And too important to ignore.

Before I step on stage—even after decades of doing this—there’s still a bit of nervous energy. Every audience is different. Every room carries a new set of expectations. Every stage offers a new wild card.

But in those moments, I hear the same steady words from my wife, Lisa:

“Just love them. They can tell when you love them.”

That advice grounds me. Because no matter how sharp the content or how polished the message, people know when you genuinely care. They can feel it. And when they do, trust begins to take shape.

Because people won’t trust you if they don’t see that you care beyond yourself.

Compassion Is More Than Kindness. It’s a Commitment.

There’s a common misconception in business that compassion is just a soft skill—or something that only applies to customer service. But I’ve seen firsthand that the most trusted organizations are the ones where compassion runs through every layer, from leadership to frontline teams.

Here’s the truth:

• If employees don’t feel cared for, compassion never reaches the other side of the register.
• If team members don’t feel seen, they stop showing up.
• If people don’t believe you care beyond yourself, they won’t trust you to uphold your commitments, be accountable, or lead them through difficulty.

Because people won’t stay committed to someone who only cares when it’s convenient. And they definitely won’t perform at their best if they feel like just another cog in the system.

In last month’s blog, I talked about commitment and accountability—how too much pressure can feel like micromanagement, and too little creates chaos. But there’s one thing that can hold accountability together in a healthy, trust-filled way: compassion.

When people know you care—really care—they’re more willing to hear hard feedback, stay the course during challenges, and take ownership even when it’s uncomfortable. Compassion doesn’t mean coddling. It means creating an environment where people know you have their back—and expect their best.

Want to Show You Care? Take Them to the SPA.

And no, I don’t mean the relaxing kind with cucumber water and a massage table. This one’s a little easier to get to—and make time for.

One of the most effective ways to show compassion in leadership is through authentic appreciation. Not the generic “Good job!” or the occasional team lunch—but real, thoughtful acknowledgment that shows others how much they matter.

That’s why I teach what we call the SPA Method for appreciation. It’s a simple three-step check you can apply anytime you want to recognize someone:

S – Specific

Generic praise doesn’t land. Be clear about what they did and why it mattered.

Instead of just saying “Thanks for your help,” try:

“Thanks for staying late to fix the report before our client call. That extra effort helped us keep the project on track.”

Or: “I appreciate the way you see things in a way I don’t—especially when it comes to implementation. We are a better team because of what you bring to the table.”

When we share the details, we reinforce clarity, consistency, and capability—all essential pillars of trust.

P – Personal

Tailor your appreciation to the person. What motivates them? What kind of recognition means something to them?

For someone who values growth, you might send a book tied to a recent accomplishment.

For someone private, a handwritten note goes a long way.

For someone who hasn’t been recognized in a while, a public moment of genuine praise can go further than you think.

Whenever possible, make it personal. Recognition hits differently when people feel seen—not just acknowledged.

A – Authentic

Most importantly, mean it. Appreciation that feels forced or performative can do more harm than good. Take a breath. Reflect on what they truly contributed—and why you’re grateful for it.

Being authentic is just as much about presence as it is about praise. It’s showing someone they matter enough for you to pay attention.

It doesn’t have to be grand. It just has to be real. Because people always know the difference.

So the next time you’re tempted to rush past appreciation, ask yourself:

• Have I been specific in my feedback?
• Have I made it personal to the person receiving it?
• Have I authentically shown that they’re valued, not just for what they did, but for who they are?

Compassion is Contagious—Let’s Keep It Going

This practice of appreciation doesn’t just improve morale. It creates a culture where people know they matter—where compassion is not reserved for good days or top performers, but becomes part of how the team operates—daily, intentionally, and authentically.

When people feel well cared for, they care well beyond themselves. That’s how trust spreads—within teams, across departments, and all the way out to customers and communities.Because when it comes to compassion, a little goes a long way—and it always goes further than you think.

As the leading authority on trust, David Horsager helps leaders turn compassion into real performance gains. His keynotes and workshops deliver practical tools that deepen connection, drive accountability, and strengthen culture.

As the leading authority on trust, David Horsager helps leaders turn compassion into real performance gains. His keynotes and workshops deliver practical tools that deepen connection, drive accountability, and strengthen culture.