Legacy Leadership and Respect

In our world today, it seems as though respect is seen as a sign of weakness. I observe the “in your face” attitude of so many people, and I don’t know about you, but I find this very disturbing. The idea of showing unconditional respect to others until they demonstrate that they are not worthy of our respect seems to be a foreign idea. And, traditional concepts of respect have been discarded. There was a time, not all that long ago, when whether you agreed with the person or not, if you referred to our President, you would talk about the person respecting the office they held. For the last several American Presidents it has become normal to just call them by their last name. I’ve heard children talk about Clinton, Bush, Obama, and Trump. This lack of deference to the office of the President finds us showing less and less respect for one another. But, the wonderful thing about Legacy Leaders is that respect is one of the key attributes they see as part of leading with integrity. That respect is on display at all times and if there’s ever a lapse in that, they are quick to apologize.

Respect is a remarkable quality. It is amazing how it can change a culture. When leaders of organizations let everyone know that they will respect everyone until someone gives them a reason to hold back that respect from that one individual, the change in the atmosphere is almost immediately noticed. Respect is such a simple thing but it has such a major impact. So, how do Legacy Leaders show people that they respect them? Here’s a few of the things I have been told.

Respect is shown when we truly listen to people and we don’t hog the conversation. When someone has something to tell us as leaders, we should show them the respect of listening. Now speakers, listen up, it is important to realize that droning on and on with a long monologue is not being respectful of the listener. As a speaker it is important to provide information in statements brief enough for the listener to process what you are saying. As a Legacy Leader however, it will be your responsibility to help your people understand how to best communicate with you and it’s your responsibility to figure out how to best communicate with your people. If listening conveys respect, rules for communication should be clear for everyone. Many leaders and followers make the mistake of expecting listeners to just listen until they are done speaking but this shows a lack of respect for the listener. On the other hand, failing to let speakers know that as they convey their message we will interject ideas and seek clarification shows a lack of respect for speakers and their message. Making sure everyone is on the same page with the ground rules is critical if we want people to know we respect them.

Another way to show respect for our people is to never talk behind their back unless the conversation is seeking help in how to best work with and/or relate to another person. The bottom line is gossip and criticism of others without them present to respond to what’s being said is highly disrespectful and cannot be tolerated in a Legacy Culture. When conversations occur that seek help in how we communicate or relate to another member of the organization, it should always be done with the full knowledge that the person giving the advice will inform the person being discussed about the nature and content of that discussion. If the person seeking the advice is not comfortable with that rule, the conversation should not take place.

Respect can also be demonstrated through sharing information. Understanding that knowledge is power, when leaders share critical information with their organization members, they send the very clear message that they trust, respect, and care about their people. Some leaders will withhold information in order to keep their people needing them to get things done. This is not only disrespectful, it is also very inefficient. When an organization is transparent with everything, personnel information excluded, everyone feels more valued. This can result in a greater level of buy in, engagement, and contribution of ideas that can increase productivity, improve the culture, and generally benefit the organization.

The last way to show respect, that I will mention, is to create a training program that allows organization members to improve skills that are needed to be more efficient and effective in their jobs. It’s important to remember that your people will learn different ways, so having a variety of learning experiences will be the most effective way to go. Most leaders will discover that their people really do want to be better at what they do. You show them great respect when you provide opportunities for them to make those improvements. You show them how much you care and respect them when you allow them to have a say in what and how they will learn the new skills. Having people who want to learn and improve is great for the organization. Being a leader who values those efforts shows respect for their people and the organization.

Building a respectful organization is really not hard. But, it does take a 100% commitment from everyone involved. Setting the standard and adhering to it is an absolute. If someone cannot make that commitment, they cannot be part of that culture. It’s a very simple process but it is very demanding. If an individual or group of individuals behave in disrespectful ways, they must be called on it. Letting those behaviors slide will undermine the culture. Knowing that we’re all human and that we all make mistakes, holding each other accountable for always being respectful is a must. This is a humane accountability system that handles such breaches with dignity and respect. Try this idea out! Create a respectful Legacy Culture. I’m positive you will never regret it!