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Leadership


HOW TO EARN RESPECT AS A LEADER

Start by showing passion for your job.
by
 * Jim Whitehurst

by
 * Jim Whitehurst

May 20, 2015
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Leer en español
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In this adaptation from his new book, the CEO of Red Hat, Jim Whitehurst, shares
advice for how to build credibility in an organization — especially if you are
new to it, have a different background than others on your team, or are not in a
position of authority.


How would you be perceived in your organization’s meritocracy? Ask yourself if
you command respect because people have to respect you or, rather, because
you’ve truly earned respect. Many people aspire to titles because that forces
others to respect them. But, to me, this is the lowest form of respect,
especially if the person you’re receiving respect from is more junior than you
or works at a lower rung in the bureaucracy. Respect has to be earned. It’s not
about a title.

When people respect you only because of your authority, they will give you the
minimum effort. Some incredibly brilliant people have earned respect because
they are so smart, but most people aren’t incredibly brilliant. So how do you go
about it? There are three ways:

Show passion for the purpose of your organization and constantly drive interest
in it. People are drawn to and generally want to follow passionate people.

Demonstrate confidence. Many people in positions of authority don’t show
confidence well, especially with their team. It’s one thing to convey confidence
to your own boss, but it’s just as important to share that same confidence with
those who report to you.

Engage your people. Trust has to be earned, and it’s not enough to call a
meeting and tell people what to do and then retreat behind your own closed door.
You also need to be open about your weaknesses and ask the team to help you
address them. Nobody expects perfection, so don’t hold your cards too close; get
your team to work with you.

Joining Red Hat posed a challenge for me — would I be trusted and respected as a
leader? While I had considerable leadership experience and a degree in computer
science, I had no background in enterprise IT. In a very open, interactive
culture like Red Hat’s, there was no way for me to fake it. However, I found
that being very open about the things I did not know actually had the opposite
effect than I would have thought. It helped me build credibility. My team
learned that I wouldn’t feign knowledge where I did not have it and therefore
was more likely to give me the benefit of the doubt when I did talk confidently.
No one expects leaders to know everything all the time, but we do expect our
leaders to be truthful and forthright.

Owning up to what you don’t know is an important way to build trust. But it’s
just as important to be able to contribute your knowledge and expertise in a way
that’s more about the community and what it needs than it is about you and your
ego. At Red Hat, one of the greatest insults or blows to your ego comes when you
put something on one of the internal discussion threads and receive nothing
back—neither positive nor negative. “That’s the worst outcome, truly,” Kim
Jokisch, director of Red Hat’s employment branding and communications team, told
me. “That means they’re likely ignoring it, which means you’ve failed in some
way.”

Even so, the goal is not simply to generate posts and responses. That’s not what
builds your credibility. Rather, it’s all about your true purpose. “People smell
out intention around here,” says Emily Stancil Martinez, a member of Red Hat’s
corporate communications team. “If your intention is just to stick your nose
into every little thing so you can be front and center, people see it and will
take note. But if you are thoughtful when you weigh in, in order to make a real
contribution for the greater good, that’s what truly builds your credibility and
raises your profile.”

ADAPTED FROM

 * THE OPEN ORGANIZATION: IGNITING PASSION AND PERFORMANCE
   
   Organizational Development Book
    * Jim Whitehurst
   
   30.00 View Details
    * Save
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But having the patience to build up that level of credibility can be frustrating
to someone who joins the team. A new hire — especially someone who hasn’t
already built a reputation in the open source community — simply won’t have the
same level of influence. It doesn’t always seem fair, and some good ideas are
likely never heard as a result. An enthusiastic new hire may join the company
with the thought that his ideas will be heard equally, only to fall into a rut
when he feels as if his good ideas are ignored. That can quickly lead to a
disengaged employee who either leaves the company or, worse, becomes a cultural
naysayer. Part of the solution is to set expectations so people know that
earning a reputation takes time and hard work. It’s as if you want to sell
something on a site like eBay: without any history or reputation score, you can
find it far harder to locate buyers interested in what you’re selling. That
takes time, patience, and a commitment to working at building your reputation,
which isn’t something everyone enjoys doing. To make the process easier, here
are some tips:

 1. Don’t use phrases like “the boss wants it this way” or rely on hierarchical
    name dropping. While that may get things done in the short term, it can
    curtail discussion that’s core to building a meritocracy.
 2. Publicly recognize a great effort or contribution. It can be a simple
    thank-you e-mail in which you copy the whole team.
 3. Consider whether your influence comes from your position in the hierarchy
    (or access to privileged information), or whether it truly comes from
    respect that you have earned. If it is the former, start working on the
    latter.
 4. Proactively ask for feedback and ideas on a specific topic. You must respond
    to them all, but implement only the good ones. And don’t just take the best
    ideas and move on; take every opportunity to reinforce the spirit of
    meritocracy by giving credit where it’s due.
 5. Reward a high-performing member of your team with an interesting assignment,
    even if it is not in his or her usual area.

This post has been adapted from The Open Organization: Igniting Passion and
Performance.

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MORE FROM THE AUTHOR

 * THE OPEN ORGANIZATION: IGNITING PASSION AND PERFORMANCE
   
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Read more on Leadership or related topics Managing people and Business
management
 * JW
   Jim Whitehurst is the president and CEO of Red Hat, the world’s leading
   provider of open source enterprise IT products and solutions, and the author
   of the book The Open Organization (HBR Press, 2015). Follow him on Twitter at
   @JWhitehurst.
   
   

 * Tweet
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New!
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What you need to know about being in charge.
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Read more on Leadership or related topics Managing people and Business
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BOMBORA INC.

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SPOTX, INC

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EASYMEDIA GMBH

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DELTA PROJECTS AB

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USEMAX ADVERTISEMENT (EMEGO GMBH)

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EMETRIQ GMBH

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PUBLICIS MEDIA GMBH

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ONETAG LIMITED

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CLOUD TECHNOLOGIES S.A.

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SMARTOLOGY LIMITED

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IMPROVE DIGITAL

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JIVOX CORPORATION

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ROCKABOX MEDIA LTD T/A SCOOTA

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EXACTAG GMBH

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CELTRA, INC.

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MAINADV SRL

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GEMIUS SA

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THE KANTAR GROUP LIMITED

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IMPACT TECH INC.

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NIELSEN MEDIA RESEARCH LTD.

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ORACLE ADVERTISING

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DEMANDBASE, INC.

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ARRIVALIST CO.

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COMMANDERS ACT

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NEODATA GROUP SRL

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INNOVID LLC

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PAPIRFLY AS

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NEUSTAR, INC., A TRANSUNION COMPANY

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SALESFORCE.COM, INC.

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ONLINE SOLUTION

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GP ONE GMBH

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THE MEDIAGRID INC.

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MINDTAKE RESEARCH GMBH

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CINT AB

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GOOGLE ADVERTISING PRODUCTS

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GFK SE

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REVJET

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CLINCH LABS LTD

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HEARTS AND SCIENCE MÜNCHEN GMBH

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AMAZON ADVERTISING

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MOLOCO, INC.

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ADTRIBA GMBH

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OBJECTIVE PARTNERS BV

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ENSIGHTEN

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EBAY INC

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