Each of us has varying levels of confidence and proficiency with being able to recognize those you live with and especially those you work with.
For some, they had upbeat and positive parents, teachers, and coaches, who inspired them to grow and be successful. They regularly received words of encouragement, appropriate praise, and recognition for their accomplishments.
Others had life situations where they always needed to overcome negativity, received put downs at school, and a lack of sincere concern for the welfare of others. Even where they worked had toxic bosses and a lack of appreciation for their contributions.
No matter the route you took in life, or the role models you had in your life, they now expect you appropriately praise and recognize your employees.
But we all have different abilities and attitudes around giving meaningful and effective recognition.
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
An area of concern when conducting workshops around learning recognition-giving skills is ensuring learners will apply the learned skills back on the job.
Below are my recommendations I use with participants in my learning sessions.
Set up your workshop or seminar session so that attendees sit in table groups with fellow learners. Where possible, try to get a diversity of attendees at each table so they’re not sitting with everyone they know from their own department or work team.
Towards the end of the training session the final activity is choosing a realistic and manageable goal to implement a recognition specific skill or principle learned from the session over the next 30-days. The expectation is that you will follow up with each group’s participants to gather team results and compile a transfer of learning report.
This is the best way to get people to apply the recognition skills they learn in training into their jobs. Consider the following steps in making a transfer of learning a success.
It’s easy to get distracted by technology, people, and competing priorities in our lives and not recognize the great things people do around us. And then there are our workloads, which are often overwhelming, and stop us from interacting with people.
You might struggle with naturally being good at giving recognition. You were not outstanding in academic or sports at school. Home might not have been an exemplary place to receive praise or accolades.
Knowing how to give recognition is not always easy. You may be asking yourself:
How do I give better recognition?
How do I give recognition more frequently?
How can I recognize more people?
Let’s tackle these questions by learning how you can make recognition giving a regular habit in your life. (more…)