Teach Your Leaders How To Be Exemplary Recognizers

Recognition does not come naturally to everyone.

Leaders at the top of your organization should show the leadership competency skills that they expect from their direct reports. Leaders should help others to lead.

But that isn’t always the case.

Your goal for each organizational leader is to get them to inspire and value the contributions of one additional person every day.

How do you teach your leaders to be amazing recognizers of your staff?

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This Is What Awesome Recognition Looks Like

Some people seem to be just a natural when they are out and about in the company as far as appreciating people for who they are and recognizing the wonderful contributions made by employees.

There will always be others who have a much harder time in recognizing others. For whatever reasons, such as not being recognized as a child, perhaps more introverted, or plain uncomfortable with knowing what to say or do, recognition doesn’t happen.

But the great news is that giving awesome recognition to people is a skill anyone can learn.

When you know what something hard to do looks like, such as a new skill you have to learn, observe those people that do it well. Then all you have to do is reverse engineer how they do the task or skill and then you can replicate this ideal performance and do it yourself.

What does awesome recognition look like? How can you learn to master this art and science of giving meaningful and effective recognition?

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4 Important Reasons Why Recognition Comes Before Rewards

When you think strategically about recognition and rewards or with trying to implement them, do you have a logical order in how you think about them or practice them?

Yes, I have a bias in that I am foremost a recognition strategist before thinking about rewards. But I completely understand the place for rewards and know the value they play in both recognition and reward strategies.

However, I think there is a psychological and practical reason for prioritizing recognition before rewards.

Consider the following reasons.

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Grow A Recognition Giving Mindset One Day At A Time

You hear a lot about mindfulness these days.

Mindfulness is a therapeutic technique for creating a conscious awareness of being in the present moment.

Now, if you couple mindfulness with employee recognition, you will have a greater awareness of the things people are doing around you that merit being acknowledged and appreciated.

By creating more empathetic feelings toward the people you work with you can also show more caring concern for the positive and negative life events that affect them and their families.

You can become better at acknowledging and accepting your own thoughts and feelings, having an environmental awareness, all in a non-judgmental way.

It only takes a few things each day to keep a recognition focus. (more…)

Do You Really Educate Your People To Give Recognition?

Photo by Ben White on Unsplash

One of my biggest concerns about learning employee recognition skills is how companies are relying too much on training.

You are well aware that training is about learning how to do new things especially if you don’t know how. It is providing opportunities to practice those skills and transfer what you have learned out of the classroom, or online course, and into the real world.

But, you may have seen, as I have, that managers often receive the training and nothing really changes.

My advice to you is to make sure you couple any training you provide with education.

Ask yourself if you are educating your people to give recognition versus just training them to do so.

Education is completely different than training. I found that out later in life. (more…)