How to Deliver Recognition

Last week, in the spirit of Thanksgiving, I shared some information on how to recognize people in the workplace. So, to continue on the theme of recognition, here is another video. 

The way that leaders recognize their people matters. Comments like "great work" and other general accolades almost never have a positive impact. In fact, they may unintentionally backfire.

Want to learn a more effective way to deliver recognition?  Watch here...

Recognition and Gratitude

Thanksgiving is a time to express gratitude. As leaders, we can show our people that we are grateful for their contributions to the business by recognizing their efforts. Recognition is a core component of building team member commitment. But, most leaders struggle with how to effectively recognize their people. Watch this video to learn a simple framework on how to recognize people in a way that actually impacts business results.

Leadership Lessons from the Boulder Flood

rescue picture - leadershipThe "100-year flood" hammered Boulder, Colorado. Between September 10th and September 15th, 17+ inches of rain poured down, including over 9 inches on September 12th alone. The torrent overwhelmed the steep terrain of the foothills and flat-landers to the east.

Interpersonal Agility: Hearing the Truth

In my last post, I introduced the idea that developing  a deep level of interpersonal agility is critical to being successful as a senior leader. That's partially because as senior leaders rise to higher levels in their organization, they are less likely to hear the truth.

Dos and Don'ts of Recognition

Do Don't

Take the time to really get to know your employees. Find out what motivates each one. Respect people’s differences.

Feedback: Is it a Skill or Will Issue?

In last week's Ignite Leadership Launch training workshop here in Colorado, a curious participant asked, "How do I deal with an employee who isn't changing even after I give her feedback?" An insightful response came from another participant that I thought would be helpful to share. Here's a summary of what she had to say…

Emotional Intelligence - Do You Have What It Takes?

 

Do you consider Emotional Intelligence -- self-awareness, self-regulation, motivation, empathy and social skills -- when interviewing new candidates in your organization? 

How about in the process of identifying future leaders?  

 

Create Your Best Year Ever!

In Matthew Kelly's book The Rhythm of Life, he says...
 
"Everything is a Choice. This is life's greatest truth and its hardest lesson. It is a great truth because it reminds us of our power. Not power over others, but the often untapped power to be ourselves and to live the life we have imagined."
 
Kelly goes on to say that it's a hard lesson because it causes us to realize that we have chosen the life we are living right now.
 

Caring + Interest = Leadership

I was having a discussion recently with a group of participants in a 5.12 Solutions' Executive Coaching and Leadership Development Program here in Denver. We were making the distinction between caring (about someone) and showing interest. One results-oriented participant asked, "Can you care about someone without being interested?" 

Agile Performance Goals

The performance management process in many organizations is irrelevant. Create 12-month/annual goals and then ignore the goals throughout the year.

How about a more agile process instead?

1. Create quarterly or more frequent goals that are aligned with organizational goals.

2. Make the review process more frequent - e.g., quarterly.

3. Update goals throughout the year so that they are in line with the latest organizational and market changes.

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