In today’s high-stakes, high-performance industries, from finance and law to tech and consulting, one often-overlooked leadership skill can quietly make or break teams, productivity, and profits: respect.
Workplace incivility, or persistent disrespect, now costs U.S. businesses a staggering $2 billion per day, according to Gallup estimates. That’s not just a human problem – it’s a bottom-line problem. A Harvard Business Review study found that 50% of employees who experienced workplace incivility reduced work effort, and 12% left their jobs.
And for women in leadership roles, the stakes are sometimes higher. When we lead, we’re often scrutinized more harshly and held to different standards. But we also have a powerful opportunity to model a leadership style that encourages loyalty, psychological safety, and measurable success.
As the former CEO of Syms Corp., the first off-price retailer of its kind, I learned early on that cultivating respect wasn’t a luxury. It was a leadership imperative. In a male-dominated industry, I rose to become the youngest female president of a company listed on the New York Stock Exchange. And I did it by building a culture where people felt seen, valued, and heard. That’s still rare. But it shouldn’t be.
In my upcoming book, Leading with Respect, I argue that creating a workplace grounded in dignity is no longer optional – it’s the most sustainable way forward in today’s anxious, fast-moving professional landscape. With 31% of employees feeling disengaged, according to Gallup, now is the time for leaders to focus on improving performance, collaboration, and retention.
Below are five ways women executives can lead with respect and reshape the cultures they’re part of, from the top down.
1. Set the Tone Early and Often
Respect starts at the top. Leaders who model respect and inclusion empower others to do the same. If you ignore microaggressions, tolerate dismissiveness, or let egos dominate meetings, your silence sets the tone. So does your presence.
Whether you’re onboarding a new analyst or presenting to the board, show up in a way that centers clarity, presence, and attentiveness. Respect isn’t about being “nice” – it’s about creating space for everyone to contribute meaningfully.
In team meetings, implement a simple practice of rotating who leads or facilitates. This democratizes airtime and signals that hierarchy doesn’t override value.
2. Listen Like It’s a Leadership Skill (Because It Is)
Too often, leadership is associated with speaking. But in high-performing firms, real power comes from listening. Employees, especially those in early or marginalized career stages, might not volunteer truth unless they trust you’re genuinely open to hearing it. And we know women are interrupted 50% more often than men in professional settings, so let’s interrupt that pattern with active listening. This also builds psychological safety, which makes employees feel more comfortable. When people feel heard, they stay engaged. When they don’t, they quietly check out.
Replace “Any questions?” with “What’s not clear yet?” or “What am I missing from your perspective?” These prompts unlock better dialogue and better data.
3. Respect Boundaries – Yours and Theirs
Respect also means knowing when to pause. In industries where overwork is normalized (“hustle culture”) and availability signals loyalty, boundary-setting can feel risky. But leaders who respect their own limits model sustainability. And those who acknowledge their team’s personal and professional boundaries earn deeper trust.
It’s especially vital for women leaders to reclaim time and enforce boundaries as part of workplace culture, not despite being ambitious, but because of it.
Normalize “focus hours” on team calendars. Publicly support people who decline late meetings or take full parental leave. Set the example without apology.
4. Reward Integrity Over Optics
Too often, loud performers get the spotlight while quiet excellence goes unnoticed. If your culture rewards only visibility, you risk alienating the very people who keep your business running with consistency and integrity.
Women leaders are uniquely positioned to challenge performative cultures by rewarding substance over showmanship. Promote those who lift others, not just themselves.
In performance reviews, build in metrics for collaboration, mentorship, and ethical decision-making, not just revenue or output.
5. Be Explicit About Inclusion and Act on It
Don’t assume that respect will trickle down. Cultures of inclusion must be intentionally built. That means regularly reviewing who’s in the room, who gets airtime, and who’s being overlooked.
When women in leadership elevate others, especially across lines of identity and background, we disrupt exclusionary systems that thrive in silence.
Create sponsorship programs, not just mentorship ones. Advocate for underrepresented voices when promotions, stretch projects, or visibility opportunities arise.
Respect Isn’t Soft; It’s Smart
In the boardroom, courtroom, or C-suite, respect is not a sentiment. It’s a strategy. And while it costs nothing to implement, it pays dividends across every business metric that matters. According to Deloitte, leaders who model respect and inclusion significantly outperform those who don’t.
For women in leadership, leading with respect is also a form of defiance. It says: I don’t have to emulate toxic models to succeed. I can build something better, and I can bring others with me.
In a world where too many companies are quietly cracking under the weight of incivility, women executives have the power and responsibility to lead differently. To lead with respect.
By: Marcy Syms is a social entrepreneur, philanthropist, and the former chair and CEO of Syms Corp., the first truly off-price retail chain in America. Her forthcoming book Leading with Respect: Adventures of an Off-Price Fashion Pioneer (Citadel // August 26, 2025) explores how respect-focused leadership fuels performance and purpose in today’s workplace.
(Guest Contribution: The opinions and views of guest contributions are not necessarily those of theglasshammer.com)
