2020 has been an interesting year, to say the least. If you or your organization have had the luxury of staying neutral on matters of social justice in the past that is certainly no longer the case.
When it comes to matters of humanity, society wants to know: Where do you stand? And who do you stand with and for?
Many organizations and high profile individuals are grappling with how to express...
While the Seven RespectfulDo’s are behaviors you can implement to become a more respectful leader, the Five RespectfulDon’ts are examples of behaviors not to engage in.
RespectfulDon’t #1 is “Don’t Try to Stop Disrespect with More Disrespect.” Disrespect is just as contagious as respect is. If someone is treating you disrespectfully, you may be tempted to respond disrespectfully to them. But...
Respectful Leaders know that they can’t expect to be treated with respect automatically, and they must make an effort to be worthy of others’ respect. Being respect-worthy is about being honest and open with your employees, following through on your commitments, and treating everyone on your team fairly.
“Be Respect-Worthy” is the third of the Seven RespectfulDo’s. Watch Gregg discuss...
“Practice Regular Respect” is the second of the Seven RespectfulDo’s. Regular Respect is similar to common courtesy and includes behaviors like making eye contact, greeting people, saying “please” and “thank you,” and being on time.
Watch Gregg talk about RespectfulDo #2 to learn more about how to practice Regular Respect.
For more on Respectful Leadership, pre-order Gregg’s book The...
The Seven RespectfulDo’s are the foundational behaviors of Respectful Leadership. They begin with RespectfulDo #1, “Be the First to Respect.” Offer respect to others from the start, instead of waiting for them to treat you respectfully. This can be as simple as greeting someone with a smile. Being the first to respect sets a respectful tone for the relationship.
In the video below, Gregg Ward...
Does a high-pressure work environment ensure that employees work harder and faster? The short answer is no. Emma Seppala and Kim Cameron of the Harvard Business Review reveal that a stressful work culture has hidden costs that can harm a company. A cut-throat environment is likely to cause the following problems.
Health. Health care costs are 50% greater at high-pressure companies. About $500...