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A Tip from the Coach:
Build Trust and Respect….
NOT
Popularity.
Everyone wants to be recognized or to stand out among their peers in some way. It’s human to seek approval and popularity, but popularity is short-term. Gaining respect from others requires a bit more than
song and dance, but it offers a much greater sense of fulfillment.
Most every person I have known has demanded respect in some way, yet why are some more respected than others? It seems that when it comes to trust and respect, the supply seldom satisfies the demand.
“Trust and respect” is a two-way street. You must give respect in order to gain it. This all starts with honesty. Honesty means being clear, specific and truthful with your clients, employees, vendors,
manager, family, friends and, most importantly, yourself.
Earning trust and respect doesn’t mean being a “yes” person. An individual that has self-respect and commands respect from others is not afraid to address uncomfortable issues. For example, if a team
member or employee is failing, we need to be up front about it. Although tact is important (never say in private what you wouldn’t say in public), we need to bring the truth to the table. All too often in our professional
and personal lives, we skirt the issues and don’t really bring them to the surface until the relationship is at or near an end. This is neither honest nor respectful; in fact, it sounds a lot like denial to me!
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Trust and respect build a strong foundation for all of your relationships. You will make a meaningful impact on people when you gain trust and respect vs. popularity.
For more information on Trust and Respect as well as 29 other real-world tips, take a
look at this issue’s featured tool,
Coaching Illustrated.
One of the biggest problems that many organizations face today is the fact that adults can’t or don’t want to ask for help.
Let’s face it: asking for help can be hard. Many folks feel that asking for help is a sign of weakness or incompetence. But
nothing could be further from the truth. Asking for help can save companies and individuals alike from experiencing weak and incompetent moments.
As a coach of high-level executives, front-line managers, and everyone in between, I have to admit that I understand how they
feel. The manager’s internal self-talk says, “I am a manager! I am being well compensated to solve problems, direct and lead people. I shouldn’t need any help!” Well, I’ve got news for all of those managers,
executives, and everyone else out there, and I would like you to pass it on: It is O.K. to ask for help!
Asking for help is a proactive and solution-driven activity. Asking for help is a sign of strength and should be praised and encouraged. Asking for and
receiving help is one of the easiest and most efficient ways to improve oneself. The desire for self-improvement is most definitely a show of strength.
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