Many leaders are under extraordinary pressure today to do more with less, which often impacts their own well-being and tolerance levels. I hear stories about incredible executive stress in the sessions I do coaching. Sometimes, this stress shows up in leadership behavior: respectful leadership quickly becomes disrespectful.
I wrote about this in my last post. A work environment where leaders disrespect their people has both obvious and subtle indicators. When disrespectful traits are widespread, the indicators become more repetitive and easier to spot:
- Rudeness or abruptness: This inconsiderate behavior is harsh and offends people. It can take the form of interrupting people, talking over them or always having the last word.
- Sarcasm, insults, profanity and verbal attacks: Employees often take on the leader’s bad behavior to either find a way to survive, or release the anxiety caused by the leader’s style.
- Disfavoring people: Typically, it is communicated via the leader’s opinion of an employee’s qualifications, work ethic, loyalties, employment history or association with certain colleagues.
Subtle indicators of a disrespectful leadership or culture take longer to recognize. I look for and explore:
- Silence: When feedback and free expression are not welcome, managers or key employees are silent about disturbing issues.
- Shoot-the-messenger: When the status-quo remains unchallenged, a culture of shoot-the-messenger may have taken hold.
- Stagnation: A lack of ideas, creativity or problem-solving may mean that employees feel too disrespected and demotivated.
- Stressed-out: Overloaded or anxious staff are indicators of unmet needs, typically manpower, tools, equipment or funding, and suggest lack of recognition, neglect and disrespect.
Fortunately, these issues are correctable if the proper approach is taken.
First and foremost, leaders need to manage stress. Staying physically and mentally healthy is critical. Every person is different, but common habits that improve resilience include regular exercise, eating well and getting enough rest. It’s also essential to develop supportive relationships and outside interests.
What do you think? How do you manage stress? Have you seen any other indicators of workplace disrespect? I’d love to hear from you. You can call me at 561-582-6060, let’s talk. And as always, I can be reached here, or on LinkedIn.
