Tag Archives: Vision

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Inspiring Your People To Do Great Things

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One element of recognition often overlooked is encouraging people to do worthwhile things that lead to valuing and recognizing someone.

Being able to inspire people to great accomplishments is an ability we should all strive to learn. But it’s an essential skill to have when you are a leader.

Inspiration is all about filling up people with rousing emotions that you feel about a particular cause or action that you want other people to take on. Interestingly, the Latin root for the word “inspire”, means to breathe upon or into, like the pulmonary meaning of inspiration.

However, to inspire an individual or team to action is not a set of behaviors you may naturally have. Sure, some people you know can make this look easy. Yet, inspiring people requires specific skills that all of us can learn.

Consider the following qualities and behaviors to inspire people.

(more…)
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How To Better Understand Your Leader’s Point of View

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It is important to create a persona or profile of the leader or leaders you report to for when you need to present to them or gain approval on a proposal. Leaders think differently than rank-and-file employees. It’s these qualities that set them apart.

Read past talks they have given and check out the latest annual reports to gain insights about them. 

Talk to people who know them the best like their assistants and other managers who have had dealings with them.

Gather details about their background and where they have worked along with the job positions they have held.

Know their motivations and pain points that will help you understand their priorities and how they make decisions.

What do you know about their personal life, significant others in their life, family and so forth? What are their hobbies and interest than might give a human connection for you to relate to?

How will understanding your leader’s point of view help you with your recognition strategy and planning?

(more…)
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Is Your Culture Getting In The Way of Your Recognition?

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Many factors affect the success of implementing the practice of giving effective and meaningful employee recognition where you work.

Your organizational culture is just one of those factors but it’s often ignored.

Organizational culture is the shared values and beliefs that inform and govern how people behave in an organization. It influences how people act at work and do their jobs.

The successful use of your recognition and reward programs is directly impacted by the strength and positive perception of your company’s culture.

That’s why you must ask yourself: Is our organizational culture contributing towards making recognition giving a way of life?

Or, perhaps your culture is getting in the way of recognition. (more…)

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Do You Really Maintain A Culture With Recognition?

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I have written before about stopping people from creating a “this or that” culture.

In fact, in the early stages of my career, I used to deliver a course called “Making A Real Recognition® Culture”.

Now I refute this belief I once stated.

You only need one culture.

Your culture is your company’s purpose, vision and values. It is the explicit way you do things where you work. It’s the common set of beliefs and appropriate behaviors everyone strives to follow.

You don’t need a culture of engagement, a culture of trust, a culture of collaboration, or a culture of growth, innovation, or change, for that matter.

You shouldn’t even have a recognition culture.

What you need is your very own culture – whatever it is you and your organization stand for.

But the question asked is whether recognition will help you maintain your organizational culture. (more…)

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How To Win a Leader’s Commitment and Buy-In for Recognition

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We keep hearing recognition managers and practitioners expressing frustration with being able to get executive “buy-in” for employee recognition initiatives.

This hits home when people are seeking budget approvals before proceeding with a new or evolving program.

Before you can ever get senior leader buy-in and financing for a program you must first gain their personal commitment. Commitment is personal, emotional and long term.

Commitment is personal, emotional and long term.

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 Buy-in is simply transactional, monetary and short-term.

Your job is to get senior level support for making employee recognition an effective organizational strategy…plain and simple.

Follow these 5 simple strategies to get senior leaders support for employee recognition. (more…)