Why Recognition is More Important Than Ever

Human figurine has equal weight against a group of people. Authoritative and important

Think back to a time when you received authentic appreciation or recognition from a boss or colleague. Chances are you felt pride, joy, and fulfillment about yourself and the place you chose to work.

Beyond positive feelings, recognition does something powerful in your brain. Without any additional effort, you will remember and attempt to replicate what caused the praise to happen in the first place. In other words, recognition for your prior effort influences your future behavior.

Recognition for prior effort influences future behavior. 

However, most managers and leaders don’t recognize both the short-term benefit or long-term impact recognition has on their team members. Because of this, they aren’t doing enough of it. A study by Glassdoor found that 80% of employees would be willing to work harder for an appreciative boss, and 70% said they’d feel better about themselves and their efforts if their boss thanked them more regularly. If that weren’t important enough, 63% of employees who feel recognized are unlikely to look for another job.

Recognition is the Secret Ingredient to Inspire

Author Fred Reichheld, in his book Winning on Purpose said, “Giving praise and recognition is the secret ingredient great leaders use to inspire their team because it provides the essential fuel to win on purpose.”

Authentic recognition improves productivity, performance, and engagement while at the same time reducing voluntary turnover. In other words, 

Recognition Fuels Short Term Engagement and Fuels Long Term Performance

Since giving praise and recognition isn’t a strong suit for most leaders, there is something you can use called the 3 x 3 Praise Model from my book Building the Best to help. The first three parts of the model share what to do when giving praise. You can see the model below or download a copy here for free.

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1. Be definitive. 

Clarify what the team member did to deserve the recognition. Instead of just focusing on the result of their work, focus on the behavior that produced it. 

Great recognition focuses on the behavior that produced the outcome, not the result itself.

2. Discuss the impact of their behavior. 

Highlight the impact their behavior had on the team, organization, or themselves. This is critical and often forgotten or assumed. People need to know the work they do helps fulfill the mission and purpose of the team.  

People need to know the work they do helps fulfill the mission and purpose of the team. 

Spell out what good things happened or could happen because of their extra effort. 

3. Show Genuine appreciation. 

Tell them how much it meant to you and how much you appreciate what they did for the team. People can see right through a pile of inauthentic words. Take time, write or say real meaningful words.  

Closing

I am more convinced than ever that no leader can have a fully engaged team without providing praise and recognition. If that wasn’t enough, in this crazy talent war, where voluntary turnover is at an all-time high, leaders must make a concerted effort to provide five times the amount of recognition than feedback.

Since your leadership is temporary, stop waiting to give recognition, do it today.

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About the Author John Eades is the CEO of LearnLoft, a leadership development company helping executives and managers to lead their best. He was named one of LinkedIn’s Top Voices in Management & Workplace. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades.

3 Proven Rules to Increase Accountability as a Leader

Red figure of the leader in the center of the circle of people

Accountability as a leadership skill is among the most difficult to be highly effective when you solely rely on instincts. Most leaders struggle with accountability not because they don’t have the talent to be effective but because they don’t know what it actually is. 

Accountability is one of these words that has lost its meaning because of overuse. I define it in Building the Best as; the obligation of an individual or organization to account for its activities, accept responsibility for them and disclose the results in a transparent manner. It is the obligation of leaders to account for their actions and the actions of their people. Accountable leaders provide a path for personal improvement and team performance. 

Accountability is an advantage; make it your obligation.

In a best-case scenario, managers and executives have a lot of training and experience to learn, develop and mold their accountability skills. However, when business and HR executives expect individual contributors to be highly effective managers on day one after their promotion, it sets both parties up to be disappointed.   

What most managers do is rely on their instincts when it comes to accountability. While instincts can undoubtedly be good, just because you have them doesn’t mean they’re always right. 

Just because you have instincts as a leader doesn’t mean they are always right. 

Research for the SkillsLoft assessment has shown accountability is one of the top 4 weakest leadership competencies in managers, only behind listening, empathy and communication. So clearly, if you struggle with accountability as a leadership skill, you are not alone. So if you are ready to get better and take some steps to increase accountability in your leadership approach, follow these rules.  

Relationships Come First

Joe Maddon, a successful Major League Baseball manager and current skipper for the Los Angeles Angels, has a unique way of leveraging accountability. When one of his players violates a team rule or isn’t meeting a standard, he asked the player to purchase a nice bottle of wine, then they open it and have a glass or two in a one-on-one meeting. Thus he’s dedicating time to the player to have the disapproval dialogue while at the same time creating a deep sense of connection between himself and the player.

While this isn’t a strategy every leader can use, Maddon understands this critical leadership lesson regarding accountability. 

“Leaders must connect before they correct.”  

The reason this rule exists is that “rules before relationships lead to rebellion.” The stronger your relationship with team members, the more comfortable and more effective accountability can be. 

No Standards, No Accountability

One of the most significant mistakes leaders make is not setting clear standards or assuming people know them. By definition, standards define what good looks like. The way I want you to think about them is slightly different. The best leaders don’t define what good looks like; they define what great looks like. When you define what great looks like for your team and communicate it correctly, these standards will produce behaviors and habits that are vital to achieving results.  

They also become the foundation for what you hold your people accountable for. Without their presence, it’s nearly impossible to be an accountable leader and to have an accountable culture.  

Praise and Recognition Count as Well

Most people think of accountability in a negative way and believe because they are willing to have difficult dialogues or fire someone, they are good at it. The truth is, accountability isn’t only focused on the negative; firing someone is one of the weakest forms of it. To go a step further, accountability can be used to praise and recognize team members who meet and exceed the standards as well.  

When team members go above and beyond the standard, sharing praise and recognition released dopamine in the brain, making them feel good. Beyond that, dopamine has also been proven to create innovative thinking and promote problem-solving at work. Those small recognitions make people want to keep emulating the behavior that caused them to give it.  

An excellent way for you to think about this is what I call the Constructive Praise Meter, or “CPM.” Over the course of a month, a leader should balance between 40% and 60% of delivering constructive feedback and praise. If at any point that meter dips too much in one direction over an extended period, accountability gets out of balance.    

Closing 

The absolute best part about accountable cultures is that they produce great outcomes, and team members end up embracing them. But accountable cultures don’t happen by themselves. They are created by leaders who work hard at developing their accountability skills daily.

How do you raise the accountability level on your team or organization?

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About the Author: John Eades is the CEO of LearnLoft, a leadership development company helping executives and managers to lead their best. He was named one of LinkedIn’s Top Voices in Management & Workplace. John is also the author of Building the Best: 8 Proven Leadership Principles to Elevate Others to Success. You can follow him on Instagram @johngeades.

The Top 3 Leadership Skills You Must Master Right Now

Have you ever wondered what separates average managers from good leaders? It’s not raw, natural talent. No, its something much more straightforward, and the answer lies in two simple words you and everyone else has control over, work and effort.

There is a fundamental truth around leadership from all of my research and interviews that’s important both you and I not only understand but believe in our core. 

You become the leader you construct

Only you have control over your development as a leader, and you have to take ownership of it.

To ensure we are on the same page, we must level set on what I mean by leadership. I define it in Building the Best as: “Inspiring, empowering, and serving in order to elevate others over an extended period of time.”

Leading like this requires the combination of a series of skills working together. The list isn’t short but here are a few of them:

  • Personability
  • Positivity
  • Empathy
  • Trust (relationship-building)
  • Recognition
  • Coaching
  • Listening
  • Vulnerability
  • Accountability
  • Vision
  • Mindset
  • Decisiveness

Many individual skills in leadership are essential for you to develop. But much like the game of golf, some skills are more important than the others. If you are going to go from an average manager to a good leader, these are the ones you need to work on mastering first. 

1.Develop Trust

The ability to lead a team starts with good, quality, professional relationships, built on the bond of mutual trust. All effective leaders consistently share their competence and the care they have for their people in order for trust to grow.  

The simplest and most effective way to understand precisely how trust is built comes from Reid Hoffman: Trust = Consistency + Time

When you break down the simple formula, it makes so much sense. Regardless of how long you have been leading other people, we can all relate to building trust with someone in our lives. Trust is the foundation every relationship is built upon, and it’s created by consistency over time. This means you have to do what you say you are going to do, day in and day out. 

Pro Tip- All leaders are challenged to overcome different biases to have better trust-filled relationships across their team. However, our instinct as human beings is to gravitate toward and trust people who look, act, and behave like us. If you want better trust-filled relationships, look beyond commonalities.  

2. Reward, Recognize and Appreciate

One of the most critical skills for leaders to develop today is giving praise. Praise encompasses rewarding, recognizing, and showing authentic appreciation for people both in what they produce and who they are.  

It’s important to note that appreciation is different from recognition. Recognition is about the results someone produces.

Tom Peters famously said, “Celebrate what you want to see more of.” Peters is correct, but recognition is based on a person’s performance. (which is essential and you should reward how they do it) Appreciation is much bigger; it’s about who someone is versus what they produce. It means, “recognizing the value of.” 

There was a study done at the University of Berkley about what motivates productivity. What they found was astonishing. When people felt recognized for the work they did, they were 23% more effective and productive versus when they didn’t. But when people felt valued and cared for, they were 43% more productive and effective versus than people who didn’t. That’s a 20% improvement when people know they’re appreciated.  

It’s your job as a leader to master the skills related to praise. Not only when to give it, but how to do it, so it means something to person on the receiving end.

3. Accountability Through Conversations

Many words make most people uncomfortable, and accountability is one of those words. Before understanding exactly what accountability was and why it was so crucial for leaders to understand, I felt the same way. Accountability is the obligation of an individual or organization to account for its activities, accept responsibility for them, and to disclose the results in a transparent manner. The keyword here is an obligation.  

”Great leaders understand it’s their obligation to have uncomfortable conversations.”  

Much like praise, part of your job as a leader is to master the art of having direct dialogues with people that help them improve and motivate them towards movement. A great question to ask yourself, “Do I have a go-to conversation model I know like the back of my hand?”

Next week, I am going to cover the following three most important skills; coaching, listening, and curiosity.

Tell me what you think in the comments

What are the best ways you construct the skills of Relationship Building, Praise, and Accountability in yourself? The best answer receives a free copy of Building the Best.

Elevate the Way You Lead: Building the Best: 8 Proven Leadership Principles to Elevate Others to Success is published by McGraw-Hill. It was named the #1 Best New Management Books to Read by Book Authority. Learn the stories, principles, and tools to help elevate the way you lead others.

About the Author: John Eades is the CEO of LearnLoft, a leadership development company that exists to turn managers into leaders and create healthier places to work. He is currently booking events and speaking engagements for 2020. John was named one of LinkedIn’s 2017 Top Voices in Management & Workplace and was awarded the 2017 Readership Award by Training Industry.com. John is also the host of the “Follow My Lead” Podcast, a show that transfers stories and best practices from today’s leaders to the leaders of tomorrow. You follow him on Instagram @johngeades.

Leadership Skills FAQ

What are the top three leadership skills?

1. Develop trust
2. Praise and recognition
3. Accountability through conversations

How do you demonstrate leadership skills?

5 Ways to Demonstrate Leadership Skills at Work
1. Your actions will always outweigh your words
2. Schedule regualar one-on-one sessions with your team members
3. Listen to others
4. Be positive and optimistic
4. Hold yourself and others accountable

What defines a leader?

A leader is someone whose actions inspire, empower, and serve in order to elevate others over an extended period of time.

How can I be a leader?

Focus all of your efforts on elevating others. You have to constantly be looking for ways to help others be successful.