Respect between team members is a critical ingredient for high performance. Respect builds camaraderie and trust in the team and allows conversations between team members to become easeful and efficient. It reduces defensiveness and encourages openness and candidness.
Dec 12, 2023·edited Dec 12, 2023Liked by Admired Leadership
Good morning,
Disrespect is unacceptable within the organization. Instead of immediately pouncing on the individual/s (as those of us who are believers often feel the urge to do), we would be wise to pause and ask the "why."
An example (a few days back); one of our supervisors came back to our food service department, and yelled. I had simply asked for more people to execute. This individual did not understand why we needed more people (we already borrowed two people). It, almost immediately, became aware to the team; this person had never worked in this department. Unfortunately/fortunately (depending on the resolution) in that moment I witnessed an entire team losing respect for a superior.
Dec 12, 2023·edited Dec 12, 2023Liked by Admired Leadership
Good morning Jim,
You make some good points.
I enjoy the road map given to us by Jim Collins. It gives us tools for a deep dive into organizations and leadership.
I recently completed Simon Sinek's three books on business and leadership. In THE INFINITE GAME, Mr. Sinek uses Professor Carse's work to encourage businesses thinking long-term rather than short-term (Sinek. 2019). When combined with Mr. Collins work we can give surface value and identify and/or handle deeply rooted system issues.
I’d like to say yes, but, as we all know, there is no perfect interview methodology. An interviewer can probe for attitudes about, say, teamwork, which can expose zero-sum gamers. I used to ask for stories about how the candidate helped a team be successful in any part of their life. The responses were sometimes telling. I have also seen people start out as respectful team players and lapse into self-interest, disrespect, and narcissism over years due to what I can only describe as mental health issues.
Disrespect, in all of its forms, should not be allowed unchecked especially those that are intentionally directed to cause malicious. Unfortunately, we are part of a business culture established on incorrect principles of human nature, not all businesses subscribe to the antiquated concepts and principles of his man interactions and managing those relationships. It can be complicated. What I have noticed is that lower levels of management: haven't a clue as to the differences between privately owned companies and publicly owned ones, the intense grind focus, drive, hunger, and determination to remain private. It's 3 methods that dominate their style of operating ( fear, aggression, and manipulation. Cooperation and participatory have no meaning in their energy.
Good morning,
Disrespect is unacceptable within the organization. Instead of immediately pouncing on the individual/s (as those of us who are believers often feel the urge to do), we would be wise to pause and ask the "why."
An example (a few days back); one of our supervisors came back to our food service department, and yelled. I had simply asked for more people to execute. This individual did not understand why we needed more people (we already borrowed two people). It, almost immediately, became aware to the team; this person had never worked in this department. Unfortunately/fortunately (depending on the resolution) in that moment I witnessed an entire team losing respect for a superior.
Thank you for your time.
How one asks why can make a big difference in demonstrating that respect.
You can't hide behind "I was just asking" if there is any judgement in that voice.
Other reasons for disrespect include envy and ambition. For some, whatever the culture of the organization, everything is a zero-sum game.
Good morning Jim,
You make some good points.
I enjoy the road map given to us by Jim Collins. It gives us tools for a deep dive into organizations and leadership.
I recently completed Simon Sinek's three books on business and leadership. In THE INFINITE GAME, Mr. Sinek uses Professor Carse's work to encourage businesses thinking long-term rather than short-term (Sinek. 2019). When combined with Mr. Collins work we can give surface value and identify and/or handle deeply rooted system issues.
Thank you for your time.
Is that a hiring issue?
Can you surface those kinds of things in an interview?
I’d like to say yes, but, as we all know, there is no perfect interview methodology. An interviewer can probe for attitudes about, say, teamwork, which can expose zero-sum gamers. I used to ask for stories about how the candidate helped a team be successful in any part of their life. The responses were sometimes telling. I have also seen people start out as respectful team players and lapse into self-interest, disrespect, and narcissism over years due to what I can only describe as mental health issues.
Disrespect, in all of its forms, should not be allowed unchecked especially those that are intentionally directed to cause malicious. Unfortunately, we are part of a business culture established on incorrect principles of human nature, not all businesses subscribe to the antiquated concepts and principles of his man interactions and managing those relationships. It can be complicated. What I have noticed is that lower levels of management: haven't a clue as to the differences between privately owned companies and publicly owned ones, the intense grind focus, drive, hunger, and determination to remain private. It's 3 methods that dominate their style of operating ( fear, aggression, and manipulation. Cooperation and participatory have no meaning in their energy.