What It Means to Honor Your Leader — And Why It Matters for Success
When we think about leadership, the spotlight is often on what leaders should provide: vision,
trust, support, and direction. But let’s not forget that team members also play a vital role in
creating a positive leadership environment. One of the most impactful yet underrated ways to
do this is through honor.
So, What Does It Mean to Honor Your Leader?
Honoring your leader doesn’t mean you’re just flattering them or following them blindly. It’s
about valuing them for the responsibilities they carry and recognizing the role they play in your
team’s success.
As author Craig Groeschel wisely puts it:
“Respect is earned. Honor is given.”
This captures an important truth for everyone in a team.
Honor vs. Respect: What’s the Difference?
Respect is about performance. It’s built over time and is a result of actions and results.
Honor is a choice. It’s about acknowledging someone’s position and the weight that comes with
it, regardless of how well they’re performing.
You can honor someone’s position while still providing honest feedback. Honor signifies that
“even if I disagree, I’ll engage with integrity.”
What Honoring Your Leader Looks Like
In practice, honoring your leader means:
Supporting their vision, even if you would approach things differently.
Providing honest feedback privately and respectfully.
Avoiding gossip or criticism when they are not around.
Following through on your commitments.
Recognizing the weight of leadership, even when it is unseen.
This doesn’t mean you agree with everything. It’s about creating a space where open and
honest communication can thrive.
A Story: The Power of Honor
Let me share a story that illustrates this perfectly. A few years back, I witnessed a leadership
team struggling under pressure at a rapidly growing company. The CEO, let’s call her Maya, was intelligent and dedicated, but feeling the weight of fast-paced growth. The tension among her team members was palpable.
During a team retreat, Daniel, a senior leader, approached Maya—not to complain about any
issues but to show his support. He said something simple yet profound:
“I know the pace is intense. You’re carrying a lot right now. I’m here to help, and I’m fully in this
with you.”
That seemingly small gesture made a huge difference. Maya felt seen and valued, not just as a
CEO but as a person. This moment opened the door for more honest dialogue and fostered
stronger relationships within the team. Honor created a safe space for accountability and collaboration.
5 Ways to Honor Your Leader
Want to incorporate honoring your leader into your team dynamics? Try these strategies:
Assume Positive Intent: Before jumping to conclusions, ask yourself, “What might they
be dealing with that I can’t see?”
Disagree in Private, Support in Public: If you have concerns, raise them respectfully
without undermining their authority in front of others.
Be a Reliable Voice in the Room: Show up prepared to contribute meaningfully and
supportively.
Speak Well When They’re Not Present: How you talk about your leader in casual
conversations shapes the team culture.
Help Lighten Their Load: Think about what you can take off their plate, even if it’s a
small task. Every bit helps!
Why Honor Builds Stronger Teams
When leaders feel genuinely honored, they become more confident and open to feedback. This
creates a ripple effect, cultivating an atmosphere of trust, shared ownership, and healthier
communication within the team. The result? High-performing teams that thrive with less
drama.
A Message to Leaders: It Starts With You
If you want your team to show honor, you need to model it first. Show the respect and trust
you wish to receive. The culture in your team will inevitably rise to match the leadership you
display, becoming your team’s code of honor.
Let’s Create a Leadership Culture That Lasts
At Inspired Training Institute, we’re all about fostering growth through trust, feedback, and
people-centered leadership. Interested in building a thriving team culture? Let’s chat about
how we can make that happen in your organization!
