Manager vs. Leader How to address disrespect when the whole team sees it

Manager vs. Leader How to address disrespect when the whole team sees it How to address disrespect when the whole team sees it, like a leader, not a manager. number one is you have to address the behaviour without embarrassing the person. See, manager says, hey, you're not gonna talk to me like that in front of everyone, okay? But a leader steps back, drops the tone. Alright, let. Let's pause now. That's. That's not how we're going to communicate with each other on this team, alright? When disrespect happens publicly, silence can look like acceptance. So we can address the behaviour in the moment without turning the correction into this public confrontation. And then we can ask, can we reset and communicate that differently? I think about a referee. They stop the play when a boundary is crossed, but they don't turn the game into a personal argument here. And number two is, you wanna protect the standard, not your ego. It's not about you. The manager is gonna say, no, no, no, you need to respect my authority. The leader makes it clear. You're allowed to disagree with me, but we still need to speak with each other respectfully. Tone is dropped. Calm, cool, steady. The goal is not to prove who is in charge. It's really to show that disagreement is absolutely welcome, but disrespect is not. And we can ask like, what are you trying to communicate and how can you ask it in a way that helps us move forward? Richard Bronson would say, respect, Is how we treat everyone. So let's show that. And we're leading by example here. Oh, and real quick, if you're looking for leadership tools, the tips, frameworks, questions, activities, these say this not that cards, or the new if this then that cards, you can sign up here, get a discount, or click the link in my profile and start using them today. And reach out if you need a speaker for your next leadership event, or if I can help customise a half day or full day leadership workshop for your team. And then number three is we're gonna coach the person privately. After the moment, a manager in front of everyone just says, hey, we'll deal with this later. But a leader says, look, I wanna follow up privately because I wanna understand what was behind that response and agree on how we'll handle it differently the next time. Public response, that protects the team standard. But this private conversation, that creates awareness, it builds ownership, it co creates a path forward. And we can ask, what, what happened in that moment, and what can we agree to do differently the next time? You disagree with me? This is a safe conversation and. And this is that sphere of safety. They're allowed to open up and share a concern, but we agree on how that's done. As a manager, I'm either going to ignore public disrespect or I might even fight back publicly. But as a leader, I'm gonna stop the behaviour, we're gonna protect the standard. But then I'm absolutely going to go coach them privately to protect their potential. Look, leadership is not a title, right? It's a fire. And we have the opportunity to ignite it, not only in ourselves, but in others. Now, if you like these little tips and frameworks, check out my profile and follow me.