Virtue in Action: How Justice and Mercy Shape a Thriving Society
G. K. Chesterton said, “Virtue is not the absence of vices or the avoidance of moral dangers; virtue is a vivid and separate thing, like pain or a particular smell. Mercy does not mean not being cruel or sparing people revenge or punishment; it means a plain and positive thing like the sun, which one has either seen or not see.” Chesterton’s quote emphasizes that virtue isn’t simply about avoiding bad behaviors or moral pitfalls. Instead, he was suggesting to us that virtue is a distinct, positive quality—something tangible and noticeable, much like pain or a specific smell. It’s not just the absence of vice, but an active presence that can be seen or experienced.
The idea that virtues like mercy are active and observable qualities ties closely to how justice functions as a foundational virtue in world-building. Just as mercy isn’t just about avoiding cruelty but actively demonstrating compassion and understanding, justice isn’t merely about avoiding wrongs; it’s about fostering fairness, equity, and integrity in society.
When Chesterton talked about mercy, he was illustrating that showing mercy isn’t just about refraining from cruelty or revenge. Instead, it’s a positive, deliberate act—something as obvious and perceptible as sunlight. You either recognize its presence by seeing it in action, or you don’t. Essentially, Chesterton was highlighting that virtues are active, observable qualities that define character, not merely the lack of negative traits. This all reminds me that actions really do speak louder than words!
When justice is seen as the key to world-building, it emphasizes creating structures and systems that actively promote righteousness, balance, and trust among individuals. It’s not enough to simply prevent injustice—we need proactive measures that encourage positive interactions and uphold moral principles. In this way, justice becomes an observable, guiding force that shapes a stable, thriving community—much like mercy’s visibility in acts of kindness. Both virtues serve as active principles that construct and sustain a healthy social fabric, demonstrating their importance through tangible actions rather than mere absences of bad behavior.
Leading With Pakikisama and Kapwa
Last week as part of my cultural study of the Philippines in preparation for my trip to Manila for the FLUXX Leadership Conference I blogged about Pag-unawa. Prior to arriving and delivering the opening keynote I am studying the Filipino culture. Pag-unawa translates to “understanding” or “comprehension,” which is leadership fostering effective and empathetic leadership. I am now learning about “Pakikisama” and “kapwa.” These are fundamental Filipino values that significantly enhance relationship building, especially in leadership and community settings.
Pakikisama means smooth interpersonal relationships and emphasizes harmony, camaraderie, and avoiding conflict among individuals. It encourages leaders to foster a friendly and cooperative environment where everyone feels comfortable and valued. When leaders practice Pakikisama they:
- Promote open communication and active listening, making team members feel heard.
- Resolve conflicts amicably, maintaining group cohesion.
- Show genuine concern for the well-being of others, strengthening trust and loyalty.
- Encourage collaboration rather than competition, leading to a more unified team.
Kapwa means shared identity and mutual respect. Kapwa is the core concept of interconnectedness and shared identity, recognizing others as equal and part of the same “self.” Embracing kapwa helps leaders:
- Develop empathy by seeing others as similar to oneself.
- Build authentic relationships rooted in mutual respect and understanding.
- Foster inclusivity by valuing diverse perspectives as part of the collective identity.
- Encourage communal responsibility, motivating everyone to work towards common goals.
Together, the attributes of pakikisama and kapwa create a social environment where respect, empathy, and harmony are prioritized. Leaders who embody these values can:
- Create a sense of belonging and trust within the group.
- Motivate individuals through genuine connection rather than authority alone.
- Facilitate consensus-building, making decisions more inclusive.
- Cultivate an atmosphere where people feel safe to express themselves and contribute ideas.
It has been great to learn Filipino culture. I have learned that integrating pakikisama and kapwa into leadership nurtures relationships founded on mutual understanding, respect, and shared purpose—fostering effective, compassionate, and sustainable connections within any community or organization.
Being Cool
One thing I believe people, both young and old, struggle with is being themselves. An elementary student gave this advice: “Be your own kind of cool!” I loved this because I always say we are all cool in some way and we need to recognize that coolness in ourselves. We also need to find and appreciate that coolness in others.
Being our own kind of cool encourages us to be authentic and true to ourselves, rather than trying to conform to someone else’s idea of what is trendy or fashionable. It’s about embracing our own unique personality, interests, and style, and feeling confident in who we are. True coolness comes from authenticity and self-acceptance. And as I said, we are all cool in our own way.
Rebuilding with Resilience: Nurturing the Spirit of Hope and Renewal
You ever had your spirit broken by someone, something that happened, or something someone said? Pretty sure we would all answer a resounding “Yes!” to that. I know I have. There might even be things we’ve not got that spirit back from. But it doesn’t have to be that way. I was reminded of something a mentor early in my career told me: “Your spirit can be easily broken, but it can also be repaired.” Noticed, she didn’t say “easily” repaired. Because it is not easy. She was reminding me, however, that resilience and hope are powerful and our spirit can be repaired.
While life’s challenges and setbacks may deeply affect us, they do not have to define us forever. Our spirits have an incredible capacity for healing and growth. We are reminded to stay hopeful, to nurture our inner strength, and to believe in the possibility of recovery and renewal, even after difficult times. No matter how tough things get, there is always potential for rebuilding and becoming stronger than before.
Belonging Versus Fitting In
On Monday of this week I had the opportunity to work with a group of very astute fourth graders. We were discussing what it was like to be a leader as a fourth grader. One of the students said, “There’s a difference between fitting in and belonging. When you’re belonging, you’re feeling like yourself and when you’re fitting in, you might not really be yourself.” I loved this because it is so true. The main difference between belonging and fitting in lies in authenticity and acceptance.
Belonging is about feeling accepted for who we truly are. It means we’re valued and included because of our authentic self—our personality, values, and unique qualities. When we experience belonging, we feel comfortable being ourselves and can develop genuine relationships. I was excited that the students realized this is the kind of environment we must strive to create. We all have a need to belong and we all have an obligation to lead by creating an ethos of belonging.
Fitting in, on the other hand, often involves changing or adjusting ourselves to meet others’ expectations. It’s about conforming to certain norms or standards to be accepted, which might mean hiding parts of yourself or sacrificing your individuality. I always wonder, who created all these social norms we think we need to conform to.
I am proud of these fourth graders for reminding us that creating environments that foster belonging helps us grow, build trust, and form meaningful connections. Conversely, emphasizing fitting in can lead to pressure to conform, which may prevent others from expressing their true selves.
Leading As A Mentor
Last week I had a person who had sat in on some of my past leadership workshops, not as a participant but a passerby and got caught up in what we were doing, tell me he was now using what he learned from me on a daily basis as a leader. I was both honored and intrigued by this. So, I had to ask what he had learned. He told me he was inspired on my insistence that every leader needed to hold those they serve accountable while also inspiring both personal and professional growth. He said, “You taught me that every leader should serve as a mentor and role model to those they serve.” I do believe and teach that every leader should strive to be the best mentor possible.
Leaders should be mentors because they have the experience, knowledge, and perspective to guide others through their professional and personal growth. By serving as mentors, leaders can help develop the skills and confidence of their team members, fostering an environment of continuous learning. Organizations thrive when leaders develop other leaders, not just followers.
Mentorship also builds trust and strong relationships, which can improve collaboration and morale. Ultimately, when leaders invest in their team’s development, it creates a more engaged, capable, and motivated workforce that benefits the entire organization. Team members who feel guided, not just managed, are more loyal and engaged. Mentorship makes leadership complete and more human centered.
Mentorship is the key for leaders to develop other leaders!
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