{"id":2005,"date":"2011-04-21T03:15:23","date_gmt":"2011-04-21T03:15:23","guid":{"rendered":"http:\/\/dev-peopletekcoaching.pantheon.io\/?p=2005"},"modified":"2021-10-14T21:37:25","modified_gmt":"2021-10-14T21:37:25","slug":"respect-and-leadership","status":"publish","type":"post","link":"https:\/\/peopletekcoaching.com\/staging\/2011\/04\/21\/respect-and-leadership\/","title":{"rendered":"Respect and Leadership"},"content":{"rendered":"
\n

Respect is the key determinant of high-performance leadership. How much people respect you determines how well they perform.
\n–Brian Tracey<\/p>\n<\/blockquote>\n

Dear Leaders,<\/p>\n

Would you consider yourself to be a respectful person and a respectful leader?\u00a0Do you consider your co-workers, customers, and business partners respectful? There are arguments that levels of respect are diminishing; that we care less about others, and that we may even care less about ourselves.<\/p>\n

Let\u2019s define RESPECT. Wikipedia says: \u201cRespect denotes a positive feeling of esteem . . . and it can be a specific feeling of regard for the actual qualities of the one respected (e.g., \u201cI have great respect for her judgment\u201d). . .\u201d<\/p>\n

It also says \u201cRespect should not be confused with\u00a0tolerance<\/a>, since tolerance doesn\u2019t necessarily imply any positive feeling, and is compatible with\u00a0contempt<\/a>, which is the opposite of respect\u201d. Interesting distinction; respect MUST include positive feelings.<\/p>\n

Some say respect must be earned; does this really serve us well? What if we begin all relationships on a basis of respect, where we look for desirable qualities and seek positive feelings? Let\u2019s at least start on a level playing field and give others the benefit of the doubt that they are indeed respectful with a need to be respected.<\/p>\n

Ways to Build Respect With Your Team<\/h2>\n
    \n
  • We need to be authentic, walk the talk, follow through with what we commit to, and support and reward the attainment of our goals.<\/li>\n
  • We need to take time to build relationships with everyone we interact with.<\/li>\n
  • We need to give (and receive) feedback in a constructive and honoring way.<\/li>\n
  • We need to address unproductive behaviors and hold others accountable.<\/li>\n
  • We need to expect that conflict will occur and realize that it is healthy and promotes growth. (Remember, conflict is a difference of desires or opinions, where your concerns or the concerns of someone else are not shared).<\/li>\n
  • We need to respect and admire who we are and what we have achieved and ensure team members to do the same.<\/li>\n<\/ul>\n

    Increasing levels of respect not only fosters success but also improves morale, decreases attrition, and enhances job satisfaction. As a leader do you inspire respect?<\/p>\n","protected":false},"excerpt":{"rendered":"

    Respect is the key determinant of high-performance leadership. How much people respect you determines how well they perform. –Brian Tracey Dear Leaders, Would you consider yourself to be a respectful person and a respectful leader?\u00a0Do you consider your co-workers, customers, and business partners respectful? There are arguments that levels of respect are diminishing; that we care less about others, and that we may even care less about ourselves. Let\u2019s define[…]<\/p>\n","protected":false},"author":2,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_seopress_robots_primary_cat":"","_seopress_titles_title":"","_seopress_titles_desc":"","_seopress_robots_index":"","_price":"","_stock":"","_tribe_ticket_header":"","_tribe_default_ticket_provider":"","_ticket_start_date":"","_ticket_end_date":"","_tribe_ticket_show_description":"","_tribe_ticket_show_not_going":false,"_tribe_ticket_use_global_stock":"","_tribe_ticket_global_stock_level":"","_global_stock_mode":"","_global_stock_cap":"","_tribe_rsvp_for_event":"","_tribe_ticket_going_count":"","_tribe_ticket_not_going_count":"","_tribe_tickets_list":"[]","_tribe_ticket_has_attendee_info_fields":false,"footnotes":""},"categories":[7],"tags":[36],"class_list":["post-2005","post","type-post","status-publish","format-standard","hentry","category-leadership","tag-respect"],"acf":[],"_links":{"self":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts\/2005","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/comments?post=2005"}],"version-history":[{"count":0,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/posts\/2005\/revisions"}],"wp:attachment":[{"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/media?parent=2005"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/categories?post=2005"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/peopletekcoaching.com\/staging\/wp-json\/wp\/v2\/tags?post=2005"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}