make priorities clear Start meetings by stating current priorities. That creates focus right away and helps conversations stay on topic. 2. Ask instead of solve Instead of answering an employee’s questions, ask, “What are your suggestions?” Such questions encourage employee thinking and stronger follow-through. 3. Hold short monthly one-on-one check-ins Meeting with each employee one-on-one allows the regular review of goals, progress, and obstacles. These short conversations surface issues early and keep everyone aligned. These small habits keep teams steady and focused. Your challenge this month: Pick one shift and try it. Notice what changes in clarity, buy-in, or accountability. Sometimes the difference between teams that struggle and teams that move smoothly comes down to a few simple leadership conversations happening consistently. 👉 Join our 60-minute Leadership Conversation on March 30th at 3:00 PM to see how small shifts in everyday leadership conversations can quickly improve clarity, ownership, and results.

From Performance Problems to Possibilities

By Cathie Leimbach • March 17, 2026
Most leaders can list what’s wrong fast: missed deadlines, uneven effort, or teams that seem capable of more. The bigger shift happens when leaders stop asking, “What’s broken?” and start asking, “What’s possible if we lead differently?” Limits like time, budget, and pressure are common. The resulting overwhelm is reduced when leaders get clear about what really matters. Strong leaders respond to these limits by focusing on priorities, simplifying decisions, and actively guiding their teams. Often, the shift begins with better leadership conversations. The right conversations clarify expectations, surface issues early, and help people take ownership before small problems grow into bigger ones. When leaders create space for clear, honest dialogue, teams stop guessing and start moving forward. Performance improves when leaders: Get clear instead of assuming Address issues early through direct conversations Set priorities people can follow Notice and praise progress, don’t comment only on mistakes These small, steady choices create momentum. We often hear questions like: “How do we stop reacting?” “What if our team is capable but inconsistent?” “How do we improve without burning people out?” Those questions point to opportunities for growth. Don’t think of them as failure. 👉 Where might your team be guessing instead of knowing? Identify one gap—and use your next conversation to close it.