“Respect is a two-way street, if you want to get it, you’ve got to give it.” – R.G. Risch
The Foundation of Influence
In the traditional corporate world, there was a long-standing myth that respect was a byproduct of a title. You climbed the ladder, earned the office, and the respect of your subordinates followed as a matter of course. But in today’s dynamic, talent-driven landscape, that model has been flipped on its head. Real leadership is no longer about power over people; it is about power with people.
When R.G. Risch spoke about the “two-way street,” he was identifying the heartbeat of team psychology. Respect is a reciprocal energy; it is a mirror that reflects a leader’s own behavior back at them. When a leader fails to “give” respect—through dismissiveness, micromanagement, or a lack of transparency—the “return” lane of that street dries up instantly. You cannot demand loyalty from a heart you haven’t valued. Without mutual respect, you don’t have a team; you have a group of people complying with orders while looking for the exit. To lead effectively in the modern era, we must first be the chief architects of a culture where every individual feels inherently seen and heard.
Seven Ways to Pave the Street of Respect
When leaders genuinely give respect, they create an environment where trust flourishes, communication opens up, and individuals feel valued. This isn’t about being “nice”; it’s about recognizing the inherent worth and potential in every team member. Here are seven detailed examples of how leaders can pave their side of the two-way street:
- Active and Empathetic Listening: Instead of waiting to speak, a respectful leader truly listens, seeking to understand diverse perspectives. For instance, when a team member brings a concern about a project deadline, a leader doesn’t immediately dismiss it but asks clarifying questions like, “What are the specific bottlenecks you’re facing?” This shows their input is valued, even if the final decision must remain unchanged.
- Valuing Diverse Opinions: A leader demonstrates respect by creating safe spaces for dissenting views. Imagine a strategy meeting where an idea you support is challenged by a junior member. A respectful leader responds with, “That’s a valid point, Sarah. Can you elaborate on your concerns?” This encourages intellectual honesty over a blind “yes-man” culture.
- Empowering Autonomy: Micromanagement is the ultimate sign of disrespect; it signals that you don’t trust your team’s competence. A respectful leader says, “John, I trust your judgment on this proposal. The execution is yours.” This builds the confidence necessary for high-level performance.
- Providing Constructive, Timely Feedback: Respectful feedback is a gift designed to help someone grow, not a weapon used to criticize. By delivering feedback privately, specifically, and with a focus on future success, you show that you care enough about the person’s career to invest in their improvement.
- Acknowledging Contributions: Overlooking hard work is a silent form of disrespect. Whether it’s a public shout-out in a meeting or a quick, sincere “thank you” email after a long week, acknowledging the effort behind the results validates the person’s sacrifice and dedication.
- Honoring Commitments and Transparency: Respect means being reliable. If you promise to look into a grievance, follow through. If the company is facing a challenge, be as transparent as possible. When leaders hide the “why,” they signal that the team isn’t “important enough” to know the truth.
- Setting Clear Boundaries: Respecting your team means respecting their humanity. By setting clear expectations and honoring “off-clock” time, you demonstrate that you value them as whole people with lives, families, and interests outside of their productivity.
Personal Reflection: My Leadership and the Two-Way Street
For me, R.G. Risch’s quote serves as a constant compass. Early in my career, like many, I might have mistakenly believed that my title conferred respect automatically. However, experiencing the tangible impact of giving respect—seeing team members thrive, take initiative, and reciprocate that trust—fundamentally reshaped my approach.
It taught me that true leadership isn’t about having all the answers, but about fostering an environment where everyone feels respected enough to contribute their best answers. It’s a daily commitment to active listening, empathy, and genuine appreciation, understanding that my actions set the tone for how respect flows throughout the team. It requires checking my ego at the door every single morning and asking, “How can I serve the people who make this vision possible?”
The Long-Term ROI of Respect
Ultimately, leadership is a marathon of relationship-building, not a sprint of command-and-control. You can “buy” someone’s time with a paycheck, and you can “command” their presence with a contract, but you can never “force” their respect. That is something that must be earned in the small, quiet moments—the way you handle a mistake, the way you listen during a crisis, and the way you champion your team when they aren’t in the room to hear it.
When we commit to R.G. Risch’s philosophy, we create a virtuous cycle that transcends the workplace. Respect leads to trust; trust leads to vulnerability; and vulnerability leads to the kind of breakthrough innovation that only happens when people feel safe. By paving your side of the street with consistency, humility, and empathy, you’ll find that the respect coming back to you isn’t just a professional courtesy—it’s a powerful, unwavering loyalty that can carry a team through even the most turbulent challenges.
Book Recommendation: “Dare to Lead” by Brené Brown. I highly recommend this because Brown breaks down the difference between “armored leadership” (leading from a place of ego and self-protection) and “daring leadership” (leading with empathy and respect). It provides a practical, research-backed roadmap for anyone who wants to build a culture where respect is the foundation of every interaction.