Radical Respect at Work
Radical Respect at Work
In a video lesson, executive coach Kim Scott emphasizes that radical respect—valuing individuals for their inherent worth rather than just their accomplishments—is foundational for fostering deeper collaboration and stronger performance within teams.
A Framework for Respecting Others
Executive coach Kim Scott emphasizes the importance of "Radical Respect" in the workplace, advocating for unconditional regard for others to foster collaboration and individuality, while introducing a behavioral compass to help avoid detrimental behaviors that erode respect and trust.
Defining Bias, Prejudice, and Bullying
In her video lesson, executive coach Kim Scott provides a practical framework for understanding workplace disrespect by distinguishing between bias, prejudice, and bullying, helping individuals effectively respond to uncomfortable interactions.
Five Ways to Be an Upstander (Instead of a Bystander)
Psychologists highlight the "bystander effect," where witnessing a problem reduces individual action, but executive coach Kim Scott offers five strategies—disrupt, delay, distract, delegate, and document—to encourage proactive support and transform bystanders into upstanders in challenging situations.
What to Do When You’ve Been Disrespected
In this video lesson, Kim Scott provides a framework for addressing bias, prejudice, and bullying, emphasizing the importance of strategic responses and offering specific language to help individuals decide when and how to speak up effectively.
Seven Ways to Speak Truth to Power
Executive coach Kim Scott outlines a strategic approach to addressing harmful workplace dynamics, emphasizing the importance of documentation, building solidarity, considering exit options, communicating with management and HR, seeking legal advice, and sharing experiences publicly to foster change.
What to Do When You’ve Been Disrespectful
In this video lesson, executive coach Kim Scott outlines a six-step strategy for responding to professional missteps—focusing on awareness, acknowledgment, acceptance, amends, and behavior change—before offering an apology to effectively restore trust without rushing.
Three Steps for Disrupting Bias on Your Team
High-performing teams foster a culture of feedback on unconscious bias through consistent, compassionate rituals, as proposed by Kim Scott, encouraging open dialogue, shared vocabulary, and a commitment to normalize bias correction in order to build lasting habits.
Disrupting Prejudice and Bullying on Your Team
James Baldwin's insight emphasizes the necessity of confronting issues like prejudice and bullying, which require ongoing leadership action; in a video lesson, Kim Scott offers practical strategies to foster respectful team culture and effectively address harmful behaviors.
Creating a Culture of Consent
In a workplace where physical contact is increasingly sensitive, executive coach Kim Scott emphasizes fostering a culture of consent that respects personal boundaries while allowing for connection, suggesting that individuals should be mindful of social cues and mutual comfort in interactions.
Making Hybrid Work More Respectful
Hybrid meetings often lead to awkward moments and deeper challenges regarding participation and inclusion, as remote workers may feel disrespected yet safer at home; executive coach Kim Scott offers strategies to foster inviting collaboration and equal participation for all team members.
Practicing Difficult Conversations with AI
Difficult conversations challenge leaders, but AI can serve as a rehearsal tool for practicing these discussions safely and effectively, helping to identify potential pitfalls while ensuring the chosen AI minimizes unhelpful biases, as advised by executive coach Kim Scott.
Few of us want to be hurtful. Or to work in an environment where hurtful behavior — intended or otherwise — is commonplace. And yet it happens more than we’d like. So how can we do better?
Respect, says Kim Scott, is key. You don’t have to respect your colleagues’ opinions on every topic. But you do have to maintain your respect for them as human beings. Commit to that, and you’ll help build something radical: an organization that optimizes for collaboration and honors individuality. Which is a place where everyone can enjoy working.
Learning Objectives
- Identify key components of respectful workplaces.
- Disrupt disrespect.
- Support disrespected colleagues.
- Apologize effectively.
- Lead radically respectful teams.