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He was the IT Director for a Fortune 500 company for many years. With decades of experience in the industry, he was respected for his knowledge, experience, and work ethic. But he also sought the best for his people, recognizing potential and helping each person aspire to be their best. If someone made a mistake, he would work with them to determine the cause and then work with them on a long-term solution. He would not berate his team for failure; he would help them turn failure into a learning opportunity.

His team knew they could count on him to lead because he had earned their trust, and they enjoyed working with him. Theirs was a familial bond, and each person felt like a valued member of the team.

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When he retired, he was replaced by someone who sought immediate respect. In fact, she demanded it. As many aspiring leaders do, she made many unnecessary changes right away, which only served to frustrate the stability of the team. Seeking immediate success, she also set unreasonable goals to get the results that would make her look good in the eyes of her superiors.

While the team respected her position, they did not respect her as a person. She made one cardinal mistake: she failed to master each step of the 5 Levels of Leadership, as defined by Dr. John C. Maxwell in his book, The 5 Levels of Leadership.

1. Position – People follow because they have to.
2. Permission – People follow because they want to.
3. Production – People follow because of results.
4. People Development – People follow because of personal growth.
5. Pinnacle – People follow because of who you are.

John Maxwell knew something she hadn’t developed yet. He knew that pinnacle leadership (being respected for who you are) only comes with daily investments in your team. This builds trust.

She tried to lead without earning the trust of her team.

As a result, some very talented team members left the company and the team’s productivity plummeted.

This is the impact of trust and respect on real, bottom-line numbers. And it’s a loss no company can afford.

How can you foster an environment of trust and respect?

1. Get beyond positional leadership.
   Having a title is not an entitlement. Trust and respect must be earned with consistency, every day and over time.
2. Be the kind of leader people want to follow.
   Set the standard by your actions and attitudes. As John Maxwell says, “If you wouldn’t follow yourself, why should anyone else follow you?”
3. Inspire your team members to higher levels, both individually and collectively.
   The rising tide does, indeed, lift all boats. And the results will come, not as a forced mandate, but as a natural side effect of a highly functional team serving in their strengths.
4. Invest in development – yours and theirs.
   Give your employees an opportunity to grow within the company, without the necessity of leaving in order to advance their careers. And always be learning and growing yourself. Your team will aspire to the level you set.
5. Be a trustworthy leader.
   Have your team’s back as you expect them to have yours. Establish open communication that allows candid feedback and sharing of ideas. If things are good, share the good news – and the credit. If times are tough, be real and listen to new ideas. Live and work with integrity. Maintain your character.

Curious how your company measures up in this area, with real data you can take to the bank?  Connect with us or take the assessment here (https://www.orgiqsuite.com/). Get your Culture Scorecard today and get back on track to success.

Deb Ingino is a highly sought-after executive coach, mentor, consultant, and speaker worldwide. Deb is well versed in business operations and in the importance of asking key questions most business leaders won’t ask themselves. She brings deep experience in leadership development, strategy, high performance team building and effective communication. She has a passion for leading people to discover and maximize their strengths as well as those of fellow team members, while offering advanced strategies to achieve high performance. Deb is the perfect fit if you’re ready to take your leadership and impact to the next level!