Ques4on:
2015 Summer Leadership Ins4tute
What is the experience of working for someone who you feel completely values you?
What is the experience of working for someone who you feel does not value you at all?
Gallup Benefits of Engaged Employees:
2015 Summer Leadership Ins4tute
h:p://mtmrecogni4on.com/wp-‐content/uploads/2013/04/2012-‐Q12-‐Meta-‐Analysis-‐Summary-‐of-‐Findings.pdf
65% lower turnover (in low-‐turnover organiza%ons)
25% lower turnover (in high-‐turnover organiza%ons)
21% higher produc%vity
22% higher profitability
37% lower absenteeism
The Impact of Effec%ve Recogni%on:
2015 Summer Leadership Ins4tute
Source: “The Carrot Principle” by Adruan Gos4ck & Cherster
“Companies that effec%vely recognize excellence enjoy a return on equity three %mes higher than
those that do not.”
“A study conducted by the United States Department of Labor found
that the number one reason employees leY their jobs is because
they did not feel appreciated.”
“Companies that effec%vely recognize excellence enjoy a return on assets three %mes higher than
those that do not.”
2015 Summer Leadership Ins4tute
Ques%on:
Why Don’t Managers Recognize Employees?
If the numbers tell us that recogni4on is fundamental to the engagement and reten4on of top talent and the profitability of our organiza4ons, why do managers s4ll avoid doing it?
2015 Summer Leadership Ins4tute
Of leaders worldwide s%ll don’t prac%ce recogni%on with their employees
74%
.
20% Fearful to act without
permission from management.
32% Feel it is a waste
of %me!
22% Fearful of the imprecise aspects of recogni%on. Worried about
inequity and jealousy.
2015 Summer Leadership Ins4tute
Instruc%ons: 1. Pick a partner.
2. Think of one thing in the last week at work or home for which you would like to be acknowledged.
3. Pick one person to be “A” and one person to be “B.”
4. “A” asks “B” what they would like to be acknowledged for. “B” shares. “A” acknowledges “B” for exactly that thing.
5. Reverse roles and do it again.
2015 Summer Leadership Ins4tute
Ques%on:
What do you associate with
being acknowledged?
What do you associate with others being acknowledged when you are
not?
Key Dis%nc%on:
What we associate with something
dictates how we experience it.
2015 Summer Leadership Ins4tute
2015 Summer Leadership Ins4tute
Associa%ons:
88% of people associate being acknowledged with
being valued
2015 Summer Leadership Ins4tute
Associa%ons:
Nearly 70% of people associated Embarrassment and Discomfort with the
process.
2015 Summer Leadership Ins4tute
Dual Associa%on Theory
Happy Proud
Inspired Moved
Touched Valued
Embarrassment Awkward Self Conscious Suspicious Shame Appearing Cocky
2015 Summer Leadership Ins4tute
Ques%on:
What are the things that people do that make
recogni4on feel inauthen4c?
2015 Summer Leadership Ins4tute
. The Guilt – Praise
Technique
The Take Down Take Out Technique
The Buher Them Up Technique
The Posi%ve Pre-‐emp%ve Technique
“Sandwiching”
Key Dis%nc%on:
Acknowledgment is a gi`.
When we avoid, redirect, or divert, it is like someone offering you a gi` and you throwing it back in their face.
2015 Summer Leadership Ins4tute
Key Dis%nc%on:
Recogni4on is o`en more about the giver than the receiver. When
someone is complimen4ng you, they are sharing how your ac4ons or
behaviors impacted them.
2015 Summer Leadership Ins4tute
2015 Summer Leadership Ins4tute
Ques%on:
What are the things that people do that make
recogni4on feel inauthen4c?
2015 Summer Leadership Ins4tute
Ques%on:
What are the things that people do that make
recogni4on feel inauthen4c?
2015 Summer Leadership Ins4tute
Ques%on:
What tone have you set around expressing and accep4ng recogni4on in
your organiza4on?
THE GAP
2015 Summer Leadership Ins4tute
$$$$Imagined Result
Start of the Project
Imagined Result
Our Efforts, Work, Progress
$$$Actual Result
$
The GAPWHAT WE FOCUS ON
Amazing job
Incredible Event!
We can’t thank you enough!
Yeah, but I didn’t…
If they only knew…
2015 Summer Leadership Ins4tute
$$$$Imagined Result
Start of the Project
Our Efforts, Work, Progress
$$$Actual Result
$
The GAPWHAT WE FOCUS ON
Efforts, Hard Work
Working Late, Creativity
Navigating Challenges
Sacrificing for the team
Employee Motivation
DisengagementLost MotivationResentmentFrustrationResistanceAbsenteeism
2015 Summer Leadership Ins4tute
Richard Boyatzis’ Sacrifice & Renewal Cycle
Sacrifice Syndrome
Crisis
Threat
Ineffec4ve or unsustainable Leadership
Effec4ve Leadership
Pushing too Hard
Renewal Cycle
Effec4ve or sustainable Leadership
Compassion
Hope
Mindfulness
Fun & Laughter
Resonant Rela4onships
2015 Summer Leadership Ins4tute
Make A Team Ritual:
Reflection & Celebration
15-Minutes Project Debrief Questions:
What do you want to be acknowledged for?
What did it take to make this project happen? (Dig Deep)
What did you learn/how did you grow by working on this?
2.
1.
3.
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Effec%ve Recogni%on is…
• Timely • Specific • Personal • Propor4onal • Sincere
2015 Summer Leadership Ins4tute
Acknowledge the Result & the Process
Difficult Co-worker Challenges at Home
Conflicting TasksOther Deparments missing deadlines
Mother is Sick My Bosschanges
what he wants
Computer Problem
ERROR!
Forget AWork on X
REPORT
Problem SolvingFacbook!
Key Dis%nc%on: People rarely want to be acknowledged for
the result; usually they want to be acknowledged for the process (the ups
and downs) that led to the result.
How do we learn about the process?
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Ask them!
Linking
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HR Security
$101808
Accounting
Maintenance ITAdministrative
Assistants
Health Services
Cafe
Food Services
Family
OUTCOMES
How do we create & maintain a culture of apprecia%on in our
organiza%ons?
2015 Summer Leadership Ins4tute
Start With Yourself
2015 Summer Leadership Ins4tute
• Examine your rela4onship to recogni4on.
• Stop diver4ng and start accep4ng compliments and help others do the same.
• Phase ineffec4ve prac4ces out of daily use.
• Take on the 5–A–Day Challenge. “Two for you three for me!”
Create a Common Language in Your Organiza%on
2015 Summer Leadership Ins4tute
• Train Managers in the Art of Acknowledgment & Engagement.
• Help your people understand their own rela4onship to recogni4on and how it influences their interac4ons with the people with whom they work.
• Create apprecia4on Rituals. ( NOT EMPLOYEE OF THE MONTH! )
• Measure regularly.
Thank You!
2015 Summer Leadership Ins4tute
Christopher Lihlefield Email: [email protected]
Phone +01 207 370 8112
Website: www.acknowledgmentworks.com
Facebook: www.facebook.comAcknowledgmentWork
Watch Chris at TEDxBeirut: h:p://bit.ly/ChrisTEDxTalk