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TPS Lean Principle of RespectBy Patrick RossRespect for People: Who They Are or What They Do? Business Industrial Network makes no manner of an endorsement, representation or warranty regarding any contents located on this site. This inherent value attributed to human beings means that each person is an end in him or herself and should not be treated solely as a means to some other end. Finally, as rational agents, we are free and capable of making our own decisions and choosing actions based on our own goals and reasoning. Be irresistible James Bauer review: The respect principle be irresistible is one of the relationship guides you can find on the internet.
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Because of this, we expect our associates to do exactly what we tell them to do, speak only when asked, express opinions that are only in 100% alignment with their leaders and be creative in making suggestions when requested. Other product names used herein are for identification purposes only and may be trademarks of their respective owners. We value those that support these values: they’re not the ones always complaining about everything. Click the link below to access the official webpage of the respect principle James Bauer download.
I have experienced cases where very good leaders, acting with genuinely good intent, somehow end up with almost the exact opposite of the culture they set out to achieve…and don’t even know it! Many of these leaders are regularly talking to their associates at their workplace, always asking for suggestions, always having an open door, rewarding good ideas, etc. They have lots and lots of energy to always keep motivating their associates because they know that if they stop, or do it less often, their associates will lose motivation and interest.
They genuinely believe that it is what good Leadership is all about! At times, some of these leaders ask themselves “why does it have to be so hard?” They struggle, like I did, to truly understand. So we unwittingly look down on those ‘lost sheep’: they don’t really know, they easily get confused, they need us to motivate them, etc. It came during an episode of the TV sitcom Everybody Loves Raymond, when Debra says “Ray, don’t tell me how to feel…” There it was, The Truth: people are individuals who feel how they feel, not how I feel, or how I assume they should feel!


Treating them like I wanted to be treated was effectively saying that the whole world should be like me: this was absolutely not “respecting people”.
So although we call associates “our people”, we have in reality de-humanized them: they are here for what they do, not for who they are. It did not seem to matter that M had to get 4 kids ready for childcare and school, she managed and was there. But M was never one to make suggestions, she never had anything much to say in team meetings, she never volunteered for any quality circles, she kept herself away from others at break time. But one day, some of her workmates who drove together to work witnessed a fatal accident involving a young child: they were traumatized, and all their other colleagues were upset. As we struggled with HR to find a suitable counselor to be there by the end of the day, M went to sit next to them. They returned to work shortly after, and there seemed to be far less emotional stress in the area. When the counselor finally arrived, he congratulated us for handling the situation so well: we told him that M did “something”.
When M was asked what she did, she quietly said “I lost my husband in a car accident on his way to work 3 years ago!” - she didn’t say much more.
Effective leadership is about bringing who we are into what we do, and inviting others to do the same. And over time, the answers will change, as we change on the journey of who we are becoming. But what we will discover is that the people we work with are not operators, engineers, accountants and Vice Presidents, but fathers, mothers, charity workers, sport coaches, business owners, etc., often facing personal problems and issues far greater than our mere “corporate challenges”, and overcoming them! Their wisdom may be far more valuable in areas of corporate strategy, HR policy and financial management than in suggesting improvements to the mundane transactions they execute each day.
They could also be invaluable helping a colleague who is struggling with an addicted child, or one who is being abused at home! We invite you to enrich our organization's journey not just by what you do, but by who you are.
In return, we would be honored if you could allow us to make a small contribution to who you want to be”.



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