Rooting for the Villain: Why Today's Leaders Must Earn Respect, Not Demand It

“Sometimes we need a villain to recognize a hero." – Ralph Waldo Emerson

The Jackal

My wife and I just finished watching “The Day of the Jackal.” What caught me off guard wasn’t just the unexpected plot twists, but something deeper—I found myself rooting for the Jackal. A hitman (the villain). And strangely enough, I didn’t want MI6 (the supposed hero) to win.

I won’t spoil it, but it made me think: How did we get here? When did villains become the heroes, and heroes become… irrelevant?

It’s a trend in the media, and I can’t help but wonder about its ripple effect—especially on leadership, respect, and trust. 

How do we lead when the tide feels like it’s flowing against us?

Early in my career, there was an inherent respect for leaders because of their role. Their position on the org chart meant something. But things have changed. Today, you don’t get a pass just because of a title—you have to earn it. And earning it requires intentional effort.

So how do we bridge the gap from title to trust?

We can help people see real meaning in their work.

But let’s be clear—it can’t be surface-level or corporate spin. People can smell fake purpose statements a mile away. Leaders need to connect the dots between individual contributions and the real impact they have. Make the work matter, beyond numbers on a spreadsheet.

We can create a culture that inspires loyalty, doesn’t demand it.

Loyalty doesn’t come from a shared logo or company swag—it comes from shared experiences, trust, and leaders who genuinely care. People stick around when they feel valued, supported, and challenged to grow.

We can communicate with depth, not just direction.

Surface-level communication builds walls, not bridges. Real connection happens when we’re willing to show up as our authentic selves. Vulnerability is where trust begins.  Be willing to let down your guard and let people in, and you will build the bridge to your team’s trust.

We can own our mistakes.

In today’s fast-paced, hyper-judgmental world, people are quick to criticize, even “cancel.”. And the harshness can escalate fast if leaders refuse to take accountability. Admitting when you’re wrong isn’t weakness—it’s leadership in action. It shows integrity and earns respect.

We can be led with consistency, not convenience.

People respect leaders who show up consistently—who stand by their principles, communicate clearly, and follow through. Trust isn’t built by grand gestures; it’s built by showing up the same way, day after day, even when it’s inconvenient. Consistency creates predictability, and predictability breeds trust.

Closing thoughts

“Trust is like blood pressure. It’s silent, vital to good health, and if abused it can be deadly.”

– Franklin D. Roosevelt

Leadership today isn’t about demanding respect—it’s about deserving it. We’re living in a world where trust is fragile, and authority isn’t automatically granted. But that’s not a bad thing. It’s an opportunity.

An opportunity to lead with authenticity, create meaning, and build something real.