what’s the most common sentence he heared work every day most likely it’s
heared work every day most likely it’s
heared work every day most likely it’s how are you right that’s the way to kick
how are you right that’s the way to kick
how are you right that’s the way to kick off a conversation at work how are you
off a conversation at work how are you
off a conversation at work how are you so how you guys today
so how you guys today
so how you guys today great yeah that’s what I wanted to hear
great yeah that’s what I wanted to hear
great yeah that’s what I wanted to hear thank you so what do we say it work when
thank you so what do we say it work when
thank you so what do we say it work when somebody asks us how are you yeah we say
somebody asks us how are you yeah we say
somebody asks us how are you yeah we say yeah I’m great thanks and then we get to
yeah I’m great thanks and then we get to
yeah I’m great thanks and then we get to ask in return how are you that’s the
ask in return how are you that’s the
ask in return how are you that’s the flow of things the other person will
flow of things the other person will
flow of things the other person will also say yeah I’m ready go – thank you
also say yeah I’m ready go – thank you
also say yeah I’m ready go – thank you thanks for asking and after that you can
thanks for asking and after that you can
thanks for asking and after that you can go straight to business right here in
go straight to business right here in
go straight to business right here in Germany it’s all the small talk you need
Germany it’s all the small talk you need
Germany it’s all the small talk you need that’s it but now what in this game of
that’s it but now what in this game of
that’s it but now what in this game of how I use what if one of the persons
how I use what if one of the persons
how I use what if one of the persons actually said something like you know I
actually said something like you know I
actually said something like you know I don’t feel good today I you know my
don’t feel good today I you know my
don’t feel good today I you know my child was really sick and I should
child was really sick and I should
child was really sick and I should probably be home not here or you more
probably be home not here or you more
probably be home not here or you more pressing you know my my father’s about
pressing you know my my father’s about
pressing you know my my father’s about to die and so suddenly there’d be this
to die and so suddenly there’d be this
to die and so suddenly there’d be this huge emotional elephant in the room
huge emotional elephant in the room
huge emotional elephant in the room right and there would be this awkward
right and there would be this awkward
right and there would be this awkward moment of prolonged silence and then
moment of prolonged silence and then
moment of prolonged silence and then finally the other words and would say
finally the other words and would say
finally the other words and would say you know oh gosh horrible is there
you know oh gosh horrible is there
you know oh gosh horrible is there anything with there anything I can do
anything with there anything I can do
anything with there anything I can do and the other person noticing the
and the other person noticing the
and the other person noticing the awkwardness probably say no it’s it’s
awkwardness probably say no it’s it’s
awkwardness probably say no it’s it’s fine you know let’s go to work and then
fine you know let’s go to work and then
fine you know let’s go to work and then they would go to work and then they
they would go to work and then they
they would go to work and then they would talk about the budget for next
would talk about the budget for next
would talk about the budget for next year or something like that right and
year or something like that right and
year or something like that right and meanwhile that emotional elephant would
meanwhile that emotional elephant would
meanwhile that emotional elephant would wake itself very very comfortable in
wake itself very very comfortable in
wake itself very very comfortable in that room and will make sure that the
that room and will make sure that the
that room and will make sure that the whole meeting really turns out pretty
whole meeting really turns out pretty
whole meeting really turns out pretty awkward right so why is that the case
awkward right so why is that the case
awkward right so why is that the case well ever since you know Frederick
well ever since you know Frederick
well ever since you know Frederick Taylor’s ideas of scientific management
Taylor’s ideas of scientific management
Taylor’s ideas of scientific management organizations are supposed to be these
organizations are supposed to be these
organizations are supposed to be these places of stern rationality no it’s
places of stern rationality no it’s
places of stern rationality no it’s about numbers calculations efficiency
about numbers calculations efficiency
about numbers calculations efficiency and we as humans with all of our
and we as humans with all of our
and we as humans with all of our emotional complexity
emotional complexity
emotional complexity we’re actually seen as a sort of
we’re actually seen as a sort of
we’re actually seen as a sort of disturbing factor right if you look at
disturbing factor right if you look at
disturbing factor right if you look at all these big economic theories they
all these big economic theories they
all these big economic theories they have the Homo economicus right and
have the Homo economicus right and
have the Homo economicus right and that’s not a human that’s like this
that’s not a human that’s like this
that’s not a human that’s like this computing machine no emotions there but
computing machine no emotions there but
computing machine no emotions there but we all know when the emotional son comes
we all know when the emotional son comes
we all know when the emotional son comes in the room right and on good days at
in the room right and on good days at
in the room right and on good days at work we have lots of positive emotions
work we have lots of positive emotions
work we have lots of positive emotions we have farm and there’s pride and joy
we have farm and there’s pride and joy
we have farm and there’s pride and joy and meaning but we also know pain at
and meaning but we also know pain at
and meaning but we also know pain at work
work
work suffering certainly a lot of fear in
suffering certainly a lot of fear in
suffering certainly a lot of fear in organizations right they’re suffering
organizations right they’re suffering
organizations right they’re suffering part of human life consists of suffering
part of human life consists of suffering
part of human life consists of suffering and that means that also part of
and that means that also part of
and that means that also part of organizational life consists of
organizational life consists of
organizational life consists of suffering it’s a no-brainer
suffering it’s a no-brainer
suffering it’s a no-brainer and that’s why late Peter frost the
and that’s why late Peter frost the
and that’s why late Peter frost the management professor from the University
management professor from the University
management professor from the University of British Columbia
of British Columbia
of British Columbia he coined this very very powerful
he coined this very very powerful
he coined this very very powerful sentence there’s always pain in the room
sentence there’s always pain in the room
sentence there’s always pain in the room that’s what he said there’s always pain
that’s what he said there’s always pain
that’s what he said there’s always pain in the room and the truth is there is
in the room and the truth is there is
in the room and the truth is there is pain in this room right now
pain in this room right now
pain in this room right now a couple of minutes I asked you how are
a couple of minutes I asked you how are
a couple of minutes I asked you how are you said good but there is pain in the
you said good but there is pain in the
you said good but there is pain in the shrimp right now for salmon will be
shrimp right now for salmon will be
shrimp right now for salmon will be physical pain for others it may be
physical pain for others it may be
physical pain for others it may be emotional pain for whatever reason but
emotional pain for whatever reason but
emotional pain for whatever reason but there is pain in the shrimp and it means
there is pain in the shrimp and it means
there is pain in the shrimp and it means there’s pain and suffering in
there’s pain and suffering in
there’s pain and suffering in organizations and where does it come
organizations and where does it come
organizations and where does it come from so some of that suffering is caused
from so some of that suffering is caused
from so some of that suffering is caused outside of the organizations and people
outside of the organizations and people
outside of the organizations and people bring it in you know there’s trouble
bring it in you know there’s trouble
bring it in you know there’s trouble about money about relationships there is
about money about relationships there is
about money about relationships there is sickness there’s death and taxes
and people bring that into the office
and people bring that into the office we’re kind of supposed to leave that at
we’re kind of supposed to leave that at
we’re kind of supposed to leave that at the front door right but guess what we
the front door right but guess what we
the front door right but guess what we can’t I mean we can’t hold our feelings
can’t I mean we can’t hold our feelings
can’t I mean we can’t hold our feelings off for some time but we cannot get rid
off for some time but we cannot get rid
off for some time but we cannot get rid of them altogether and also here’s a
of them altogether and also here’s a
of them altogether and also here’s a simple truth for you I mean I’m here the
simple truth for you I mean I’m here the
simple truth for you I mean I’m here the business school so I’m talking to
business school so I’m talking to
business school so I’m talking to leaders and future leaders leaders and
leaders and future leaders leaders and
leaders and future leaders leaders and organizations create suffering you’re
organizations create suffering you’re
organizations create suffering you’re creating suffering as a leader when
creating suffering as a leader when
creating suffering as a leader when you’re not creating suffering you’re
you’re not creating suffering you’re
you’re not creating suffering you’re probably not leading why is that the
probably not leading why is that the
probably not leading why is that the case when you’re leaving people a lot of
case when you’re leaving people a lot of
case when you’re leaving people a lot of times you have to make decisions about
times you have to make decisions about
times you have to make decisions about things about budgets but you also have
things about budgets but you also have
things about budgets but you also have to make decisions about people who gets
to make decisions about people who gets
to make decisions about people who gets to go on vacation for Christmas who has
to go on vacation for Christmas who has
to go on vacation for Christmas who has to stay in the office who gets to work
to stay in the office who gets to work
to stay in the office who gets to work on that really cool project who doesn’t
on that really cool project who doesn’t
on that really cool project who doesn’t who gets promoted who gets fired
who gets promoted who gets fired
who gets promoted who gets fired sometimes you have to make these
sometimes you have to make these
sometimes you have to make these decisions you create suffering and the
decisions you create suffering and the
decisions you create suffering and the good news is it’s okay you just have to
good news is it’s okay you just have to
good news is it’s okay you just have to be aware of that and you have to take
be aware of that and you have to take
be aware of that and you have to take care of that right so now that we know
care of that right so now that we know
care of that right so now that we know that there is suffering the question is
that there is suffering the question is
that there is suffering the question is what can we do about it and one idea
what can we do about it and one idea
what can we do about it and one idea could be to just ignore it had you
could be to just ignore it had you
could be to just ignore it had you another idea could be to tell your
another idea could be to tell your
another idea could be to tell your people to get their together and
people to get their together and
people to get their together and it’s actually research other their shows
it’s actually research other their shows
it’s actually research other their shows telling you people to get their
telling you people to get their
telling you people to get their together is just about the worst thing
together is just about the worst thing
together is just about the worst thing you can do to drive down motivation
you can do to drive down motivation
you can do to drive down motivation engagement and employee satisfaction so
engagement and employee satisfaction so
engagement and employee satisfaction so what else can we do is leaders we can
what else can we do is leaders we can
what else can we do is leaders we can show compassion compassion now that’s a
show compassion compassion now that’s a
show compassion compassion now that’s a strange word because it’s summer doesn’t
strange word because it’s summer doesn’t
strange word because it’s summer doesn’t seem to fit in this world of business
seem to fit in this world of business
seem to fit in this world of business right it’s it’s too soft it’s too
right it’s it’s too soft it’s too
right it’s it’s too soft it’s too esoteric and the truth is obviously it
esoteric and the truth is obviously it
esoteric and the truth is obviously it belongs to the world of spirituality
belongs to the world of spirituality
belongs to the world of spirituality especially in Buddhism that’s where it
especially in Buddhism that’s where it
especially in Buddhism that’s where it comes from and at the heart of
comes from and at the heart of
comes from and at the heart of compassion there’s a very simple and
compassion there’s a very simple and
compassion there’s a very simple and beautiful idea wishing that other people
beautiful idea wishing that other people
beautiful idea wishing that other people may be free from suffering that’s the
may be free from suffering that’s the
may be free from suffering that’s the core of compassion now how do we get
core of compassion now how do we get
core of compassion now how do we get there
there
there the good news is you don’t have to go to
the good news is you don’t have to go to
the good news is you don’t have to go to Tibet and meditate in a cave for like
Tibet and meditate in a cave for like
Tibet and meditate in a cave for like ten years I mean you can do it it’s
ten years I mean you can do it it’s
ten years I mean you can do it it’s probably fine you don’t have to choose
probably fine you don’t have to choose
probably fine you don’t have to choose this even small babies act
this even small babies act
this even small babies act compassionately very spontaneously when
compassionately very spontaneously when
compassionately very spontaneously when they see somebody suffer that they care
they see somebody suffer that they care
they see somebody suffer that they care about they will try to soothe that
about they will try to soothe that
about they will try to soothe that person’s pain we’re born compassionate
person’s pain we’re born compassionate
person’s pain we’re born compassionate and then some are later and we forget
and then some are later and we forget
and then some are later and we forget now in scientific terms compassion
now in scientific terms compassion
now in scientific terms compassion always consists of a three step it’s
always consists of a three step it’s
always consists of a three step it’s noticing another person suffering
noticing another person suffering
noticing another person suffering showing empathetic concern and then
showing empathetic concern and then
showing empathetic concern and then taking some action to mitigate that
taking some action to mitigate that
taking some action to mitigate that suffering compassion is more than just
suffering compassion is more than just
suffering compassion is more than just empathy I mean I could hit my my thumb
empathy I mean I could hit my my thumb
empathy I mean I could hit my my thumb with the hammer right now and then you
with the hammer right now and then you
with the hammer right now and then you could go oh damn that hurts I’ve done
could go oh damn that hurts I’ve done
could go oh damn that hurts I’ve done that too but then when he stopped there
that too but then when he stopped there
that too but then when he stopped there when he didn’t care it’s not compassion
when he didn’t care it’s not compassion
when he didn’t care it’s not compassion empathy is being able to feel what
empathy is being able to feel what
empathy is being able to feel what another person feels but if you stop
another person feels but if you stop
another person feels but if you stop there and if you don’t care it’s not
there and if you don’t care it’s not
there and if you don’t care it’s not compassion right so the street step I
compassion right so the street step I
compassion right so the street step I like to call it realize relate relief
like to call it realize relate relief
like to call it realize relate relief that’s the tagline for today right
that’s the tagline for today right
that’s the tagline for today right realize relate relief that’s compassion
realize relate relief that’s compassion
realize relate relief that’s compassion now what about compassion in
now what about compassion in
now what about compassion in organizations it can sort of occur
organizations it can sort of occur
organizations it can sort of occur spontaneously on the personal level
spontaneously on the personal level
spontaneously on the personal level between people but it can also be built
between people but it can also be built
between people but it can also be built into the organizational system now on
into the organizational system now on
into the organizational system now on the personal level it’s very very easy
the personal level it’s very very easy
the personal level it’s very very easy listening to somebody giving
listening to somebody giving
listening to somebody giving undivided attention to somebody who is
undivided attention to somebody who is
undivided attention to somebody who is suffering somehow that’s an act of
suffering somehow that’s an act of
suffering somehow that’s an act of compassion giving somebody a hug can be
compassion giving somebody a hug can be
compassion giving somebody a hug can be compassionate buying somebody a coffee a
compassionate buying somebody a coffee a
compassionate buying somebody a coffee a lot of compassion basically whenever
lot of compassion basically whenever
lot of compassion basically whenever you’re able to open up a space and hold
you’re able to open up a space and hold
you’re able to open up a space and hold that space where other people can show
that space where other people can show
that space where other people can show their full selves whether it can be
their full selves whether it can be
their full selves whether it can be vulnerable that’s compassion right very
vulnerable that’s compassion right very
vulnerable that’s compassion right very very easy and then on the organizational
very easy and then on the organizational
very easy and then on the organizational level
level
level think about how organizations can
think about how organizations can
think about how organizations can potentially magnify this individual
potentially magnify this individual
potentially magnify this individual compassion think about things like free
compassion think about things like free
compassion think about things like free offerings for counseling think about you
offerings for counseling think about you
offerings for counseling think about you know terms offerings in terms of money
know terms offerings in terms of money
know terms offerings in terms of money and cutting down on employees time for a
and cutting down on employees time for a
and cutting down on employees time for a certain time cutting down on their
certain time cutting down on their
certain time cutting down on their working hours you know especially with
working hours you know especially with
working hours you know especially with severe strokes of fades the most
severe strokes of fades the most
severe strokes of fades the most critical resource is time time to heal
critical resource is time time to heal
critical resource is time time to heal time to cope and when you give that to
time to cope and when you give that to
time to cope and when you give that to people as an organization that’s
people as an organization that’s
people as an organization that’s compassion then on the other end there’s
compassion then on the other end there’s
compassion then on the other end there’s things like rituals holding rituals is
things like rituals holding rituals is
things like rituals holding rituals is change there’s always grief people gain
change there’s always grief people gain
change there’s always grief people gain something they lose something with that
something they lose something with that
something they lose something with that comes grief you have to give them time
comes grief you have to give them time
comes grief you have to give them time think about when long-term employees
think about when long-term employees
think about when long-term employees retires sometimes when they pass away we
retires sometimes when they pass away we
retires sometimes when they pass away we hold these rituals of farewell and it’s
hold these rituals of farewell and it’s
hold these rituals of farewell and it’s a beautiful thing but what about the
a beautiful thing but what about the
a beautiful thing but what about the suffering that organizations create
suffering that organizations create
suffering that organizations create themselves you know think about layoffs
themselves you know think about layoffs
themselves you know think about layoffs think about throwing people out of the
think about throwing people out of the
think about throwing people out of the company you’re creating suffering
company you’re creating suffering
company you’re creating suffering talking about relationships that are
talking about relationships that are
talking about relationships that are torn apart I’m talking about people that
torn apart I’m talking about people that
torn apart I’m talking about people that are stripped of their pride and a big
are stripped of their pride and a big
are stripped of their pride and a big part of their lives meaning as an
part of their lives meaning as an
part of their lives meaning as an organization you have to take care of
organization you have to take care of
organization you have to take care of that and not resorting to you know empty
that and not resorting to you know empty
that and not resorting to you know empty phrases and press releases there can be
phrases and press releases there can be
phrases and press releases there can be a highly compassionate act now I’m at a
a highly compassionate act now I’m at a
a highly compassionate act now I’m at a business school obviously so one
business school obviously so one
business school obviously so one question is what’s the so what of
question is what’s the so what of
question is what’s the so what of compassion in organizations there is a
compassion in organizations there is a
compassion in organizations there is a beautiful review article by Professor
beautiful review article by Professor
beautiful review article by Professor Jane Dutton from the University of
Jane Dutton from the University of
Jane Dutton from the University of Michigan she’s basically able to show
Michigan she’s basically able to show
Michigan she’s basically able to show that when you have highly compassionate
that when you have highly compassionate
that when you have highly compassionate cultures shows up in the company’s
cultures shows up in the company’s
cultures shows up in the company’s bottom line right compassion and folds
bottom line right compassion and folds
bottom line right compassion and folds it’s positive effects on several
it’s positive effects on several
it’s positive effects on several different layers of the organization
different layers of the organization
different layers of the organization it’s beneficial for the one on the
it’s beneficial for the one on the
it’s beneficial for the one on the receiving end obviously it’s also
receiving end obviously it’s also
receiving end obviously it’s also beneficial for the one who’s showing
beneficial for the one who’s showing
beneficial for the one who’s showing compassion can be beneficial for
compassion can be beneficial for
compassion can be beneficial for potential bystanders and you can also
potential bystanders and you can also
potential bystanders and you can also create this ripple effect of compassion
create this ripple effect of compassion
create this ripple effect of compassion so it’s good
so it’s good
so it’s good and beneficial for the overall system
and beneficial for the overall system
and beneficial for the overall system and there’s research out that it shows
and there’s research out that it shows
and there’s research out that it shows compassion directly affects the bottom
compassion directly affects the bottom
compassion directly affects the bottom line you have these heightened levels of
line you have these heightened levels of
line you have these heightened levels of gratitude and fellowship and meaning
gratitude and fellowship and meaning
gratitude and fellowship and meaning between you people you have less burn
between you people you have less burn
between you people you have less burn our last absence less turnover on the
our last absence less turnover on the
our last absence less turnover on the positive side you certainly have
positive side you certainly have
positive side you certainly have heightened levels of trust of
heightened levels of trust of
heightened levels of trust of cooperation and of satisfaction and
cooperation and of satisfaction and
cooperation and of satisfaction and these things even though they seem soft
these things even though they seem soft
these things even though they seem soft they will show up in your bottom line
they will show up in your bottom line
they will show up in your bottom line over time it’s a simple truth now before
over time it’s a simple truth now before
over time it’s a simple truth now before I wrap things up I would also talk about
I wrap things up I would also talk about
I wrap things up I would also talk about what undermines compassion and
what undermines compassion and
what undermines compassion and organizations right and here you know I
organizations right and here you know I
organizations right and here you know I could talk about how certain
could talk about how certain
could talk about how certain organizational values and norms are
organizational values and norms are
organizational values and norms are really able to kill and suffocate any
really able to kill and suffocate any
really able to kill and suffocate any compassionate acts I could talk about
compassionate acts I could talk about
compassionate acts I could talk about overly competitive environments I could
overly competitive environments I could
overly competitive environments I could talk about harsh hierarchical leadership
talk about harsh hierarchical leadership
talk about harsh hierarchical leadership I could talk about this boys don’t cry
I could talk about this boys don’t cry
I could talk about this boys don’t cry much for culture but instead I’m gonna
much for culture but instead I’m gonna
much for culture but instead I’m gonna do something else I’m going to talk
do something else I’m going to talk
do something else I’m going to talk about you right I’m here at this renown
about you right I’m here at this renown
about you right I’m here at this renown Business School and in this room our
Business School and in this room our
Business School and in this room our business leaders and future business
business leaders and future business
business leaders and future business leaders and that’s a beautiful thing but
leaders and that’s a beautiful thing but
leaders and that’s a beautiful thing but there comes a risk with that there’s
there comes a risk with that there’s
there comes a risk with that there’s lots of researcher that it shows
lots of researcher that it shows
lots of researcher that it shows basically when we are rising in status
basically when we are rising in status
basically when we are rising in status and power when we get promoted when we
and power when we get promoted when we
and power when we get promoted when we rise to the top of the ranks we get less
rise to the top of the ranks we get less
rise to the top of the ranks we get less compassionate first we lose empathy we
compassionate first we lose empathy we
compassionate first we lose empathy we don’t care as much what other people are
don’t care as much what other people are
don’t care as much what other people are feeling when we get more powerful and in
feeling when we get more powerful and in
feeling when we get more powerful and in turn we are less compassionate and then
turn we are less compassionate and then
turn we are less compassionate and then there is other research that basically
there is other research that basically
there is other research that basically shows powerful people are also less
shows powerful people are also less
shows powerful people are also less willing to share their own negative
willing to share their own negative
willing to share their own negative emotions and that means there is also
emotions and that means there is also
emotions and that means there is also very unlikely that they’ll be at the
very unlikely that they’ll be at the
very unlikely that they’ll be at the receiving end of compassion right and in
receiving end of compassion right and in
receiving end of compassion right and in turn you have this huge what I’d like to
turn you have this huge what I’d like to
turn you have this huge what I’d like to call compassion gap at the top of most
call compassion gap at the top of most
call compassion gap at the top of most our charts what’s the problem with that
our charts what’s the problem with that
our charts what’s the problem with that those guys or women then shape the
those guys or women then shape the
those guys or women then shape the organizational culture right we’re all
organizational culture right we’re all
organizational culture right we’re all looking up to these
looking up to these
looking up to these people and they set the tone for the
people and they set the tone for the
people and they set the tone for the organization they get less compassionate
organization they get less compassionate
organization they get less compassionate as they rise up and then they shape the
as they rise up and then they shape the
as they rise up and then they shape the organizational culture that’s a vicious
organizational culture that’s a vicious
organizational culture that’s a vicious circle
circle
circle that’s why most big organizations tend
that’s why most big organizations tend
that’s why most big organizations tend to become less compassionate over time
to become less compassionate over time
to become less compassionate over time unless
unless
unless the leaders of that organization
the leaders of that organization
the leaders of that organization purposefully counteract this emotion of
purposefully counteract this emotion of
purposefully counteract this emotion of the climb so compassion you would have
the climb so compassion you would have
the climb so compassion you would have guessed it starts with you most of you
guessed it starts with you most of you
guessed it starts with you most of you are just about to embark on their
are just about to embark on their
are just about to embark on their professional journey and some of you
professional journey and some of you
professional journey and some of you will join existing corporations and then
will join existing corporations and then
will join existing corporations and then maybe rise to the top some of you will
maybe rise to the top some of you will
maybe rise to the top some of you will go into politics or public service or
go into politics or public service or
go into politics or public service or NGOs and you may rise to the top and
NGOs and you may rise to the top and
NGOs and you may rise to the top and hopefully a lot of you will build their
hopefully a lot of you will build their
hopefully a lot of you will build their own companies or you will take on
own companies or you will take on
own companies or you will take on responsibility in your family’s business
responsibility in your family’s business
responsibility in your family’s business right and it’s all good you can all find
right and it’s all good you can all find
right and it’s all good you can all find happiness just remember one thing when
happiness just remember one thing when
happiness just remember one thing when you go to work it’s always you and it’s
you go to work it’s always you and it’s
you go to work it’s always you and it’s always all of you there’s no different
always all of you there’s no different
always all of you there’s no different version of you that you can send off to
version of you that you can send off to
version of you that you can send off to work it’s always all of you so when you
work it’s always all of you so when you
work it’s always all of you so when you go to work
go to work
go to work dare to bring your whole self to work
dare to bring your whole self to work
dare to bring your whole self to work when you lead people dare to encourage
when you lead people dare to encourage
when you lead people dare to encourage them to bring their whole self to work
them to bring their whole self to work
them to bring their whole self to work when you build a business dare to build
when you build a business dare to build
when you build a business dare to build a business where people can be their
a business where people can be their
a business where people can be their best their whole selves dare to be a
best their whole selves dare to be a
best their whole selves dare to be a compassionate leader dare to lead from
compassionate leader dare to lead from
compassionate leader dare to lead from the heart thank you
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