Getting the Most Out of Everyone 0

Everyone has the potential for greatness. Most of us feel a sense of fulfillment and joy when we achieve at our potential. As a leader, the challenge is to raise people to their potential. How?

There are some long-standing formulas for providing workers with praise and prizes. The trouble is they are both long-standing and over-used. Therefore, most of us feel they are formulaic and sometimes insincere. At the same time, the concept is excellent and the intent is admirable. How can we improve upon the technique?

Let us start with a quick look at the flaws in the current system. A typical but over simplified example is leader who says in a staff meeting, “Sally is a great leader.”

Here are some negatives from it:

Winners and losers – Sally is the winner. Everyone else loses.

Reduces the feeling of being a team of peers – She received all of the recognition and everyone else is ranked below her.

It is less uplifting than it could be. When it is said about a person – She maybe thinking about all of the times she failed to justify the accolade and why others deserved it more.

Global – It is a global statement, which makes it impossible for anyone to learn from or model. It fails to provide information that will transform the performance of the group.

Impersonal – While it is about Sally, it could be said with her in the room or absent.

What are your thoughts on this quote, “Sally, I thought your handling of Project X was an example of great leadership.”?

It is transformational for both Sally and the group. She knows what she did and what she can do to perpetuate success. The group also has a working example of what is expected and valued. It is personal. It is the speaker’s thoughts about a specific event. No one loses and Sally is unlikely to disagree or wonder if others deserve it more. It is less unlikely to seem formulaic or insincere. It is also something that anyone can say to anyone. It is unnecessary for the leader to be the only one affirming team members. In summary, it creates a positive atmosphere.

Next Step:

Instead of praise for others, show your regard for them and their accomplishments (talk about specific events rather than generalities)

Encourage the other members of your team to use the same process as they interact with students, parents, donors, each other, etc.

Encourage everyone to use it in one-on-one and group settings

The purpose of praise is to help people find the motivation to reach higher. It is generally accepted that motivation comes from within. However, it can be influenced by one’s surroundings. As a leader, you have the potential to create a positive environment.

When we are held in high regard by others we are more likely to try harder, be more confident, and achieve more. The team you are part of has already changed many lives. The challenges you face in the future will continue to test the team’s ability to adapt and succeed. A team that is trying hard and has confidence is more likely to achieve more and reach a higher level of sustainability.

As you implement your plan to change the culture, you will notice a more positive atmosphere, improved teamwork, and increased optimism. It is better than win-win. It creates an all-win environment.