r e s p e c t

Many relationships are defined by how one feels around another person. So the question is then what are you doing to build, grow, and nurture relationships with others?

Are you listening to people?
Are you abusing their time?
Do you value others?
Do you honor their values?

Leadership Question: Is how you relate with others affecting how you lead?

I remember well the first team I lead. This was to be my first project as a Program Manager and already some really heavy hitters were being added to my team. These guys were highly respected and top innovators in my company.

I asked myself This: “How was I supposed to get their attention? Why would they follow me?” What if I fail?

Adding further to my woe, the project was assigned a tight schedule. ..kinda fun!!!

In thinking about how I would tackle these tough questions that would inevitably put a stamp on me as a leader, I decided to implement a simple two-step plan.

The plan looked like this:

1) I used a team approach to discover what we didn’t know in the first week and then created an outline of how we would develop the components of the product that we were creating. I added the step of finding out what we didn’t know and pulling in market data at the same time.

2) I proposed meeting twice a week and provided a schedule on what we would be doing. Each meeting being a working session using brainstorm, benchmarking, and usability methods to design our product. The first meeting would be the tell-all to see if the team gave me any merit. I had given them an assignment for the meeting. This was to benchmark a specific hinge in the consumer marketplace and bring examples to the group.

I used a collaborative approach to make instill an inclusive feeling for each team member and hoped that would get the desired results.

And guess what? They did it!

Each participant on the team had gone exploring that week and brought one or two examples of how to complete the project at hand. Ultimately the project was a success. We had a lot of fun and everyone got along well. We even “cracked” a tough-cookie and converted that nay-sayer into a believer. And oh, we actually hit our deliverables and our project timeline!

As a leader, what did I do right to make this such a success? I can tell you with one word: respect.

Respect is a powerful tool enabling you to listen and consider ideas from others. It allows you to empathize with and value the time of others. I spent a lot of time with each team member listening to their ideas. As a team, we had specific deliverables each week and all were accountable in the same way. The idea is to make sure that each step is interesting and fun. Ask for their input and give them a venue to shine. The goal is to create and maintain an environment where everyone on the team could grow, prosper, contribute, and sparkle.

When a team member will bring something of value to a meeting they are consequently given lots of attention and kudos all around. The next meeting inevitably more team members will contribute over and above what they had before. Terry Bacon says it best in

What People Want:

“The most important job you have (as a leader) is to recognize the contributions of your good to great performers. It motivates them, encourages others, establishes your standards, and communicates that you care..”

What would you do for someone that values both your time and ideas?

Would you want to contribute more to them? Would you offer more effort to them because of their role, or because WHO they are as a person?

Originally posted by me, 1April2009 here: http://linked2leadership.com/2009/04/01/r-e-s-p-e-c-t/