If everyone in a management, leadership or head positions led by example, supported and encouraged staff, spent time understanding how and why a mistake or error was made and stood by their employees, staff or teams then respect, collegiality and a desire to do better or improve naturally follows.
Those that insist on managing by criticising, provoking resentment, insecurity, fear and enforcing control which annihilates staff morale, teamwork, safety and efficiency lose not only respect but the imaginary control they think they have.
Good leadership means the workforce would feel safe to try new things when expected to do so, to listen with genuine engagement and to follow the good leadership example set rather than cower and fear doing or saying anything that might spark off negative comments from the ''manager".
The Principal at the school I work at is a leader through and through. That doesn't mean that her philosophy and way of managing filters through down the ranks tho. Still, she would be a great example of how to be next to some who is a great example of how not to be! It's the latter that might perform exceptionally well but who when dealing with staff do nothing but dictate, chastise and criticise that will ultimately cause inefficiency, unhappiness and eventual failure to secure any respect or confident, independent and free speaking contributing staff members.
Natural Leaders are a blessing. Managers without the leadership skills need training to get the best out of staff. Only leadership of the most genuine kind commands respect and followers into new and stormy changing times. The latter will save themselves whilst blaming their staff for every failure without even taking a moment to find out why that failure occurred. When staff falter it us ultimately a reflection of bad people management - it is seldom anything more.
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