Leadership has the power to uplift, inspire, and transform. Yet, in many spaces, we see leadership that leans toward indifference or even heartlessness, where leaders prioritize results over people, control over connection, and efficiency over empathy. The difference between a leader who truly cares and one who remains detached often comes down to mindset. A growth mindset, or the belief that abilities, intelligence, and character can develop through effort and learning, fosters compassionate leaders who recognize the humanity in those they lead.
A leader with a growth mindset understands that mistakes and challenges are not just obstacles to be managed but opportunities to learn. This perspective extends to how they view others. Rather than labeling someone as “incompetent” or “not leadership material,” they see potential waiting to be developed. They encourage, mentor, and invest in their teams, knowing that growth is possible for everyone. This belief creates an environment where people feel valued rather than judged, supported rather than discarded.
In contrast, a fixed mindset, where people believe abilities are static and unchangeable, often spawns leaders who lack compassion. If a leader assumes people cannot grow beyond their current abilities, they are less likely to invest in development or second chances. They may dismiss struggling employees, create rigid hierarchies, and foster a culture of blame rather than encouragement. Without a belief in potential, there is little motivation to lead with empathy.
Compassionate leadership requires humility, and a growth mindset naturally fosters this quality.
Leaders who embrace learning know they do not have all the answers. They seek feedback, admit mistakes, and recognize the value of diverse perspectives. This openness makes them more approachable and willing to listen, allowing them to connect with people on a deeper level. When leaders view their own development as a journey, they extend the same understanding to those around them, fostering patience and grace rather than impatience and dismissal.
Empathy thrives in an environment such as WeSeniors where an intentionally and dynamic compassionate leader like Dr. Haidong Liang (Executive Director) and assistant Charis Wong (Communications Coordinator) leave people feeling safe enough to grow and enjoy the process. A leader who understands the power of change does not just demand excellence but nurtures it. They take the time to understand challenges from the perspective of their team, offering guidance rather than harsh judgment. They recognize that setbacks are not failures but stepping stones to improvement. This approach does not make a leader weak; it makes them wise. They hold people accountable while also providing the support needed to rise to challenges.
Indifferent leaders may operate from fear, fear of losing control, fear of being seen as weak, or fear of failure. A growth mindset replaces fear with curiosity. Instead of fearing mistakes, leaders with this mindset seek to understand them. Instead of avoiding difficult conversations, they engage in them with a desire to learn and improve. This shift from fear to growth creates a leadership style that is both strong and compassionate, capable of guiding people through difficulties rather than dismissing them.
The impact of compassionate leadership extends beyond individuals to entire cultures. Workplaces led by those with a growth mindset tend to be more inclusive, resilient, and innovative. People are more willing to take risks when they know mistakes will not define them. They are more engaged when they feel valued. A culture of growth encourages people to lift each other up rather than compete for limited recognition.
The most powerful leaders are not those who command with authority but those who inspire through belief in others. A growth mindset fuels that belief, turning leadership into an act of service rather than control. When leaders embrace learning, potential, and connection, they create environments where people thrive—not just in their work, but in their humanity. Compassion is not a soft skill; it is a force that transforms leadership from indifferent to inspiring, from heartless to profoundly impactful.
Where does the pathway to compassion begin?
Compassionate practice is not an end in itself, but it arises with support and solidarity with the suffering of our world.
One of the main conditions for compassionate leaders is detaching from our ego, that motivates a darker part of personal success or power that craves money or control over people or purpose.
Indifference will likely always occur in leaders, but our intentional practices that offer sympathy, empathy, and compassion for suffering in our world turns heartlessness into care for families in Gaza, children in Ukraine, and starving masses in Africa. Compassion sees and supports the poorest of the poor, and people marginalized in our communities and around the world.
It’s not so much about letting go of indifference, as it is about holding onto a deep solidarity with the suffering of the world. As we let go of false motivations, or ego-based leadership control, we’ve already opened new spaces for hope, and we’ve set the stage to grow deeper desires for an increase in compassion, in caring, in solidarity with human suffering.
Not that we need to await perfect motivation or feel ready to embody a perfect practice. What will motivate us further? Instead of perfection, let’s look for growth. Ultimately, we only see that growth over time as we grow in communion with those who suffer, grow in solidarity with human and beyond-human pain, and with tears for things that others suffer around us.