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As soon as in awhile, one thing I learn stops me in my tracks and forces me to rethink a previous assumption. This time it got here from a parenting article by Shelley Phillips.
Phillips makes a compelling case that saying issues like “good job” (which I do on a regular basis with our son) really sends the message to youngsters that they’re solely good when it’s said by a dad or mum. She argues this units up a scenario the place youngsters resist challenges when issues get troublesome, since they get too centered on outcomes as a substitute of persisting by challenges.
As I’m altering my methods at dwelling, I’m struck by how typically this reveals up within the office too. I’ve made the case many times that constructive recognition is a crucial self-discipline for leaders when individuals do issues proper. Nonetheless, I’ve missed emphasis on a essential part:
Recognition of effort, along with outcomes.
And sure, I do know that giving an excessive amount of consideration to effort is akin to heresy in organizations the place bottom-line outcomes are all the time high of thoughts. Nearly each consumer I’ve labored with places emphasis on endgame outcomes by formal occasions, awards ceremonies, and recognition packages…as they need to.
Sadly, leaders typically miss the connection between reward for effort and its affect on future outcomes. Some managers talk little or nothing as individuals work diligently, generally for years, to get to a rewarded consequence.
Right here’s why praising effort additionally issues:
With few exceptions, there may be nearly all the time a transparent reference to applicable effort and finish outcomes. Salespeople promote extra in the event that they make extra connections. Customer support individuals get larger scores in the event that they hear effectively. If you realize an exercise the desire result in a later consequence, you’ve gotten the possibility to affect the consequence earlier than it occurs.
In fact we should always proceed to acknowledge the outcomes when the occur…so long as we additionally acknowledge that after the outcomes are in, we will’t affect them. Nonetheless, encouraging people who find themselves placing in the suitable effort as we speak retains individuals engaged now and dealing in the direction of future outcomes.
If requested, most of us would a lot moderately work for a supervisor who praised each effort and outcomes. So, let’s be the supervisor we’d need for ourselves. Discover a chance this week to provide reward the place as we speak’s efforts will result in the suitable outcomes, long-term.
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