#HR #RRHH Making love and making personal #branding #leadership

Every day, it seems, we’re bombarded with news of leaders, corporate heads, politicians and other key figures in our society whose behavior shocks and deeply disappoints us.

Whether it’s egregious lying, or a lack of accountability, or rampant narcissism or indifference to others, we’re reminded daily of how important character is in our lives and in the successes (or failures) we create and achieve.

Learn more / En savoir plus / Mehr erfahren:

http://www.scoop.it/t/21st-century-learning-and-teaching/?&tag=LeaderShip

http://www.scoop.it/t/21st-century-learning-and-teaching/?&tag=LeaderSkills

http://www.scoop.it/t/21st-century-learning-and-teaching/?&tag=Character

Attend almost any organizational training and you will hear some version of this adage: “The only constant is change.” The best organizations get great at handling change with care, but many organizations don’t. Unless change goes hand-in-hand with compassion, however, organizational change can also become workplace suffering.

Connecting with others is at the heart of human nature. Recent research emphasizes that the power of connections can help us be creative, resilient, even live longer. But we can easily overlook the importance of these bonds. As popular writer and researcher Adam Grant has noted, the pressure of tight deadlines and the pace of technology mean that fewer Americans are finding friendship in the workplace. In fact, many of us are further disconnecting from the people we work with: we’re more stressed out than ever, and half of us regularly experience incivility in our jobs.

How can we create possibilities for connection in what is sometimes a hostile atmosphere? We believe there needs to be more compassion.

Years ago, when I was a 23-year-old assistant HR manager at a large department store, one of our sales associates suffered a heart attack and died while at work. At the time, I was out of town, attending my grandfather’s funeral. Upon my return to work, my boss, Mary, told me what had happened and carefully gauged my reaction. She was concerned about me suffering two losses in quick succession. When I assured her I was OK, she asked me to check in with Scott, the department manager of the gentleman who had died.

Recent research shows that having a culture of compassion may not only build a happier workplace but also improve an organization’s bottom line. When we are supportive of one another there is often higher performance because team members feel valued and appreciated for their contributions and want to add more. Show compassion.