Welcome back to Your Greatness Magnified where we talk about the deadly sins of recognition. These are the things you want to avoid because your efforts will go nowhere and could have the opposite effect of what you want. [Read more…]
Welcome back to Your Greatness Magnified. This week we’re going to be talking about a really important piece of feedback that I’ve received many times from folks after doing a talk on recognition. Most recently, a wonderful woman, super passionate about recognition, came up to me and said, “Loved what you did, and I hope that people walked away feeling like the most important thing about recognition is that it’s authentic and that it’s sincere.”
If I haven’t emphasized it with folks who have watched these VLOGs up to now, I hope that you know that effective recognition is authentic and sincere. But how do you do that? People are busy. People are taxed. Not everyone finds recognition easy, and there are lots of people out there – you may be one of them – that don’t feel like they need much of a pat on the back to be able to do their best work.
Knowing that there are all kinds of people in the world, and we’re all going to have a different need for recognition, the extent of it, the type of it, let’s all agree that the key common connector is that it has to happen sometimes, and if it’s not sincere and authentic, it’s not going to have impact.
So how do you do that? Here are a few tips that work for every scenario.
- Make it visible.
You have to be visible because if you’re not out there in the work environment and you’re sending acknowledgements, people are gonna think, “Where’s this coming from?” If you’re rarely visible, people may think, “I don’t even think this person knows my name,” so it doesn’t feel real. It feels forced and falls flat. Peer-to-peer, the more we understand each other’s work and we see it, the more that authenticity is going to make an impact.
- Be specific.
What exactly are you recognizing? That whole ‘good job’ thing just feels flat because you could say it to anyone, anywhere. What specifically do you want to say that you really appreciate and why do you value it? What difference does it make to you, customers, peers, the organization as a whole?
- Time is of the essence.
It’s nice at a team meeting at the end of the month to do shout-outs. What a great way to add positive energy to what may otherwise have been a dull and packed agenda! However, don’t think recognition is a monthly thing. If it’s that juicy, pick up the phone, send an email or next time you see the person in the hall just say, “I’m going to do another shout out later, but I want you to know I’ve been hearing great thing about you on that new project you’re on.” It doesn’t take much time out of your already busy day, but the timeliness of it helps to speak to the sincerity of it. Besides the fact that if you’re anything like me, you may forget!
- Personalize it.
Do you know how folks most like to be recognized so you can match preference with your delivery? Some like public recognition and others would be embarrassed! Take the time as a leader or team to figure out preferences. Want a tool to do that? Check out my Cool Stuff page for a template. When it’s personalized to how we most value being acknowledged, then it just lands as the gift that it is.
- Make it about what you care about.
If you genuinely aren’t interested in your colleagues and your staff, you are doing this because you think you have to or because you attended my session or because you have corporate initiative, it will fall flat too. What do you care about? Maybe you care about performance and meeting the metrics. Maybe you care about people being really good in terms of customer service or patient care. Acknowledge that. Acknowledge the things that you really care about, and then it feels sincere and it’s authentic because it is! When the tape running through your brain is “I have to do this” versus “I want to do this”, it shows.
- Amp up the gossip.
Tell people that you heard something positive shared about them – passing comment about their competence, the use of a report they wrote at a meeting, being recommended for a new assignment. How else will they know unless you tell them? And BTW, if you want to practice fueling healthy gossip in your workplace, you can go onto my Cool Stuff page and download all kinds of free tools on how can you facilitate it in your workplace. Don’t assume the person knows that great things are being noticed about them. Tell them!
I hope the buckets of tools referenced in this post are helpful to you. And, is there another one on your wish list for authentic recognition? Post in the comments below and I’ll upload one! Also, share on with others who can be part of your recognition revolution!
This week’s topic is for my not-for-profit colleagues. Not only to say thank-you for what you do – how you serve our community on tight budgets with a litany of competing priorities. But also, to give you ideas about how recognition can help you retain your amazing volunteers and staff that dedicate themselves every day to serve your clients and community.
I’ve shared before how recognition is the easiest, least expensive and accessible tool you have in your toolkit to retain and engage. So how can you make the most of it? Let’s explore it using three powerful questions. [Read more…]
A number of my clients ask if I have any suggestions about how to help people change that are just pretty rigid. I always point them to the same resource, a book called, Influencer: The Power to Change Anything. It offers a powerful model on how to impact change on a personal, team, organizational group level that is both proven and intuitive. [Read more…]
I often speak of the exponential power of recognition, and yet, the message gets lost because of the simplicity of it. The exponential power of recognition is when recognition catches you off guard and it’s a surprise. [Read more…]
In the words of my teenagers, today we’re going to be talking about “fails”. Recognition fails. Why do I want to share this with you when I normally try to speak about positive and solution focused topics? Well, to be frank, we are wasting time, energy and resources on some things that are not getting us any results. So, if we course correct then we can focus on the recognition approaches that retain our top talent, customers and reputation. [Read more…]