Have you ever seen how a lack of respect can ruin the culture of an organization or a family? When people don’t respect each other, they lose an appreciation for each other. And that can devolve into nasty personal relations—all because people did not respect each other.
Respect has become a hot topic within the realm of leadership development. At the 2017 Global Leadership Summit, Bill Hybels listed ten rules of respect that can apply to any group of people at work or home.
Here are the “Respect 10” that Bill Hybels presented as I have interpreted them. How many of these have you instituted in your home or workplace?
Your followers expect certain things from you as a leader. They want to know that you will provide them what they are looking for. But first it is important to know what your followers want.
Your followers all want the same things—whether they are your children, the members of your church, or the employees at your business. They are all looking for your leadership to provide four things.
Here are the four things your followers want.
As a leader, you are the one who sets the tone on your team. If you are putting yourself first, then everyone else will put themselves first too. But if you are putting yourself last, then they will follow your example.
Putting yourself last shows that you are there for the team, not the other way around. By seeing your example, your team will also realize they should think the same way.
Here are three reasons why you as a leader should always be putting yourself last.
Building a good brand is not complicated. Good branding starts with leadership who understand how they want to define their brand and then deliver that brand over and over again.
While good branding is not complicated, it’s not necessarily easy. It involves creating a culture where everyone understands what the brand promise means and how to repeatedly deliver that promise to customers.
You must design your brand promise so that every customer will understand the brand message. To create that experience, follow these three essentials of good branding.
To have good company culture in the workplace, four key pieces are necessary. In fact, a company culture will not work as it should without all four pieces in place.
Your company culture will never become better than you can envision it to be. You first must have an idea of what kind of culture you want to cultivate. Only then can you put it into practice.
Here is a description of the four pieces that must be in place for a good company culture, along with twelve questions to consider about your workplace culture.
The best way to win respect from your team is to put them before yourself. In order to be respected by your team, be respectful of your team.
When you are willing to respect your team for who they are—not for what they can do for you—they will appreciate you for who are. People don’t care how much you know until they know much you care.
Here are three practical ways to show respect to your team—and win respect from your team in the process.
In the workplace, we tend to rely on written words for our interpersonal communication. We regularly do this in reports, memos, and emails because they are efficient ways to communicate. But something gets lost when we don’t have face-to-face meetings.
While talking face-to-face may not always be possible, it should be encouraged as much as possible. Here’s why it is important to create opportunities for face-to-face meetings among the team.
A company will rise or fall based on your leadership and the people you have on board. Your team will not be a team unless you have the right people on the team.
The process of hiring the right people starts long before you develop the job description, advertise a vacancy, or interview any candidates. It involves having an intentional mindset of knowing who the right people are.
Every company is different. The right person for one may not be the right person for another. Here’s how you can develop a process for hiring the right people for your organization.
Teams need clarity to perform at their best. Because everyone on the team needs their expectations clarified.
In the absence of clear expectations, your team will make assumptions that may not be realized. When that happens, disappointments are sure to follow.
Here are three steps to clarifying expectations so that everything is out in the open and you have clarity with your team.
In order for your team to become successful, they need to have enough autonomy to make decisions on their own. Most of the time, they will probably make good decisions. But every now and then, they will make bad decisions. And you will best serve your team if you give your team the freedom to fail.
Please note: It is incumbent on you to hire the right people so that you can allow them to fail. Only by hiring the right people will you have a team that you can encourage to try new things.
By allowing your team to fail, you will ultimately best serve the interests of your customers and your company. Here’s why.