{"id":48770,"date":"2025-01-20T14:41:01","date_gmt":"2025-01-20T19:41:01","guid":{"rendered":"https:\/\/www.ccl.org\/?post_type=articles&p=48770"},"modified":"2025-05-08T06:55:02","modified_gmt":"2025-05-08T10:55:02","slug":"the-power-of-respect","status":"publish","type":"articles","link":"https:\/\/www.ccl.org\/articles\/leading-effectively-articles\/the-power-of-respect\/","title":{"rendered":"The Power of Respect"},"content":{"rendered":"

What Does It Mean to Have a Culture of Respect at Your Organization?<\/h2>\n

A little respect goes a long way.<\/p>\n

In fact, when it comes to addressing conflict or tensions, our researchers have found that treating people with respect on a daily basis is one of the most helpful things an individual leader can do. And organizations must intentionally build a culture of respect if they want to attract, retain, and leverage the contributions of all<\/em> their talent.<\/p>\n

\u201cYet at work and in our communities, we are often faced with uncertainty or tension around our differences,\u201d says researcher Kelly Hannum, co-author of our casebook on Leading Across Differences<\/em><\/a>.<\/p>\n

It can be a challenge for leaders to establish and nurture respectful relationships among many different groups, but effectively collaborating across boundaries<\/a> is a key leadership skill. It\u2019s important that leaders work to build an organizational culture of respect and create a climate of psychological safety at work<\/a>.<\/p>\n

3 Indicators of Respect<\/h3>\n

Our research survey of over 3,000 individuals across 10 countries revealed that being respectful is not just helpful when addressing conflicts between groups; it\u2019s also viewed as a critical leadership responsibility.<\/p>\n

\u201cTreating people with respect seems obvious, but it may not be as intuitive as you think,\u201d Hannum explains.\u00a0She notes 3 key factors from the research that indicate what a culture of respect really means to people.<\/p>\n

1. Respect is about listening<\/em>.<\/h4>\n

People feel respected when they\u2019ve been heard and understood. Being genuinely interested in and open to others strengthens relationships and builds trust. You don\u2019t need to agree with or like the other person\u2019s viewpoint; just listen to it closely.<\/strong><\/p>\n

Taking the time to actively listen<\/a> to understand someone\u2019s experiences, ideas, and perspectives is respectful \u2014 even if you ultimately choose another path.<\/p>\n

2. Respect isn\u2019t<\/em> just the absence of disrespect<\/em>.<\/h4>\n

Eliminating active disrespect \u2014 such as rude, insulting, or devaluing words or behaviors \u2014 doesn\u2019t create respect.<\/p>\n

Respect is an action<\/em>:<\/strong> We show<\/em> respect; we act <\/em> respectfully; we speak<\/em> with respect.<\/p>\n

\u201cLeaders need to know that the absence of disrespect<\/em> doesn\u2019t have the same positive impact in resolving disagreement, conflict, or tension as does the presence of respect<\/em>,\u201d says Hannum.<\/p>\n

3. Respect is shown in many<\/em> ways.<\/h4>\n

The perception of respect is influenced by culture and family, peers, and social relationships. Status, power, and role all create the context in which respect is interpreted. Leaders need to take the time to understand how their identities affect they way they lead, and how respect is given and received in cultures and groups other than the ones they think of as \u201cnormal.\u201d Cultural intelligence is especially critical when leading a multicultural team<\/a>.<\/p>\n

\u201cYou may not need to make huge changes in your behavior to be more effective,\u201d Hannum says. \u201cJust understanding and acknowledging as valid what others expect from you will make a difference.\u201d<\/p>\n

\"Quote:<\/a><\/p>\n

How to Cultivate a Culture of Respect in Your Organization<\/h2>\n

You can help cultivate a culture of respect at your organization <\/strong>in the following ways:<\/p>\n