Comments on: Respect Starts At The Top

By: Jay Remer

Jay Remer — Wed, 08 Sep 2010 19:25:24 +0000

This is as clear as a bell! Much the same way that children learn acceptable behavior from their parents, so too do employees learn what is acceptable behavior within a company from their leaders. Of course as Chetan adroitly sates things, respect is a two way street. However, we have little control over another person’s perceptions. Intention is critical; delivery is critical; common sense will usually prevail where respect is present.

By: Chetan Borkhetaria

Chetan Borkhetaria — Tue, 17 Jun 2008 16:16:55 +0000

I find this concept fascinating! – And generally misunderstood, so I’m energized by the thoughts and ideas above!

I’d like to share two thoughts related to diversity and also the idea of ‘too much respect’.

First, I’d like to build on Ken LeBlanc’s point that respect and diversity are related. I want to push it a bit further and say that the best cultures don’t just tolerate diversity – they actually value and appreciate it. They seek it out, and when they find it they learn from it and celebrate it. Diversity is nothing to fear; rather it just requires that we have more flexibility in dealing with things and people who are different from us and that which we are used to. And diversity is far deeper than what we can see (race, gender, age, etc.). It includes different ways of thinking, different backgrounds, different experiences, and the like.

Second, have you ever seen a culture that has too much respect? Before you giggle, think about it. If everyone says “please” and “thank you” and “I’m sorry” excessively, is that still a positive culture? Or could it imply that everyone is afraid of being disrespectful to their coworkers? It raises Ned Parks’ question above about “what is respect?”. Doesn’t it have to do with making sure that everyone feels valued by everyone else? And that no one has malicious intentions? Respect is also, at least partially about manging people’s perceptions. We can be full of respect, but that means nothing if someone FEELS disrespected; it’s about being aware of others’ feelings and making sure that they feel your respect.

-Chetan

By: Ned Parks

Ned Parks — Mon, 16 Jun 2008 01:57:04 +0000

There is no question respect must start at the top. The real question is, “what is respect?”

Two weeks ago while conducting a workshop in Manhattan we began discussing a case study of disrespect in the workplace. A lady in the group began to discuss how she would routinely tell co-workers to put away the newspaper they were reading if there was a picture of a certain politician and she found it disrespectful.

So is that disrespectful?

Ned

By: Ann C.

Ann C. — Fri, 13 Jun 2008 14:15:55 +0000

Respect is a cornerstone to allowing everyone the accountability and responsibility to do their job (i.e. empowerment). If an organization lacks respect it typically is also missing trust in the employees and support to be successful. Not only will this respect cultivate current employees’ success but it will also attract those high talent new employees to a culture in which they would can to thrive.

By: Tony B

Tony B — Fri, 13 Jun 2008 09:32:03 +0000

This goes back to cultivating a high performance culture, no matter what company you work. If leadership is willing to walk the talk, then developing a respectful workplace mindset with leadership at all levels is paramount to building and sustaining performance, productivity and overall employee effectiveness…because…bottom line: can an org in and of itself do anything or is it the people working who actually accomplish anything? I would strongly argue it is the people in an org who get the work done. Orgs can’t do that without cultivating a culture of respect.

By: Ruth Ramos

Ruth Ramos — Fri, 13 Jun 2008 03:22:12 +0000

Leaders must understand they they cast a shadow among their direct reports. I would ask leaders “what does your shadow say about you?”

I would also add that it’s usually middle-management that gets lost in the respect/diversity/inclusivity culture. In my experience, it seems that the upper tiers of management “get it”, the more entry-level employees also get it, but it’s the middle-managers who sometimes mess it up for the rest of us! So, my question is how do we get middle-manager on board, since their shadow is usually more widespread and they hold much of the power and influence in an organization?

By: Ken LeBlanc

Ken LeBlanc — Thu, 12 Jun 2008 18:09:53 +0000

Being able to understand the needs of others is a big result of diversity. having the tolerance to know that one way is not always the only way. Listening, understanding and respect of others is a big part of being a mature manager in my company.

By: Todd

Todd — Thu, 12 Jun 2008 17:16:03 +0000

Great article. I will pass this along to my management.

By: Sue Thomas

Sue Thomas — Thu, 12 Jun 2008 14:01:43 +0000

Strong Leadership is a critical factor to a respectful workplace. If a leader talks about people negatively, ignores suggestions from employees or brushes off their comments as unimportant, or uses profanity in the workplace (yes, I’ve heard it and seen it all from leaders) they are not creating a respectful workplace. Just the opposite! The behavior they personall use is the behavior that will become acceptable in the organization.

By: Sue Thomas

Sue Thomas — Thu, 12 Jun 2008 13:57:51 +0000

100% correct! Respect must start at the top of the organization and be role modeled. Discussing with the organization what “respect” means to the company is critical and important for employees to understand how to behave within the culture. Linking the desired cultural behaviors to performance reviews and providing ongoing feedback will reinforce the importance of the behaviors.