Respect is like sunshine: we feel it’s warmth, but we don’t think carefully about where it comes from.

With disrespect a growing pandemic among many political leaders, maybe it’s time for all of us who lead for a living to dig into the DNA of respect. What is respect? Why does it matter to great leaders? And why is the discipline of respect so critical to leading effectively among diverse colleagues and customers?

Simply put, respect shows up as deferential regard. It is evidenced in esteem for the people reporting to us, valuing their contribution, honoring their potential. Respect considers and appreciates our customers. Respect is the heart of inclusion.

When we, as leaders, consistently and intentionally demonstrate respect, we set up a contagious success. If I’m confident that my boss knows who I am and what I can deliver, I’m much more likely to give her everything I’ve got. And when I make a mistake, I take her corrective feedback to heart, because I know she values my character and performance.

The discipline of respect may seem like a ‘soft skill’ until things get hard: high-performing employees flee when they encounter contempt, conflict festers and corrodes team performance, and productivity slips when leaders fail to recognize and reward folks. Sales revenues decline when our customer’s needs are disregarded.

Fortunately, when dimensions of diversity are on the table, the discipline of respect deals us a winning hand. For example, when I learn, as a white male leader, to carefully tune into each of my reports with due regard for their integrity, skill, and distinguishing traits, they step up. They’re engaged, committed, ready to bring their skills to fuel everyone’s excellence. To have followers like that is a winning proposition – and diversity becomes a measurable asset.

Alternatively, everyone loses if:
• employees see their manager consistently prioritize task over relationship,
• diversity is ignored or exaggerated, or
• the boss simply fails to find the time to acknowledge direct reports.
In a low-respect environment, human differences more often devolve into conflict. And then talent leaves. The origins of a 2012 retention crisis take root in 2010.

The good news is … we have a choice. We can seek to lead with the discipline of respect, and equip our team to deliver stellar results. We will lead successfully among diverse colleagues and customers, as we deepen our competence in honoring them.

May the sun shine warmly through your regard for the people you lead.