5 Quick and Easy Ways to Earn Respect As A Leader

Without Being Perfect

Dec 19, 2024

I still remember the time when I first stepped into a leadership role several years ago.

It was a new role, a new beginning, and I was raring to go. I had this burning desire to prove myself - to prove that I was flawless.

Flawless to me meant making perfect decisions, never faltering under pressure, and always appearing confident.

But one day, not long after I took on that job, something unexpected happened. In my obsession to prove myself, without consulting with my team, I went ahead and committed to an unrealistic timeline for a project, thinking that was the way for me to prove my flawlessness to my leadership.

Once they learned about this, my team was shocked and frustrated — they had to deal with a double-blow of adjusting to a new manager (me) and working their assess off trying to hit the deadlines.

I wasn’t sure how to react, and one part of me told me just to brush it under the carpet, and pretend like nothing had happened (that’s what leaders do, don’t they?)

But after several sleepless nights, I decided to follow my instinct: to own my mistake. I called my manager and told him we could not make the timeline and that it was my mistake.

I then called a meeting with my team, acknowledged what I had done and that it was wrong, and asked for their feedback on how we could move forward together. I did this with authenticity and with genuine concern. I could literally feel my heart pounding, but I was feeling an eerie sense of relaxation for having done the right thing.

And then came the big surprise.

I was expecting eye rolls, dismissive gestures, or just plain old silence.

But none of that happened.

I saw nodding heads. I saw gestures of support and understanding. I even noticed some moist eyes (scrap that - I just added that for effect!)

That moment taught me a profound lesson: respect doesn’t come from being perfect; it comes from being authentic, accountable, and, most of all — human.

In this article, I’ll share five practical ways you can earn respect as a leader—without chasing an impossible standard of perfection.

1. Be Yourself

"To be yourself in a world that is constantly trying to make you something else is the greatest accomplishment." – Ralph Waldo Emerson

It shouldn’t come as a surprise that people respect leaders who are genuine, relatable, and unafraid to admit their mistakes.

Perfection may seem attractive, but it can often come across as intimidating or inauthentic.

And the best part? To be authentic, you just need to be yourself.

I know this is easier said than done. I remember an instance when my team was going through a particularly challenging project with tight deadlines and high stakes. During a project review meeting, one of my team members — Nita — pointed out a gap in the plan that I had overlooked. Instead of downplaying the issue, I acknowledged the oversight and thanked her for bringing it to my attention. It was amazing to see how this moment of vulnerability shifted the atmosphere in the room—it empowered others to speak up about potential issues without fear of being judged. What could have been a stressful debate became a collaborative session where everyone felt valued.

That experience highlighted the power of authenticity: when you lead with honesty, you create space for others to contribute and grow.

Consider the case of a manager who openly shares lessons learned from a past failure. By doing so, they not only build trust but also encourage their team to embrace learning from mistakes. That’s what authenticity is.

Actionable Tip: Being authentic, at its core, is actually quite simple. Start by being honest in your communication. If you don’t know an answer, say so—and commit to finding it. This approach shows humility and confidence, two traits that naturally command respect.

2. Listen, Don’t Just Hear

"Leaders who don’t listen will eventually be surrounded by people who have nothing to say." – Andy Stanley

I love that quote by Andy Stanley because it is so true. If you don’t listen, those who have genuine inputs will eventually stop speaking up and even leave.

Ever been in meetings that turn eerily quiet when the boss enters? That’s what I’m talking about.

Active listening is one of the simplest yet most powerful ways to earn respect. When team members feel heard, they feel valued—and respect often follows. Too often, leaders focus on delivering their message, or just responding without listening.

I recall a time when one of my team members came to me with concerns about a process that was slowing down our project. Initially, I felt the urge to jump in with solutions, but instead, I paused and asked him to walk me through his perspective. As he explained, I realized the issue wasn’t just about the process but also about a misalignment in work distribution.

By giving him the space to express his thoughts, I gained insights I would have missed otherwise. This enabled me to adjust the process and redistribute tasks, which not only solved the issue but also reinforced his trust in my leadership. Win-win.

Some people confuse hearing with listening. Listening is more than that; it’s about understanding and validating perspectives.

And believe me - you cannot fake listening, at least not for long.

Research from Zenger Folkman shows that leaders who rank high in listening skills are consistently rated as more effective by their teams.

Actionable Tip: Practice reflective listening. When someone shares an idea or concern, summarize (paraphrase) what you’ve heard before responding. This not only helps you to be clear about their message, but also signals that they are being heard, and their input matters.

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3. Be Consistent

"Consistency is the true foundation of trust. Either keep your promises or do not make them." – Roy T. Bennett

You can’t build respect overnight. It is built over time.

Your team needs to know they can rely on you—not just occasionally, but Every. Single. Day.

Whether it’s sticking to deadlines, upholding your culture values, or treating everyone fairly, consistency builds trust and respect.

Early in my leadership journey, I made it a habit to start meetings on time, no matter who was yet to join. I even started the meeting when people senior to me, including my boss, were running late. (I have to admit, it took me some courage to do that)

At first, this simple rule seemed insignificant. But over time, it set the tone for accountability across the team — beyond just the meetings.

People knew that I valued their time and that they could count on me to keep my word. Similarly, I made sure to follow up on commitments, even when priorities shifted. This consistency created a culture of accountability in my team, and a mutual respect for each others’ time.

An excellent tool you can use to prioritize your tasks to align with your core values and goals is the Eisenhower Matrix. You can learn more about this framework in The Leader’s Playbook, including application strategies.

Actionable Tip: Develop small but consistent habits, like always starting meetings on time or promptly following up on action items. Over time, these habits add up and build your reputation for reliability, which helps you to earn respect.

4. Show You Care

"Empathy is seeing with the eyes of another, listening with the ears of another, and feeling with the heart of another." – Alfred Adler

Would you rather work for a manager who “gets you” vs one who just doesn’t seem to care? Yes, I thought so.

Empathy is often overlooked but is by far the most critical element in leadership. Empathy is about understanding your team’s challenges, celebrating their wins, and supporting them during tough times.

It’s about being there for them when they need you most. It’s about caring for them.

I remember once a team member came to me and told me about how she was struggling with burnout because of what she was going through in her personal life. Even though she was dragging the team behind in the project, I encouraged her to take a few days off and delegated her work to others in the team. It was a risky proposition, and I wasn’t sure how the rest of the team would react to the additional workload.

But to my relief (and surprise), when she returned to work after the break, she was more energized and grateful for the support. And guess what: the rest of my team appreciated how I supported their colleague. My actions reflected the culture in my team, and they knew I would be there for them, too, if and when they needed my support.

According to a study by the Center for Creative Leadership, care and empathy in the workplace are positively correlated with job performance and team satisfaction.

Actionable Tip: Building empathy is not difficult. You can start by asking open-ended questions like, “How are you feeling about this project?” or “What can I do to support you better?” A simple check-in can go a long way in creating a culture of mutual respect.

5. Give Credit Where It’s Due

"The way to develop the best that is in a person is by appreciation and encouragement." – Charles Schwab

Who doesn’t like recognition? I always see recognition as the fuel for my motivation.

Leaders who acknowledge the contributions of others create an environment where respect flows both ways. On the other hand, leaders who take credit for their team’s work risk losing trust and credibility.

I vividly remember a cross-functional project where my team worked tirelessly to deliver a product on a tight timeline. During the final presentation to senior leadership, I made it a point to highlight each team member’s specific contributions. Later, one team member shared that this simple gesture made them feel seen and motivated to go above and beyond in future projects.

Giving credit costs nothing, but it pays back in loyalty and respect. And those are priceless.

Actionable Tip: Most managers are busy, so creating a recognition routine can help. For example, dedicate the last five minutes of your weekly team meetings to shoutouts. I like to do quarterly recognitions for my team at the all-hands meetings. Whether it’s a job well done or someone going above and beyond, regular acknowledgment fosters a respectful and motivated team.

Final Thoughts

Respect can only be earned.

And it takes time and effort to earn respect. On the flip side, a single misstep can cause you to slip and lose your team’s respect very quickly.

The good news is that you don’t need to be perfect. In fact, respect is earned by being authentic and consistent, showing empathy, and, most of all, being human.

And it doesn’t need to be complicated.

Start small. Pick one or two of these strategies to focus on this week, and notice the shift in your team’s dynamic. Leadership isn’t about having all the answers—it’s about creating a space where everyone, including you, can thrive.

What strategies do you use to build trust and respect in your team?

Recommended Resources

Dare to Lead by Brené Brown: Brown’s work on vulnerability and leadership is a great resource for understanding how to embrace failure and build trust.
The Speed of Trust by Stephen Covey: Covey shows how trust is the most critical component of a successful leader and organization.

The Leader’s Playbook by Gaurav Jain: Your all-in-one guide to leadership frameworks and practical strategies to help you navigate the ups and downs of leadership.