56: Glen Guyton on How to Foster Respect in the Workplace

Glen has made it his mission to help organizations and individuals understand how to navigate the complex nature of culture. Glen works with organizations that want to improve productivity and profits, through innovative leadership techniques and building intercultural competence.



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Glen’s Bio:

Glen Guyton is the first African-American to serve as the Executive Director for MC USA. 

Glen has a wonderful ability to share difficult and complex information related to diversity & inclusion and cultural competency with diverse groups.

Glen has been praised by organizations, professional associations, and educators for his quick-witted humor and relatability. Iowa school teacher, Maya Yoder raved, “We are so thankful to have Glen share with our teachers and students. He did a wonderful job introducing a complex and sometimes difficult concept in a welcoming/inviting way.”

Audiences leave Glen’s sessions equipped with the tools they need to increase cultural competency in their organizations and life. 
His latest project available on Amazon is IDEAL ME: Discovering your call in a cluttered world, is a cultural guidebook for youth, young adults, and those who support them. Other than family and friends; there are two things that Glen loves: cooking and comedy. 

Glen holds a Bachelors of Science in Management from the United States Air Force Academy and a Masters of Education from Regent University. Glen currently resides in San Antonio, Texas with his wife, Cyndi. They are the parents of two adult children (Andre-A & Alex)


Links to Glen:


Books Glen Recommends:


YOUR HOST: Mike Domitrz is the founder of The Center for Respect where he helps educational institutions, the US Military and businesses of all sizes create a culture of respect throughout their organizations. From addressing consent to helping corporations build a workplace free from fear (reducing sexual harassment and helping employees thrive by treating them with respect every day), Domitrz engages audiences by sharing skill sets they can implement into their lives immediately. As an author, trainer, keynote speaker and coach, Mike Domitrz loves working with leaders at all levels. Learn more at http://www.CenterForRespect.com




Mike Domitrz:                   Welcome to The RESPECT Podcast. I’m your host, Mike Domitrz from mikespeaks.com where we help organizations of all sizes, educational institutions, and the US military create a culture of respect. Respect is exactly what we discuss on this show, so let’s get started.

                                                Welcome to this episode. We want to dive right in. Today’s guests, Glen, has made it his mission to help organizations and individuals understand how to navigate the complex nature of culture. Glen works with organizations that want to improve productivity and profits through innovative leadership techniques and building intercultural competence. Glenn Guyton, thank you so much for joining us today.

Glen Guyton:                     Hey Mike, how are you doing today?

Mike Domitrz:                   I am doing awesome. Thank you for asking.

Glen Guyton:                     Mike, the only thing that would have made this call better if it had been on a Wednesday, I don’t know when people are going to listen to this, but I just really want to say, “Hey Mike, Mike, Mike, Mike, Mike”, you know, like that commercial.

Mike Domitrz:                   Well, here’s the good news, the show comes out on Wednesday, so there you go.

Glen Guyton:                     All right.

Mike Domitrz:                   Yes, it does. Whenever it is airing, it will be out on Wednesday that people can hear this for the first time.

Glen Guyton:                     It’s so good to be here, and I love the topic, The RESPECT Podcasts.

Mike Domitrz:                   Thank you. It’s something that we live and breathe here at The Center for Respect, and it’s what I do with companies and organizations. I know it’s what you do too, you’re all about culture. Let’s dive right in today. What are ways that employers, leaders can show respect to the people they lead?

Glen Guyton:                     I talk a lot about diversity and inclusion, and some of us kind of falls short when we are in business. We think that if we just get the right people kind of like just in the room that that’s enough, but we really have to begin to learn how to respect each other’s culture. We want people to be able to come, and function, and operate in an environment where they feel respected, where they feel that their gifts are respected, and where they feel like their unique points-of-view are respected.

Mike Domitrz:                   I love that. Now how do you handle when people push back and go, “Whoa, Whoa, wait. Are, they should be, they’re working for us, they should be adapting to our culture. I mean if we’re adapting to every individual’s cultures out there, we don’t have a culture.” How do you respond to that?

Glen Guyton:                     Look, now when you are in a corporate environment or if you are part of any group, there are some expectations of how we operate and how we get along. There’s nothing wrong with that, but you still need diverse thought, unless you’re just producing one type of a product, or one material and you have a very, very small niche audience. Diversity and inclusion have to come into play at some point because we do want to broaden our audience, we want to broaden the people that we interact with. Yes, there are some limits to this, but even within a kind of a monolithic culture, there is some room for diversity and inclusion.

Mike Domitrz:                   Absolutely. Are there techniques, or skills, or strategies that you help leaders to implement, to try to draw out that more diverse thought? I always hate the words like tolerance and acceptance, but actually appreciating and valuing difference in culture.

Glen Guyton:                     Yes, I think education is very important. First of all, you have to decide where do you want to go as as a company or as an individual, like who do you want to interact with, what are your targets that you want to hit, and then what do you need to do to get there. Part of that may be bringing in more women. It may be creating an environment that’s more accessible to people with a disability.

                                                When we begin to tap into these diverse talents of people, it really enhances our workspace. Just think if you just had a bunch of men sitting in a room saying, “We want to be more inclusive of women, what should we do?” How is a group of men going to plan for something like that if you don’t have women in the room, if you don’t have people that will be impacted by those decisions as part of the process, how are you going to ever get to where you want to go as a company or as an individual?

Mike Domitrz:                   Yes. That’s something that even, when people can think of mainstream entertainment industry, it struggled with that. People would say, “Hey, a lot of people don’t relate to what they’re seeing on TV and the movies”, because for a long time, now we have more diversity in the writing room, in the directing room, in the producing room, [inaudible 00:04:19] there wasn’t. People are like, “Of course it’s not gonna relate. Nobody’s in the room that can relate to, to the discussion.” I think that’s when people can think of when they used to watch TV, how monolithic that looked. I mean it was very much that way. What are ways that leaders can foster a respectful environment?

Glen Guyton:                     Again, I think education goes a long way. Sometimes, I think companies have issues when they try to force diversity and inclusion. Not that it shouldn’t be a part of the culture or part of the strategic plan for the organization, but you really have to create an environment where people can talk and communicate with one another. That’s like bringing in skilled facilitators so people can ask questions, that they can really get down to… Even question themselves like what are some of my biases? What am I missing? If you bring in people that can help folks walk through some of the insecurities that they may have or some of the realistic questions they may have, I think that’s one of the most helpful things.

Mike Domitrz:                   What you’re saying there is really the education is bringing in an outsider who has the knowledge and experience to one, teach what is needed to move forward, and to draw it out, because those are two different discussions, right? If we’re in a room that’s not diverse, well first you got to bring somebody in to help us… Everybody in the room not, maybe I as a leader get it, but my team doesn’t, so I need to bring somebody else in. We all know the old story that if you’ve ever coached athletics and you tell the kids one thing, but you bring in some pro player and they say the exact same thing, everybody’s like, “Brilliant idea.” Same thing. You bring in the outsider to help sell the importance of this, so now you get the buy in, now what education is needed next?

Glen Guyton:                     Then you want to know, so where are we, where are we, what’s our starting point? We all deal with differences differently. Some of us have more of a tolerance based on how we were raised or the environment we were raised in. I do an assessment called the Intercultural Development Inventory. There of the inventories out there, but this is a way to gauge how well you do with differences, because if we don’t know where we’re starting from as an organization, we don’t know what tools we need to adapt.

                                                Once you have a baseline of, “Well, this is how well I tolerate differences”, then you can recommend a course of action whether it’s reading more, or participating in different events, or watching movies from a diverse audience as we talked a little bit about entertainment. There are many ways in which we can build up our cultural tolerance, that could even be traveling to other places, getting outside of your comfort zone, but you have to know where you’re starting.

Mike Domitrz:                   Yes, absolutely, and not get caught up in the myth of we’re in a great place right now. That’s some people want to do, they want to celebrate. Well, since we’re so good with change, we all want to change, we’re exactly where we need to be, but you don’t know because you don’t have the people in the environment yet to really prove that to be true.

Glen Guyton:                     Right. You may just not have been exposed to different things. I want to give people permission to respect even their history and their background. It’s not about saying that your culture is bad or this of the culture is so great. No, it’s understanding who you are first and foremost, and then, okay, well let me learn a little bit more about my neighbor or my coworker from across, that’s working across from me or the person in this new market that I’m trying to reach. What do I need to know about them? How do they like to learn? How do I approach them? Is it business first or is it family first? We all have different cultural ways of relating to each other. That’s just part of being respectful.

Mike Domitrz:                   Absolutely. When it comes to thinking about differences, Glen, do you think respect equates to agreement or a simulation?

Glen Guyton:                     No. People just want to know that you honor who they are. I’ll give you an example of this. I’ve traveled all across the world, so I’ve been to Africa and to Ghana and some places where Americans can’t drink the water. Each time I would go to a home in Ghana, they would offer me water. I realize that if I drank that water I would get sick, and it wouldn’t be good for me. What did I do? I would just take the glass of water, raise it to my lip, sit it down. I was respectful of that culture, I was respectful of my health and my wellbeing, and each of us walked away from that encounter feeling fulfilled.

                                                Those are some of the things as we think about integrating different people, different cultures. It’s not about necessarily putting yourself in jeopardy, but sometimes people just want you to acknowledge the differences, acknowledge some of their cultures and their traditions, and then you can move on to other aspects of the relationship.

Mike Domitrz:                   Absolutely. I do work overseas, particularly, I’ve done a lot for the military and they’ll tell us, “Hey, when you’re coming to this culture, here is the top 10 things to know.” It’s just that, so you can assimilate to some degree without obviously trying to act like you know the culture when you haven’t been there yet, but to give you a heads up, to educate you. I love that you’re sharing that. What about on the other side of this equation? When someone does disrespect you, particularly because of race, gender, or other identity factors you don’t control?

Glen Guyton:                     That’s hard to tell other people how to react. I’m an African-American male and so I get racist comments quite often. I’m a pretty high level executive. I’m actually the boss in part of the work that I do. People say things that are off color to me all of the time, and I deal with it a lot with humor, I try to be direct with people and correct them. It’s kind of a two-way street. I can’t tell other people how to react, but sometimes people just talk to you out of their own ignorance.

                                                I think if we are a little gracious, not to make excuses for racism, or sexism, or any other kind of a divisive-ism, but sometimes people just don’t know. I try to give people the benefit of the doubt, but we all have to make our own choices based on our own experiences. For me personally, I do try to give people the benefit of the doubt. If I have an opportunity to educate someone, I will. I don’t think the burden should be on the disenfranchised people to always do that education, but that’s just how it is sometimes.

Mike Domitrz:                   Yes, I’m a big believer, especially in our work we do when it comes to the level of sexual violence. People will say, “Well, what, what should the survivor

[inaudible 00:10:54]

?” The survivors shouldn’t have to do anything in that situation except take care of themselves. It’s always that fine line. Yet people do say, “Well, what are skills I can use in that moment?” It’s different. Everyone’s different. Even if we give you all the skills in the world in that moment, you don’t know what you’re going to do until that moment happens.

                                                I think it’s important for people understand, whatever you react to when somebody does harm to you, if you react and you felt that in that moment this is what I need to do, then at least you took action, or you said something, or you didn’t. Whatever is right for you, don’t beat yourself up, don’t blame yourself because of their action. That’s so important out there.

Glen Guyton:                     Right. That’s why it’s also important like… shows like yours where people can think about these things before they get in these situations, they may need to be an ally, they may need to come alongside and help someone else to defend other people, so that that person that’s being victimized or the person that’s being disenfranchised won’t have to bear that burden alone.

Mike Domitrz:                   That’s so, so important of being allies for each other. It’s a word that weirdly now, there’s almost push back on this word, this word ally, which all it means is you’re being a teammate to another human being, right?

Glen Guyton:                     That’s right.

Mike Domitrz:                   You’re having empathy and compassion for them. That’s so important. Now, when you’re doing work in inclusion, you would specifically have eight factors.

Glen Guyton:                     Right.

Mike Domitrz:                   I’d love to dive into that. For our listeners, these eight factors are aspects of identity. Let’s dive in what that means, how they work, what they are.

Glen Guyton:                     Again, people define themselves how they define themselves. I kind of focus on eight different aspects of identity. We talk about the national identity, so what country you’re from. Ethnic identity which is more of a regional thing like European or African. We have a racial identity which is, in some cases I say that’s a social construct and it’s somewhat arbitrary. You have a gender identity which is pretty understandable, male or female, or other gender that you would choose. You have religious identity which makes a big difference.

                                                You also have age, you know, generational identity, it really does make a big difference on how we understand and how we see the world. Then we have socioeconomic status, and then finally we would have our ability identity, so our physical strengths and characteristics would be another aspect that we could use to talk about who we are.

                                                As we think about diversity and inclusion, we are really complex. As we think about respect, all of those different aspects of our identity can come into play at any time in our lives. In some cases, we may be the dominant culture, in other cases we may be part of a minority group. We have to move through all of these different interpretations of who we are as we navigate society.

Mike Domitrz:                   What I love about that is even just writing those out makes you stop and go, “All right, how am I not aware of where that’s showing up in my life? Whether it’s right, whether it’s national ethnic, racial, gender”, because people want to go, “Oh, I, I know how I do that.” Have you ever thought of other ways that you’re not aware of the bias or the unconscious?

Glen Guyton:                     Yes. Even in my role as I relate to other African-Americans, there’s very few in the organization that I work for, my primary occupation. You don’t have to be mindful that I’m in a different socioeconomic status, and so some of the things that I take for granted now are different from other people that are still on their way or that may be struggling financially. I can’t just come out and say, “Well, because I’m black, I know what black people think. I know how black people operate or I know how all men think.”

                                                You can’t ever say that. You still have to take the time to listen, to look at people, hear what people are needing. That’s part of building respect is listening to the needs of others and being responsive to it.

Mike Domitrz:                   Yes, I love that, it’s so, so important. You have a story that’s very powerful that impacted you dramatically throughout your life and it deals with respect that’s why I want to dive into this. Your Air Force Academy experience. I am fortunate, I’ve been working with the air force for 15 years, the Air Force Academy specifically. I’ve been speaking there for 15 years in a row now, we get an incoming class every year. Just an incredible institution experience, but it is also its very own culture as each of the academies are.

Glen Guyton:                     It is, yes.

Mike Domitrz:                   If you could share your story of your Air Force Academy experience.

Glen Guyton:                     To be honest, I almost got kicked out of the Air Force Academy twice. I really paid the price for not understanding what it means to respect your teammates or other people. I was a pretty high-performing basic cadet. I was voted outstanding basic for my class. I could do all of marching, I was in pretty good shape, I could shine my shoes well. Al those military things, I just had it down the path, but my roommate, he didn’t. He was a kid from Montana, not much of life experience and just kind of awkward. I really took it out on him.

                                                Other people were whispering in my ear, “Glenn, you need to get your roommate together. You know, he’s a piece of crap. He’s this and he’s that.” I started letting all of those outside voices into my head. Instead of me helping my roommate, I took it upon myself to belittle him. Belittle him to my friends, sending nasty messages about him on email. This was when email first came out. Somehow one of those email responses got out, came back to me and I got into a lot of trouble about it.

                                                They actually trained me which is kind of making you stand out in the hall, and yell at you, and do facing movements until I passed out. It was a very valuable lesson for me, not because I got caught and got punished, but I just realized how my words would impact other people. I realize how the voice of the crowd can hype you up to the point where you begin to betray who you are, you begin to portray your integrity, and you can find yourself in a situation where you should be helping someone to overcome, but you’re part of the problem. You’re part the group that’s stepping on someone’s neck and holding them down.

Mike Domitrz:                   It is powerful. A lot of us can think back on when we’ve done that in our lives where, “Wow, I did not just act the way that I know myself to be as a human being.” We forget that when others do it, that we’ve done it right. There is the gift of that lesson. You can for life go, “Well, I need to be careful here because I’ve done.” “John acted that way, well now John is always a jerk. But wait, I once betrayed who I was. Am I always my worst self?”

                                                Isn’t that really the lesson there that, are we our worst selves or was that a worse moment that occurred there? That’s not who I am. There’s a big difference there, that’s a choice I made.

Glen Guyton:                     Yes. I mean we have to learn from those situations because in some sense, I don’t want to let myself off the hook and say, “No, that’s not who I am.” It was a part of me, it was something inside of me that decided to participate in that way and respond in that way to my roommate, but it’s something that I don’t want to be a part of me. It’s something that I want to do everything in my power to make sure that never happens again. It’s understanding who you are and realizing what you need to do to change and grow.

Mike Domitrz:                   You know what I love about that is we’re seeing this politically in other ways. When something comes forward that somebody did 30 years ago, that was an awful choice in that moment, and they go, “Well, that’s not who I am today.” As if it’s an out. I’m glad you brought that up. We see it all the time, which is what we should say is, “Yeah, that, that’s awful that I allowed that part of me to come forward. I’ve learned that when I even have those thoughts like any of us, you know, not making the right choice, I need to make better choices.”

                                                That’s actually owning it because that’s not saying that’s not who I am, that sounds like that person disappeared and was transformed in this other human beings here today. That was part of my journey so that is who I was. That is part of who I am today because of the lesson of that.

Glen Guyton:                     I like that. I believe in transformation, I think that’s the important part. We can transform ourselves, and get better, and learn, and learn how to treat people better. It’s unfortunate that my roommate had to be the person that I learned the lesson with, but I did learn a lesson and I’m glad that I learned it early. I’m glad I learned it as a 19-year-old versus learning it as a 40-year-old.

Mike Domitrz:                   Did you ever get to talk with that roommate a year or two after that, or maybe years later to see how that was a process for them?

Glen Guyton:                     Yes, we talked a little bit about it. I can’t exactly remember what the conversation was, but we did talk about it a few years later and reflected on it. I think he forgave me. There’ve been a couple of people in my life I felt like I needed to apologize to for some things that I did when I was younger, and I think it went over well, and I think people can see if you’re really sincere when you follow up with them.

Mike Domitrz:                   Yes, that’s so important, and the fact that they might not accept our apology, and that’s their right, that’s their right.

Glen Guyton:                     Yes, that’s right, that’s right, and you can’t force it.

Mike Domitrz:                   Right. Part of respecting everybody is to respect their choices to make how they feel about us. People really struggle with that, and I did forever because there’s a people pleaser in me. You think, “Well that person’s unhappy with me, what do I need to do to fix that?” Well maybe they just have the right to be unhappy with you, but we were taught that something’s wrong with that.

Glen Guyton:                     You know, that’s like Aretha say to that famous song, “R-E-S-P-E-C-T, found out what it means to me.” You have to find out what respect means to me. What you think is respectful, again, if we go back to talking about culture and diversity and inclusion, what you think is respectful in your culture may be totally disrespectful to me. We have to listen to one another to find out what respect actually means.

Mike Domitrz:                   Yes, absolutely. You have a book called IDEAL Me.

Glen Guyton:                     IDEAL Me, yes.

Mike Domitrz:                   IDEAL Me. How does IDEAL Me, how does it integrate with respect?

Glen Guyton:                     For young people especially, it’s learning to respect yourself and having confidence in who you are. That’s part of the thing that I think I missed when I was a young cadet at the Air Force Academy, is not knowing who I was and so I felt like in order to prop myself up, I had to bring someone else down. The IDEAL Me, it’s an acronym for five things. The first one is I am, I decide, I evolve, I advance and I let go.

                                                As we begin to understand more about ourselves and where we’re being called to, I think it allows us to operate and function with people who are different from us because then we realize those people aren’t a threat, they’re just living out their lives. They’re answering their call. We can all have different calls, we can have a different path in life, but that doesn’t mean we have to be enemies, that doesn’t mean that I have to take something away from you to be who I am because I’m confident in my gifts, my strengths and my abilities. Even if you disrespect me and hurt me, I’m going to continue to move forward and be who I’m called to be.

Mike Domitrz:                   Thank you for sharing that. You have two more books you really recommend, The Art of Gathering: How We Meet and Why It Matters by Priya Parker, and The Autobiography of Malcolm X by Alex Haley and Malcolm X.

Glen Guyton:                     Yes.

Mike Domitrz:                   What about those two?

Glen Guyton:                     Again, the journey of of Malcolm X is very important to me. I like the civil rights movement and understanding how change and progress was made during that time. You see someone like Malcolm X who came to a point of self-reflection. He’s known for being violent, but he actually came to a place of self-reflection where he became more of a peacemaker like Martin Luther King. Seeing that transformation which we talked about earlier I think is very helpful for any of us on our journey in life to say that, “Yes, we may have a certain agenda but we can also be transformed and carry out our mission in different ways.”

                                                The Art of Gathering, again, as we bring people together, as we learn how to communicate in fellowship is very important how we gather and how we are together as people. Some very powerful things happen when we come together with one another, and so if we learn how to gather better, if we learn to meet together better, we can be more productive, we can be respectful of each other, and we can start to do you what they like to call crowdsourcing. Now we can start to pull from those diverse gifts and talents of people that we gather together for a common mission.

Mike Domitrz:                   What a brilliant use of the term crowdsource, that’s awesome, I love it. Glen, who is someone that right now you really respect either what they’re doing, who they are as a human being, how they’re presenting themselves in the world today?

Glen Guyton:                     I work with this young millennial, I guess millennials are getting old now though. I work with this young millennial, a speaker who’s just so giving, just so gifted. She’s one of the people that’s helped me as I’ve worked on becoming, become a professional speaker. She’s just so generous with her tab and her gifts. Her name is Crystal [inaudible 00:24:33], she speaks on technology. Just to see someone who’s just unselfish and share their gifts. I meet a lot of speakers like that, I guess maybe we’re just really friendly people. I don’t know.

Mike Domitrz:                   Crystal has a really cool energy about her.

Glen Guyton:                     You know Crystal?

Mike Domitrz:                   I know, yes. I mean I don’t want to mislead like we hang out or talk or anything, but have absolutely met.

Glen Guyton:                     She has such a good energy, and I’m probably about 10 years older than her. I call her my sensei, but she’s someone that I respect especially in this business. I’ve had a lot of mentors, I always think that we should have mentors in our life. We should have people that are older than us that pull us along, and we should have younger people behind us pushing us to help us achieve our dreams.

Mike Domitrz:                   Love it. Now, I want to make sure everyone listening right now can find you. It’s nice and easy because your name is exactly what it sounds like to spell it. Glen Guyton, which is Guy, G-U-Y, ton, T-O-N.

Glen Guyton:                     That’s exactly it.

Mike Domitrz:                   One N on the Glen. Glenguyton.com, you’ll find everything about Glen there. Facebook.com/glenguyton, Twitter @GlenGuyton. LinkedIn, Glen Guyton. This is nice and easy for everybody to find you. I want to thank you so much for joining us, Glen.

Glen Guyton:                     Thank you so much for having me on. I really enjoyed it.

Mike Domitrz:                   Absolutely. For all of our listeners, you know what’s coming next? That is the question of the week. Before I answer this week’s question of the week, I’d love to ask you a question. Would you please subscribe to this podcast, The RESPECT Podcast with Mike Domitrz? By subscribing you can make a huge impact.

                                                Now you might be wondering, “Mike, how does my subscribing to your podcast make a huge impact?” Well, here’s how. For every person that subscribes, it raises the rankings of the show in the search engines. For people who care about respect like yourself, when they’re doing a search for podcasts, they’re more likely to find the show, thus, providing an awesome opportunity for us to spread more respect around this world, and all you do is hit subscribe under your podcast. Plus, the second benefit is, by subscribing you automatically get every episode right into your phone or whatever device you are listening to the podcast on, it happens automatically. Subscribing also makes your life easier.

                                                Let’s get into this week’s question of the week… By the way, you can always ask your questions of the week by joining us on Facebook in our discussion group, it’s called the Respect Podcast Discussion Group. Go there on Facebook and ask whatever questions you would like me to answer and/or address in this segment of the show, and then listen to each episode to find out when your question is included.

                                                This week’s question is, Mike, why do you think so many organizations, corporations, businesses, large associations fail to really honestly discuss respect or to build a foundation of respect within their organization? The question is a great one and it’s an important answer for us to discuss. The mistake most organizations of all sizes make is they think of specific problems instead of the foundation in which the problems are being caused by it.

                                                Think of your organization being a large skyscraper, tall building and they see, “Oh we have some problems with, or we have some cases of sexual harassment, or sexual violence occurring”, and they think of that as, “Oh, that’s a 19th floor problem, that’s where that happens.” They go, “Oh, we have some issues of a lack of diversity here”, and they think, “Oh, that’s a 15th floor issue.” They keep thinking that if we just fix these certain floors, problems go away.

                                                What they don’t realize is all those floors are struggling because you have cracks in the foundation that are causing more damage up on those floors. The fact is that every floor has damage, you’re just seeing where the cracks are showing the most, so where they’re most pronounced because of what’s happening at your foundation. When organizations realize that, if they build the organization built on a foundation of respect, it actually helps solidify every single floor above that foundation. Every problem that your organization is struggling with will be positively impacted if you reinforce the foundation with respect.

                                                Now, learning how to do that is the key. That’s why we love doing what we do for organizations because we get to help them understand that by looking at specifically of their organization and seeing what needs to be strengthened and reinforced to have a real foundation of respect. Do you know what I would love? I would love to hear your answer to this week’s question of the week. Would you please answer what your answer would have been if you were asked that question today on the show?

                                                All you do is go to our Facebook page, we have a special group where we have these discussions called the Respect Podcast Discussion Group. The Respect Podcast Discussion Group, and share with us what would your answer have been to this week’s question of the week, and if you take a moment, post us a new question for future episodes. What question would you like to hear me answer on an upcoming episode? That’s all done on Facebook in our special group which is the Respect Podcast Discussion Group. Can’t wait to see you there.

                                                Thank you for joining us in this episode of The RESPECT Podcast, exploring work, love and life. This episode, like every episode, is brought to you by our organization, The Center for Respect which you can find it, centerforrespect.com. Of course you can find me, your host, Mike Domitrz at mikespeaks.com. Thank you so much for joining us.


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