Different Management Styles – Fear and Respect

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In the workplace, there are two major management styles, fear, and respect. The common management style, fear, is actually a lot less productive in comparison to the respect-based management style. Many leaders end up mistaking fear for respect, but it is isn’t. If you want to be obeyed, and respected, it’s important you understand the difference between the two management styles.

What Kind of Leader Does the Workplace Need?

Fear is something that is demanded, while respect is something that is earned. You can demand your employees to follow your orders, but you cannot demand them to respect you. You can force someone to do tasks, but no amount of fear can force someone to do more than what is required of him. Fear, in essence, can’t make anyone care for the company.

A workplace needs a leader that will encourage productivity and efficiency, but this can be achieved by either management styles. The question is which style can promote productivity and efficiency for the long run?

The Fear-Based Management

Fear-based management goes back a long way. Controlling people through fear has been around for many years in the military and in slavery. Through this type of management, employees are controlled by witnessing their co-workers being treated poorly. With this management style, there will be manipulation and resentment, which promotes employee sabotage. This type of work management hinders the business’ success and will lead to high employee turnover, which equates to loss of investment, capital, resources, and time.

The Respect-Based Management

Sadly, only a number of companies and leaders have effectively followed this type of management style. Leaders using respect-based management have the right character, behaviour and attitude. These leaders are ready to listen to complaints and suggestions in hopes to improve the office.

Breaking the Fear Barrier for Better Work Coaching and Office Management

As the leader, you need to be the one to set an example in your company. This is the best way to break the fear barrier among your employees. Respect works both ways; if you want to gain respect, you need to be respectful as well. To show you respect your staff, you should treat them, as you would like to be treated. Assign reasonable tasks, and don’t belittle your staff. You also need to avoid micro managing- trust that they have the ability to get the job done right.

Allowing your employees to have input in the business is also a sign that you respect them. You also need to accept the fact that there are some things where your employees are better than you. Giving people credit for their skills is one of the ways you can earn respect.

By showing your employees that you respect them, they will be committed, dedicated, hard working, and more loyal to you, and to their job. This will ensure low turnovers and long-term relationships with your employees.

What is your work management and leadership style? Does your team look forward to one to one and coaching sessions with you? Do they cringe every time they see you come in the office? If this is the case, then perhaps it’s time you try a different approach.

Would you like more information on how coaching can make significant and measurable improvements in your office? I have a created a white paper full of research proving how you can use coaching in your business.​

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Paul Bailey

Paul is a highly experienced Business Coach, Mentor and Personal Development Specialist. He works with people to enhance business and personal performance through a process of supported self-awareness and self- development. Paul is the Co-Author of the book 80 Tips.