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What does it take to be a leadercommunicator?

The Grossman Group CEO and communications expert David Grossman shares his insights on the importance of meaningful leadership communication in today’s business climate. With high level tips on engagement and connection, insights into employee motivations and behavior, and firsthand stories from the frontlines of America’s leading companies.

The leadercommunicator blog is instructive, entertaining, and a must-read for leaders, communicators, and leadercommunicators.

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Workplace Diet: Behold, the Power of Sharing Recognition and Appreciation

  
  
  
  
  
  

Workplace Diet 2012When it comes to leading a team of employees, as leaders our role isn’t just to lift up those employees who need that extra bit of motivation – it’s also to recognize those who are exhibiting your desired behaviors.

At a two-way communication training I was conducting once, a leader asked whether she needed to reward and recognize someone on her team for “just doing his job.”

My answer: Absolutely. Jobs don’t inspire and motivate people; leaders do. 

It’s a story I like to tell because it encapsulates a trap that leaders can easily fall into – questioning the logic of praising someone for doing what’s expected of them.

A vital part of being a leader is reinforcing the specific behaviors you want to continue to see. The best way to do that is to acknowledge and reward them.

Hear a great idea? Recognize it. 

See someone exhibiting one of your core values? Recognize them.

Did an employee share a news item that you appreciated? Let them know.

Someone identified and raised a potential problem? Thank them.

Here are a few powerful ways to motivate your team and reinforce the behaviors you need to succeed:

  • Give an employee credit for their input when you use their suggestion – help them know you’re paying attention, that they add value  and that you appreciate their ideas
  • Always, always, say thank you for a job well done – it might seem simple, but it’s meaningful to employees, it affirms that they’re meeting your expectations and it’s too often forgotten
  • Share the behavior they exhibited with a larger group – being specific about what you appreciated will set the stage for an appreciative culture and encourage others to adopt similar behaviors

How do you show recognition for a job well done?

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Comments

These points are great ones to point out and make a huge difference in the way the leader is perceived and in their following as a leader. Great leaders have an uncanny knack for promoting the great work their employees do and with this comes the continued efforts of those employees to keep doing their great work due to a culture that not only encourages this but also gives recognition for it when it happens.
Posted @ Saturday, September 08, 2012 2:19 PM by Lacee Thomas
Glad you liked the post, Lacee. You expand on a great point. Leaders recognizing employees for a job well done is essential to keeping employees engaged and doing their best work.
Posted @ Thursday, September 13, 2012 8:58 AM by David Grossman
Great post David - we do hear from clients concerned about rewarding people too much, rewarding people for just doing their jobs. In reality, this doesn't become a problem. By tying recognition to a specific action, exemplifying company values, it becomes irrelevant if its part of their normal job responsibilities or not. We believe in making an example of your employees that are doing great things and encouraging others to follow in their footsteps. Frequent recognition and finding ways to include everyone (not just your top performers) makes everyone feel better and raises the overall mojo of the team. "Mojo" being a strictly technical term, of course.
Posted @ Thursday, December 06, 2012 2:18 PM by Travis from MeritShare
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