Vulnerability is the Leader
Why is it so important to be on the receiving end of appreciation?
Feeling appreciated is an intrinsic human need. Appreciation promotes a sense of belonging, which leads to greater connection. Connection leads to greater ownership. Ownership leads to greater accountability. Accountability leads to greater outcomes.
The ultimate outcome is a powerhouse company that people crave being a part of as employees and customers.
Want to lead this type of company? You know you do! How do you get there, you may ask…
The “V” Word
Through vulnerability.
Take off your manager mask, unbutton that top button, and feel the love.
As managers we tend to focus on areas for improvement. Maybe this is an attempt to control situations or avoid (perceived) looming disasters. Maybe this is more about the lens our worlds are perceived through. Scripted, one size fits all appreciation is outdated. In fact, so is the “everyone is replaceable” mentality. Focus on negative, you get more negative. Focus on goodness, you more goodness. It’s a new day. It’s a new era. Get on board. Show them.
Show Appreciation Liberally
Take 30 minutes weekly. Schedule the time in your calendar. Use this time to reflect on each individual person on your team. What unique talents or value do they bring to the team and organization. Create a page in your notes for each employee and title it “Good Stuff” or something similar. Jot down the thoughts or words that come to mind while thinking about each person’s gifts. You can refer back to the notes over time (bonus: these notes come in handy when it is time to write performance reviews). Most importantly, this is time for yourself—the real you. Time to feel the emotions that come with thankfulness. This, in turn, will lead you to express your appreciation in a meaningful way.
On the fly recognition. This requires paying attention and being present in the moment so you can notice the good stuff that just happened. See them through rose colored glasses.
No…don’t ignore poor performance. If you see something that needs correcting, provide the feedback. AND, follow-up with a heartfelt comment on how you believe the person has what it takes to make the change. The critical aspect here is to truly believe. If you don’t, dig deeper during your reflective time. Is this really about their performance or is it more about you? Is it time to let the person go or is it time to change how you manage and/or lead? Gasp…
Remember, gratitude lowers stress, promotes wellbeing and feelings of goodness for BOTH you and your employee.
Now go ahead. Go show them. Right now…
