How to Build Team Respect for Workplace Success

I often hear from introverts that they struggle to make an impact at work without seeming pushy or inauthentic. The good news: you don't need to become an extrovert to earn respect. Did you know that 82% of our workplace impressions are based on warmth and competence? That means, how you present yourself - your body language, tone, and word choice - matters more than how much you talk. After coaching countless introverted professionals, I've identified 3 tactical approaches that transform how they're perceived: 1. Make a good impressions through physical presence Stand or sit with shoulders back and chest slightly open. This "postural expansion" not only signals confidence to others but actually makes you feel more confident internally. Make strong eye contact, smile warmly, and use a firm handshake or clear greeting: "Hi [Name], great to see you!" This combination of warmth and competence creates immediate respect. 2. Contribute early in group settings Aim to say something within the first 5-10 minutes of any meeting. It doesn't need to be groundbreaking—a thoughtful question or brief comment works: "I appreciate [Name]'s point about X. I think it connects to Y." When you do speak, use downward inflection at the end of your sentences. Instead of "I think this approach might work?" say "I think this approach might work." The difference is subtle but powerful. 3. Leverage the spotlight effect Most people are too focused on themselves to scrutinize you (this is the spotlight effect). Use this knowledge to redirect attention by asking about others: "What's been the most exciting part of your project lately?" This takes pressure off you while making colleagues feel valued - building connection and respect simultaneously. ____ The truth is, getting respect doesn’t mean being the loudest in the room. It's about being intentional with your presence and creating moments of genuine interaction. These small adjustments have massive impact. Which one will you try first?

I hate to tell you this, but healthy culture  doesn’t come from policies. Here's what really matters. 👇🏼 It’s built in small, everyday actions we choose to take. For years, I thought creating a healthy culture required big, bold moves—like grand team-building initiatives, sweeping changes, or flawless leadership. But true culture isn’t crafted through announcements or slogans. It’s shaped by the subtle, consistent behaviors of leaders and teams—behaviors that signal safety, respect, and connection. Here are 15 subtle actions that build a healthy culture: 1. You greet each person by name each morning     ↳ A simple "Good morning, [Name]" shows they    matter. 2. You acknowledge contributions publicly     ↳ Say, "I want to highlight [Name]'s work on this—   it made a difference." 3. You model vulnerability when appropriate     ↳ Share a personal learning moment: "I didn’t get    this right, but here’s what I learned." 4. You ask for input and listen without interrupting     ↳ Ask, "What do you think we could do differently?"    and take notes. 5. You give feedback as encouragement, not criticism     ↳ Replace "Why didn’t you..." with "What if    we tried..." 6. You show empathy when someone struggles     ↳ Say, "That sounds tough. I imagine you may    need [Support]." 7. You celebrate small wins, not just big ones     ↳ End meetings with, "What’s one thing we’re    proud of this week?" 8. You clarify expectations and remove ambiguity     ↳ Follow up with, "What questions do you have, or    should we revisit anything?" 9. You allow space for healthy conflict     ↳ Encourage, "Let’s hear differing perspectives to find the best solution." 10. You prioritize work-life balance for everyone     ↳ Say, "No emails after 6 PM—let’s respect    each other’s time." 11. You encourage rest and restoration     ↳ Share, "Taking breaks helps us think clearly.   Let’s pause here." 12. You offer recognition for effort, not just outcomes     ↳ Say, "I noticed how much thought you put into    this—it’s appreciated." 13. You hold yourself accountable to the same standards     ↳ Admit, "I fell short here, and I’ll work on it." 14. You foster inclusion by amplifying quieter voices     ↳ Ask, "[Name], I’d love to hear your thoughts    on this." 15. You end meetings with gratitude     ↳ Close with, "Thank you for your time and    ideas today." Healthy cultures don’t happen overnight.  They grow through consistent actions like these. Which one will you start practicing this week?  Share in the comments 👇🏼 Bravely On Together, Julia I help executives leverage brain-based strategies for smarter, effective leadership. Effort isn’t the issue—approach is. Learn how to optimize your brain with a discovery call today.

I remember I was heading into a board meeting when our office janitor, Mr. Ellis, stopped me. He said, "Your name tag's upside down." My first instinct? → Brush it off. → Pretend I didn't need help. → Protect my pride. Instead, I paused and said, "Thanks for looking out for me." He smiled and replied, "Doesn't matter your title. You represent all of us when you walk into that room." That single moment with Mr. Ellis's big brown eyes shifted how I viewed leadership forever. Six months later, I stood in that same boardroom, presenting a critical strategy. Not because I knew everything. But because I walked in carrying the quiet confidence that comes from respecting everyone who makes our work possible, from the janitor to the CEO. And respect carries more weight than any title ever could, regardless of the room you're in. Here's what most professionals get wrong: They think career growth is about impressing those above them. They forget that everyone, from the janitor to the CEO, sees how you really show up. They underestimate the wisdom in people that society often overlooks. But the highest-impact leaders I've coached share one trait. They lead with respect. → They treat every person like they matter. → They know trust isn't reserved for titles. → They understand influence starts with how you make people feel. That's how careers grow, not just in skill but in humanity. The C.H.O.I.C.E.® Framework makes this real: Courage: Stand for dignity, even when no one's watching. Humility: Know you're not above anyone. Openness: Learn from every voice. Integration: Turn respect into everyday actions. Curiosity: Ask people about their stories. Empathy: See the person behind the role. Here's how to start leading with respect and grow your career: ✅ Start small. → Thank someone whose work often goes unseen. → Respect is built in micro-moments that matter. ✅ Listen deeply. → Instead of dismissing someone's input, ask: → "What do you see that I might be missing?" ✅ Model humanity. → Show others how to treat people well, no matter their title. → Respect shapes culture and careers. The more senior you become, the more your treatment of junior staff defines you. Your peers judge your character not by how you handle power but by how you treat those without it. 💭 Who's someone "behind the scenes" who taught you about leadership? ♻️ Tag someone who leads with humanity. ➕ Follow Loren Rosario - Maldonado, PCC, for career coaching that's human to the core.

Kind Doesn’t Mean Weak: How to Be Nice and Respected at Work After my post “Can being too nice keep you from getting promoted?", a lot of people asked: “So what’s the right balance?” Here’s what I’ve learned (and seen firsthand): You can be kind, collaborative, and empathetic—without becoming a pushover. Here’s how: Say No with Boundaries, Not Guilt Nice people often overcommit. Respected people know when to say, “I can’t take that on right now.” Give Feedback Honestly, Not Softly You’re not helping your team by sugarcoating what needs to improve. Be constructive, but be direct. Ask for What You Deserve Raises, promotions, stretch assignments—none of them are handed out for “being nice.” You have to ask. Speak Up, Even When It’s Uncomfortable Whether it’s calling out a bad idea or advocating for a better one—respect grows when people see you take a stand. Stop Apologizing for Everything You’re not “bothering” people by doing your job well. Own your voice. Own your impact. Being kind earns goodwill. Being assertive earns influence. You need both to lead. What’s helped you find that balance? #Leadership #WorkplaceWisdom #KindButAssertive #CareerGrowth #EmotionalIntelligence #BoundariesAtWork #RespectInTheWorkplace #ProfessionalDevelopment #PromotionMindset

The Leadership Mistake That’s Costing You Respect (And How to Fix It in 5 Minutes) What if I told you that the quickest way to lose trust as a leader is by always saying what people want to hear instead of what they need to hear? It’s true—and it’s one of the most common leadership traps. Why It Matters: Great leaders don’t sugarcoat reality. They provide clarity, even when the truth is uncomfortable. Studies show that organizations with high levels of radical candor—open, honest, and constructive feedback—experience 30% higher employee engagement and 25% lower turnover rates (Gallup, 2023). Desire & Conflict: A few years ago, I worked with a leader who prided himself on being “nice.” He avoided hard conversations, sidestepped accountability, and told his team what they wanted to hear, not what they needed to succeed. Morale seemed high—until performance plummeted, deadlines were missed, and the best employees quietly left. One day, after another avoidable mistake, the question was asked, “Do you want your team to like you today or respect you for years to come?” That moment changed everything. He started giving honest, constructive feedback—not to tear people down, but to build them up. Within months, the team’s performance and trust in leadership soared. How to Apply This Today: Want to build a culture of respect and high performance? Do these three things today: 1. Speak the truth with care – Don’t avoid hard conversations. Deliver feedback with both honesty and empathy. 2. Prioritize growth over comfort – If your goal is to be liked more than to lead, you’re failing your team. 3. Ask, ‘What do they NEED to hear?’ – Before giving feedback, check yourself: Are you offering value or just avoiding discomfort? Strong leadership isn’t about easy conversations—it’s about the right ones. Ready to level up your leadership? Drop a “YES” in the comments if you’re committed to telling people what they need to hear—not just what’s easy. For more leadership insights, check out my other post. ♻️ I hope you found this valuable, please share with your network. 📌As a seasoned finance and operations leader with years of experience, I am passionate about organizational leadership and developing future leaders. I am currently seeking my next opportunity and welcome connections to discuss how my expertise can add value to your organization. Click "Follow" and 🔔 #Leadership #HonestLeadership #LeadWithIntegrity #CoachingMatters #RespectInLeadership #LeadershipDevelopment #Mentorship