How Leaders Earn Respect from their Teams in Four Ways

If you’re a manager, you may be wondering how to gain respect as a leader in your company. After all, it’s not easy to get people to follow you if they don’t respect you. Respect in leadership is conducive to a productive work environment as well.

There are a few ways in which you can earn the respect of your subordinates in the workplace. All you need to do is to follow them consistently enough to establish a healthy work culture.

1. They Take Accountability for Their Decisions

One of the strongest qualities a leader can have been accountability for decisions. It’s important to take risks in the course of any business. It doesn’t matter what industry you work in; you likely have to face risks every day.

Now, the thing about taking risks is that it doesn’t always pay off. In fact, in the long run it may be possible that most of your risks that you take don’t pay off the way you intended to. In such a scenario, it’s easy to put your hands up and blame someone else for the failure.

But this won’t win you any points from your employees. Subordinates that work with you will know which decisions were yours and which weren’t. So, it makes sense to own up to your failures and earn their respect.

After all, why would they respect a leader who won’t take accountability for their own decisions? But it’s not easy to handle the outcry that follows after a strategic business decision fails to pay off. Team leader training can teach you how to deal with the pitfalls of accountability. It can also help you lead from the front when things go wrong in your organisation.

Managers often have to take the fall when an organisation fails to meet its objectives. It’s hard to take accountability in such situations and make amends for the mistakes of others.

But a good leader isn’t afraid of facing the consequences when the odds aren’t in their favour. They put the needs of the organisation before their desire to save face in tough situations. To that end, they know how to assume responsibility when their organisation falters.

2. They Respect Their Employees

There’s no better way to earn the respect of your employees than by first showing them respect. Respected managers know that their subordinates work with them, not for them. These leaders believe in the skills and capabilities of their employees.

Team leaders don’t usually presume to know more than their subordinates. They simply know that they’re the best-suited to take the lead and get things done. So, a good manager isn’t necessarily the most knowledgeable or most skilled.

Those leaders that respect their employees are more likely to win their cooperation. In the long run, this will help them to meet the strategic objectives of their organisation. It also helps establish a better working relationship with their employees.

Be open with your employees about what you know and don’t know. It would make you appear more credible to them. You can then give them respect and ask them to help you out in areas that you don’t excel at.

This will allow them to trust you more as it’s likely they’re already aware that you don’t know everything. Admitting your shortcomings will help them respect your commitment to being open.

3. They Pay Attention to Details

Another way to earn respect as a leader is to pay attention to details. Anyone can execute a project if it’s done haphazardly. But a good leader knows that paying attention to details is the way to go in the long run.

Giving your whole and soul to a project will involve taking out the time to iron out every wrinkle. But this doesn’t mean that you should start micromanaging your team. This is likely to make them feel cramped and resentful.

They’re unlikely to respect a leader that doesn’t give them the space to use their own devices. So, you shouldn’t insist on your team members bringing every detail to your attention.

What’s important is connecting the bigger picture to everyday tasks. In other words, it’s about connecting strategic decisions to managerial one. Your employees should know how their work affects the objectives of your business.

They can do this if you let them in on how every detail of a project is important. They should be able to come to you with any concerns they have about their current projects. But these concerns should be relevant enough to be worth your time.

4. They Push Their Employees to Do Better

A mark of a leader is one who wishes their employees to do better every time they show up to the workplace. Often, managers feel threatened by skilled and talented employees. They often prefer it if their employees are incompetent. This allows them to keep their subordinates under their thumb.

But reputed managers focus on the betterment of their employees. They recognise that personal development will lead to increased efficiency in their organisation. Besides, it would help if you mentored your employees.

If you want to earn their respect, you could teach them what you know about your business. In this way, you could guide them to make better-informed decisions. These decisions are more than likely to impact the future of your organisation.

It would also help if you created opportunities for employees within the organisation. As a manager, you’re in a position to move employees to spaces where they can grow. In doing so, you’ll be ensuring your organisation is using human resources in the best possible way.

Your desire to see your staff grow should be greater than your desire to keep them close. The employees that continue to work with you will be sure to respect you for it.

Conclusion

Earning the respect of your employees is no mean feat if you don’t know where to begin. But, by following these tips, you can begin establishing your reputation. Remember, your reputation as a leader will stick up for you even when you’re not around.

It’s important to be consistent with whatever approach you follow in gaining respect. It won’t make sense for you to use one approach today only to flip tomorrow. Your employees won’t appreciate unstable leadership on top of the demand of their jobs.

If you truly want to earn respect as a leader, put the welfare of your employee’s above personal gain. You’ll be sure to reap the rewards of such a decision in the future.

Investing In Yourself: Tips On How To Develop Leadership Skills

Leadership encompasses the ability of an individual, group or organisation to “lead”, influence or guide other individuals, teams, or entire organisations. Many qualities need to be developed for a person to become a successful leader.

These include communication skills, the ability to motivate others and being able to make tough decisions. Developing leadership skills is not an easy task; it takes time, dedication and hard work.

This blog post will provide tips on developing your leadership skills so that one day you too may lead a group of people with success!

Continue reading for tips on how to develop leadership skills.

Identify Your Strengths

In order to be successful in any position, it is important to know what your strengths are. These skills can make you stand out among other candidates for a leadership position and will help ensure that you will have the necessary qualities needed when assuming this role.

To identify which areas of your professional life would best suit potential leadership positions, ask yourself questions such as:

  • What skills do I have that are transferable to leadership roles?
  • How many people report directly to me now or in the past, and what was my position at these companies/organisations?

To be successful, does this opportunity align with any of my personal goals for myself and is it something that I am passionate about?

It is important to take into account how well you will be able to work with the other team members and share similar values. Do not forget about your current responsibilities; while you may want to pursue this opportunity, it could also create a lot of stress for both yourself and those who depend on you in your role currently.

Build On Your Strengths

Once you have identified your strengths, it is time to start building on them. There are many ways to improve these skills and strengthen the qualities that will make you a good leader.

Some ideas for how to increase your leadership skills include:

  • Volunteering for projects or committees related to those areas of interest
  • Taking a training course in leadership
  • Attending a workshop on how to be an effective leader  

You can also develop leadership skills by taking on new responsibilities. For example, if you are interested in improving your presentation skills, then volunteer to sit at the front of meetings and make presentations or offer to speak up when there is confusion during staff meetings.

Develop A Plan For Success

Another way to build on your leadership skills is by developing a plan for success. This will help you stay focused and make sure that everything goes as planned, or when things don’t go according to the original itinerary, it ensures that there is something put in place so that the project doesn’t fail.

A successful leader needs to know their strengths, have the skills needed for a leadership role and know how to develop their strength and skills. One way of developing such is by getting resources from an Executive Coach and putting them into practise. To succeed, a person must also have a plan for success and understand how their strengths can be beneficial to them in this role. Therefore, put the resources into maximum use to grow your skills.

Seek Feedback And Listen To Criticism

The best way to improve your skills is by seeking feedback and listening to criticism. Asking others for their thoughts on how you can do better will not only allow you to learn from them, but it will also show that you are open to the idea of improving yourself, which shows that you have a high level of self-awareness. A good example is these women in healthcare leadership collaborating to become the best in leadership.

However, when you do ask for feedback, listen carefully and take note of what other people say. This is important because sometimes there are ways you could improve that may not have crossed your mind before.

The next time someone offers an opinion on one of your skills or points out a flaw, try not to take it personally as this can be seen as a learning opportunity.

Be Patient With Yourself and Others

When striving to develop leadership skills, it is important not to be impatient with yourself or others. This could lead you into a situation that would make your work, and the well-being of those around you suffer.

Leadership skills take time to build up, so don’t get discouraged if things seem slow at first; remember that this takes patience and a commitment to your personal goals.

You will not learn everything at once, and some tasks may take more time than others, so be patient as you continue on this journey towards leadership skills.

Practice Makes Perfect

Another step in developing your leadership skills is to practice. There are various ways that you can do this, but it’s important to remember not to overwhelm yourself with too many tasks at once.

Start by taking on small goals and gradually working up the ladder until you are comfortable doing larger projects. You also want to be sure to practice in various settings, as this will allow you to develop your skills and leadership qualities.

Another idea is to create what’s called a “playlist,” which are the tasks that you want to accomplish and practice over time. This can help keep you focused on trying new things and mastering each skill gradually rather than jumping straight into a project.

Be Passionate

To be a successful leader, you need to have passion for your work and care about the people around you. When leading others, they must know that their ideas are valued and respected. This will encourage them to get involved in projects or take on new responsibilities themselves.

Leadership skills can’t succeed without passion because this will allow you to be more persuasive, empathetic and have the drive needed when things get tough.

Find your Higher Purpose

Another way to develop leadership skills is by finding your higher purpose. Life has many ups and downs, but you must find something soon or long-term that will help keep you motivated to go on when things get tough.

This could be anything from volunteering for a charity organisation to taking up running. This will help teach you more about yourself and balance your responsibilities with what’s important in life.

The journey to success is a long one, and you must take the time to reflect on what has worked for you in the past. Remember, there are no shortcuts or quick fixes when it comes to personal growth. You can start by identifying your strengths and building them until they become an integral part of who you are. Next, develop a plan for success with goals that will help propel you forward in life.

Seek feedback from trusted sources, family members, friends or mentors and listen closely to criticism so that you may grow as well as possible without letting negativity hold back your progress. It’s also important not only to be patient with yourself but with other people too.

Deloitte Announces New Additions to National Leadership Team

Deloitte is today announcing new additions to its leadership team with Lisa Stott joining as the new managing partner for tax and legal and Jackie Henry taking over as managing partner for people and purpose. In addition, Kirsty Newman has been appointed as United Kingdom market chair.

Effective this month, Jackie will provide leadership of Deloitte’s United Kingdom people strategy and purpose agenda, focusing on inclusion and wellbeing. She started her career with Deloitte in Belfast 31 years ago and for the past seven years has been lead partner in Northern Ireland.

Jackie’s commitment to diversity, inclusion and social mobility has been a focus throughout her career, and in particular her efforts in building skills and providing access to education for people across Northern Ireland.

This includes setting up the Belfast Delivery Centre, which includes the creation of Deloitte’s BrightStart Degree and Graduate academy programmes. She has also served as people and purpose lead for Deloitte’s United Kingdom consulting business for the last two years.

In her role as market chair, effective from 1 June, Kirsty Newman will build relationships with United Kingdom Boards and policymakers and lead Deloitte’s Vice Chairs group.

Newman also serves as Deloitte North & South Europe leader of Deloitte Private and is the co-chair of Deloitte’s Global Family Office Advisory Board. She started her career with Deloitte as a tax consultant and has been a partner for over 20 years.

Deloitte Overview

Deloitte Touche Tohmatsu Limited, commonly referred to as Deloitte, is a multinational professional services network with offices in over 150 countries and territories around the world.

Hogan Lovells Law Firm Announces Changes to Industry Leadership

In macroeconomics, an industry is a branch of an economy that produces a closely-related set of raw materials, goods, or services. For example, one might refer to the wood industry or to the insurance industry.

Hogan Lovells announces today it has made a series of planned changes to some of its industry sector leadership positions.

Hogan Lovells became a top 10 global legal services provider on 1 May 2010 through an unprecedented combination of two law firms with international credentials, United States-based firm Hogan & Hartson and European-based law firm Lovells.

Modern-day Hogan Lovells carries on the tradition of excellence established by our founders and further builds on their legacy.

Managing Partner for Clients and Industries, Ina Brock, commented: “It speaks to the quality and depth of our industry sector teams that we are able to make regular changes to the distribution of our leadership roles, and recognise our talented people.

I’d like to express my sincere thanks for all of the hard work and significant contribution of those stepping down, and wish those newly appointed every success.

I have no doubt we will continue to excel under their leadership and remain at the forefront of those industries.”

Ina advises clients on how to stay in control of the most complex cross border litigation and crisis communication matters. She has successfully defended her clients in more than 500 German court cases on all levels. She has won cases in the German Supreme Court and the European Court of Justice.

Additionally, Ina has navigated clients through the coordination of more than 60000 claims in class actions and group litigation cases in more than 30 countries worldwide.

Norton Rose Fulbright Appoints New Leadership in Warsaw

Warsaw is the capital and largest city of Poland. The metropolis stands on the River Vistula in east-central Poland and its population is officially estimated at 1.8 million residents within a greater metropolitan area of 3.1 million residents, which makes Warsaw the 7th most-populous capital city in the EU. 

Norton Rose Fulbright has appointed Grzegorz Dyczkowski, the head of its Warsaw banking and finance team, as managing partner of the Warsaw office. Grzegorz succeeds Piotr Strawa, the founder of Warsaw office of Norton Rose Fulbright who has served as managing partner since 2000.

Norton Rose is an international law firm. It is the second largest law firm in the United States and one of the ten largest in the world, by both lawyers and revenue. In 2017/18, Norton Rose Fulbright had total revenue of US$2.1 billion.

Regarding his new role, Grzegorz said: “I’m honoured to be appointed to the role of managing partner of Norton Rose Fulbright in Poland. With the support of my colleagues, we will continue to establish our practice as a leader in several areas of law: banking and finance, mergers and acquisitions and corporate and real estate.

Together with our Warsaw lawyers and by collaborating with other offices worldwide, we will enhance our reputation, nationally and globally, as a prominent law firm. I would like to thank Piotr Strawa for his contribution to the success of Norton Rose Fulbright in Poland.

Piotr has served as the managing partner for twenty years and, only because of his commitment and work, our law firm enjoys its present position and recognition.”

An Attorney-at-Law since 1998, Grzegorz joined Norton Rose Fulbright in 2003 and was appointed a partner in 2006. By effecting a change of the managing partner, the firm is also now renamed as Norton Rose Fulbright Dyczkowski and Partners, Limited Partnership.

Law Firm Names Alyssa Auberger Chief Sustainability Officer

Sustainability refers to the ability to maintain or support a process continuously over time. In business and policy contexts, sustainability seeks to prevent the depletion of natural or physical resources, so that they will remain available for the long term.

Baker McKenzie law firm has named Paris-based Partner Alyssa Auberger as its first Chief Sustainability Officer. Alyssa will be responsible for leading the law firm global Sustainability strategy which is core to the law firms overall priorities for the next decade.

After beginning her legal career in-house in the United States, Alyssa joined Baker McKenzie in Paris in 1998 and from 2016 until this appointment, was Global Chair of its Consumer Goods & Retail Industry Group. In this role, she worked closely with a number of global bodies, including the United Nations Global Compact, to heighten awareness of the importance of Environmental, Social and Governance risks and opportunities for the consumer goods and retail industry.

She has worked with the law firms lLeading practices to develop solutions for clients on supply chain transparency and claims, product lifecycle issues, and human rights and emissions reporting, in order to help them understand their impact and responsibilities across entire value chains.

Franco-American and as a partner specialised in multijurisdictional mergers and acquisitions and private equity transactions and based in Baker McKenzie’s Paris office, Alyssa has extensive experience regularly advising American and French corporations, multinationals, and private equity investment funds on their acquisitions and divestitures worldwide as well as in their international expansion efforts.

Baker McKenzie has strong relationships with leading sustainability-focused forums, including the World Economic Forum and the World Business Council for Sustainable Development, of which it was the first law firm member.

In 2017, the law firm collaborated with the World Economic Forum to launch the Centre for the Fourth Industrial Revolution in San Francisco, which brings together leading policy makers, businesses, start-ups, academia and international organisations to collaborate for the greater good by maximising the benefits of science and technology.

The law firm became a participant of the United Nations Global Compact in 2015 and remains committed to upholding the Ten Principles on human and labour rights, the environment and anti‐corruption. Since then, it has adopted eight of the 17 Sustainable Development Goals, including Gender Equality, Climate Action, and Peace, Justice and Strong Institutions.

Recently Global Chair Milton Cheng joined more than 1,200 Chief Executive Officers from companies in over 100 countries to demonstrate the law firms support for the United Nations and inclusive multilateralism by signing onto a powerful Statement from Business Leaders for Renewed Global Cooperation.

To mark the 75th Anniversary of the UN, the statement was released by the UNGC Action Platform for Peace, Justice and Strong Institutions, of which Baker McKenzie is a proud co-patron. The law firm also recently announced commitments to significantly reduce its global carbon emissions over the next decade and achieve aspirational global gender diversity targets, set at 40:40:20 per cent, to represent 40% women, 40% men and 20% flexible.

As well as announcing Alyssa’s appointment, Baker McKenzie reaffirmed its commitment to placing Sustainability at the core of its strategy for the coming decade, facilitating active engagement with like-minded businesses, governments, international organisations and civil society, in order to achieve shared goals for a more sustainable world.