Advertising
Advertising

5 Hacks for Gaining More Respect

5 Hacks for Gaining More Respect

Who doesn’t want to feel more respected? Many people quit their jobs every day because they feel that their employers do not respect what they are bringing to the table. Other people never seem to be able to get that big promotion or raise despite numerous threats and requests. The respect of peers both in the workplace and out of it is something that everyone should seek. Here are a few hacks for getting those around you to respect you more as a person.

Give respect

This one seems a little too easy, but many people that do not feel they get the proper respect also do not offer proper respect to their peers. Many people have a tendency to mirror the actions of others, and if you don’t respect your peers, there is little chance that they will respect you. Show respect in the way you talk about others and especially try to show respect for your differences. Never let emotions get the better of you because that can be one of the quickest ways to lose respect.

Advertising

Hold boundaries

People respect other people that have principles. You may feel that you sometimes need to abandon your principles in order to fit in or gain the respect of your friends and colleagues, but that is rarely the case. They may like you a little more, or even consider you more of a friend, but when they see you give up on your principles, you will instantly lose their respect. Establish boundaries and principles to give yourself an edge in the eyes of those around you.

Advertising

Increase your height

This should not be reality but unfortunately, it is. Studies show people that are taller get paid more, and they are more respected by their peers. There are a variety of reasons for this, but the fact of the matter is that taller people get more respect. While increasing height may seem like something that is impossible to do, there are actually many ways to increase your height by a few inches. Whether you get there through stretches, exercises, or wardrobe changes, those inches could mean people are looking up instead of down at you, making all the difference.

Advertising

Optimism

Many people have a negative or pessimistic view of the world. They constantly see the downside of things. Not only are these people hard to get along with, they are hard to respect. Optimistic people see the good in everything and it helps people to see the good in them. Try biting your tongue before making a negative comment. If you see a problem with a potential plan, determine if it is really worth being seen as a pessimist to bring it up.

Be the best

You don’t have to be the best at everything, you just have to be the best at something. Don’t let mediocrity rule your life. Whether it’s a hobby, an aspect of work, a game, or any number of other things, choose something that you want to become the absolute best at and then become it. People respect others who have skill. Honing a skill takes discipline. It doesn’t have to be something they understand, they just have to understand that you are good at it. Remember, once you become good at something, stay as humble as you can so people don’t think you’re prideful or cocky.

Doing these five things will help gain the respect of your peers at work and at home. If they seem too hard, try incorporating one at a time into your life. Once you are good at that, move on to the others.

Advertising

More by this author

Spencer Mecham

Marketing Manager

gain respect 5 Hacks for Gaining More Respect Three Ways to Prevent Ingrown Hair Four Real Ways Money Can Buy Happiness 3 Reasons Why Life Insurance Past 65 Is Still An Option landing pages 4 Great Website Landing Pages and Why

Trending in Work

1 5 Types of Leadership Styles (And Which Is Best for You) 2 9 Tips for Starting a New Job and Succeeding in Your Career 3 How to Make a Career Change at 50 for Great Opportunities 4 What Job Should You Have? 10 Questions to Help You Figure It Out 5 10 Ways to Find Your Dream Job

Read Next

Advertising
Advertising
Advertising

Last Updated on April 9, 2020

5 Types of Leadership Styles (And Which Is Best for You)

5 Types of Leadership Styles (And Which Is Best for You)

It takes great leadership skills to build great teams.

The best leaders have distinctive leadership styles and are not afraid to make the difficult decisions. They course-correct when mistakes happen, manage the egos of team members and set performance standards that are constantly being met and improved upon.

With a population of more than 327 million, there are literally scores of leadership styles in the world today. In this article, I will talk about the most common types of leadership and how you can determine which works best for you.

5 Types of Leadership Styles

I will focus on 5 common styles that I’ve encountered in my career: democratic, autocratic, transformational, transactional and laissez-faire leadership.

The Democratic Style

The democratic style seeks collaboration and consensus. Team members are a part of decision-making processes and communication flows up, down and across the organizational chart.

The democratic style is collaborative. Author and motivational speaker Simon Sinek is an example of a leader who appears to have a democratic leadership style.

    The Autocratic Style

    The autocratic style, on the other hand, centers the preferences, comfort and direction of the organization’s leader. In many instances, the leader makes decisions without soliciting agreement or input from their team.

    Advertising

    The autocratic style is not appropriate in all situations at all times, but it can be especially useful in certain careers, such as military service, and in certain instances, such as times of crisis. Steve Jobs was said to have had an autocratic leadership style.

    While the democratic style seeks consensus, the autocratic style is less interested in consensus and more interested in adherence to orders. The latter advises what needs to be done and expects close adherence to orders.

      The Transformational Style

      Transformational leaders drive change. They are either brought into organizations to turn things around, restore profitability or improve the culture.

      Alternatively, transformational leaders may have a vision for what customers, stakeholders or constituents may need in the future and work to achieve those goals. They are change agents who are focused on the future.

      Examples of transformational leader are Oprah and Robert C. Smith, the billionaire hedge fund manager who has offered to pay off the student loan debt of the entire 2019 graduating class of Morehouse College.

        The Transactional Style

        Transactional leaders further the immediate agenda. They are concerned about accomplishing a task and doing what they’ve said they’d do. They are less interested in changing the status quo and more focused on ensuring that people do the specific task they have been hired to do.

        Advertising

        The transactional leadership style is centered on short-term planning. This style can stifle creativity and keep employees stuck in their present roles.

        The Laissez-Faire Style

        The fifth common leadership style is laissez-faire, where team members are invited to help lead the organization.

        In companies with a laissez-faire leadership style, the management structure tends to be flat, meaning it lacks hierarchy. With laissez-faire leadership, team members might wonder who the final decision maker is or can complain about a lack of leadership, which can translate to lack of direction.

        Which Leadership Style do You Practice?

        You can learn a lot about your leadership style by observing your family of origin and your formative working experiences.

        Whether you realize it, from the time you were born up until the time you went to school, you were receiving information on how to lead yourself and others. From the way your parents and siblings interacted with one another, to unspoken and spoken communication norms, you were a sponge for learning what constitutes leadership.

        The same is true of our formative work experiences. When I started my communications career, I worked for a faith-based organization and then a labor union. The style of communication varied from one organization to the other. The leadership required to be successful in each organization was also miles apart. At Lutheran social services, we used language such as “supporting people in need.” At the labor union, we used language such as “supporting the leadership of workers” as they fought for what they needed.

        Many in the media were more than happy to accept my pitch calls when I worked for the faith-based organization, but the same was not true when I worked for a labor union. The quest for media attention that was fair and balanced became more difficult and my approach and style changed from being light-hearted to being more direct with the labor union.

        I didn’t realize the impact those experiences had on how I thought about my leadership until much later in my career.

        Advertising

        In my early experience, it was not uncommon for team members to have direct, brash and tough conversations with one another as a matter of course. It was the norm, not the exception. I learned to challenge people, boldly state my desires and preferences, and give tough feedback, but I didn’t account for the actions of others fit for me, as a black woman. I didn’t account for gender biases and racial biases.

        What worked well for my white male bosses, did not work well for me as an African American woman. People experienced my directness as being rude and insensitive. While I needed to be more forceful in advancing the organization’s agenda when I worked for labor, that style did not bode well for faith-based social justice organizations who wanted to use the love of Christ to challenge injustice.

        Whereas I received feedback that I needed to develop more gravitas in the workplace when I worked for labor, when I worked for other organizations after the labor union, I was often told to dial it back. This taught me two important lessons about leadership:

        1. Context Matters

        Your leadership style must adjust to each workplace you are employed. The challenges and norms of an organization will shape your leadership style significantly.

        2. Not All Leadership Styles Are Appropriate for the Teams You’re Leading

        When I worked on political campaigns, we worked nonstop. We started at dawn and worked late into the evening. I couldn’t expect that level of round-the-clock work for people at the average nonprofit. Not only couldn’t I expect it, it was actually unhealthy. My habit of consistently waking up at 4 am to work was profoundly unhealthy for me and harmful for the teams I was leading.

        As life coach and spiritual healer Iyanla Vanzant has said,

        “We learn a lot from what is seen, sensed and shared.”

        The message I was sending to my team was ‘I will value you if you work the way that I work, and if you respond to my 4 am, 5 am and 6 am emails.’ I was essentially telling my employees that I expect you to follow my process and practice.

        Advertising

        As I advanced in my career and began managing more people, I questioned everything I thought I knew about leadership. It was tough. What worked for me in one professional setting did not work in other settings. What worked at one phase of my life didn’t necessarily serve me at later stages.

        When I began managing millennials, I learned that while committed to the work, they had active interests and passions outside of the office. They were not willing to abandon their lives and happiness for the work, regardless of how fulfilling it might have been.

        The Way Forward

        To be an effective leader, you must know yourself incredibly well. You must be self-reflective and also receptive to feedback.

        As fellow Lifehack contributor Mike Bundrant wrote in the article 10 Essential Leadership Qualities That Make a Great Leader:

        “Those who lead must understand human nature, and they start by fully understanding themselves…They know their strengths, and are equally aware of their weaknesses and thus understand the need for team work and the sharing of responsibility.”

        The way to determine your leadership style is to get to know yourself and to be mindful of the feedback you receive from others. Think about the leadership lessons that were seen, sensed and shared in your family of origin. Then think about what feels right for you. Where do you gravitate and what do you tend to avoid in the context of leadership styles?

        If you are really stuck, think about using a personality assessment to shed light on your work patterns and preferences.

        Finally, the path for determining your leadership style is to think about not only what you need, or what your company values, but also what your team needs. They will give you cues on what works for them and you need to respond accordingly.

        Leadership requires flexibility and attentiveness. Contrary to unrealistic notions of leadership, being a leader is less about being served and more about being of service.

        More Leadership Tips

        Featured photo credit: Unsplash via unsplash.com

        Read Next