Today, rapid changes and developments occurring both globally and in the field of management are paving the way for new concepts in organizational structures and leadership approaches. In this context, compassionate leadership, which has gained attention in management and organizational behavior literature in recent years, is particularly noteworthy because it centers on a people-oriented management approach. Changing working conditions, increasing workloads, and the psychological demands faced by employees require managers to adopt a leadership approach that is not only performance and results-oriented but also considers the emotional and human needs of employees. Compassionate leadership is defined as a leadership style that recognizes the difficulties individuals face, approaches these difficulties with sensitivity, and aims to support their well-being. This people-centered approach treats people as an important asset of the organization and contributes positively to organizational outcomes by strengthening the psychological resources of employees. Indeed, it is emphasized that compassionate leadership has significant effects on behaviors such as employee performance, job satisfaction, organizational commitment, extra-role behavior, and organizational citizenship. In this context, correctly understanding and effectively implementing compassionate leadership is critical for achieving sustainable success at both the individual and organizational levels. This section examines the concepts of compassion and compassionate leadership within a theoretical framework, evaluating the fundamental characteristics, dimensions, and organizational implications of compassionate leadership. Furthermore, the relationship between compassionate leadership and servant, ethical, transformational, authentic, and positive leadership approaches is discussed, presenting a general assessment of its effects at both the individual and organizational levels.