Success Advice
50 Sure-Fire Ways To Be A Humble And Respected Human Being

To be highly respected by those around us would have to be one of the greatest feats that a human being can reach in life. How you have earned your respect is the most important part of it all, are you significant because you threaten to get respect by others or are you admired by all because you are humble and have earned your way to the hearts around you through your kindness, appreciation and self respect?
In this post we have 50 sure-fire things that you can do to become a more humble, more respected individual.
How to be humble & respected
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- Use the response “It’s My Pleasure” when someone thanks you for doing something.
- Use the response “I’d be honored” when someone asks you to help them or do something with them.
- Listen more than you talk
- Count to 3 before adding to a conversation to ensure the other person is done
- Be willing to follow another person in conversation even if you don’t get to talk about your idea
- Always offer to improve someone else’s idea and give them credit
- Give credit for other’s ideas that you are carrying through on
- Ask others for the opinion of others
- Ask others to join conversations and contribute
- It’s OK to be wrong and so admit it
- Admit when you don’t understand or know something
- Appreciate others who learn something quickly and say so
- Be quick to apologize when you do something wrong
- Study moral principles
- Use moral principles to guide you
- You are God’s creation, not your own
- Recognize your talents as gifts, not your own ability
- Know how your skills have only be developed by the help of others
- Share your own knowledge to pass on what you have learned
- Pass on thanks when you receive it to those who helped you achieve what was thanked
- Value other people’s time as much as your own
- Never equate time spent with people to a dollar value
- Don’t boast about your achievements, let others recognize them instead
- Keep your goals to yourself
- Help other people with their goals
- Realize the potential in others
- Know that timing is everything and everyone excels at different times in life
- Being the 1st follower is often the best way to lead
- Since winning isn’t everything, you don’t have to win
- Recognize that you have faults
- Remember you are a sinner (in other words, you are no better or worse than anyone else)
- Ignore first impressions of people
- Give others the benefit of the doubt
- Provide positive and encouraging feedback instead of criticism
- Make a choice to act more humbly
- Practice at least one humble act each day
- Be grateful for successes without boasting about them
- Know how to accept praise with a simple thank you, don’t elaborate on it or talk more about it
- Recognize the individualism of others and yourself, there is no need to conform
- Share your core values and live them accordingly regardless of the circumstances
- Prioritize things in your life and rate your actions on whether to followed that priority or not
- Rate other people as first, be less significant
- Forgive those who wrong you and move on without revenge or lashing back
- Serve others and not yourself first
- Seek wisdom, which is knowledge of what is true coupled with just judgment of action
- Recognize and know that you know little and there is always more to learn
- Avoid explosive reactions, and subside any aggression
- Accept new ideas and change, not being stuck on what you knew before
- Teach all that you can for the benefit of others
- Learn from and model the life of the most humble teachers in history (Jesus, Gandhi, Mother Teresa, Buddha, etc)
Article By Mike King from LearnThis.ca
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
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12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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