creangacultureof apprecia%on( - thearc.org · gallup((beneﬁtsof((engaged employees:%%...

Crea%ng a Culture of Apprecia%on

2015 Summer Leadership Ins4tute

By Christopher Li:lefield Founder

Welcome


Ques4on:


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:


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:


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.”


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?


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.


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.

Exploring Our Hidden Rela%onship to

Recogni%on



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.



Associa%ons:

88% of people associate being acknowledged with

being valued


Associa%ons:

Nearly 70% of people associated Embarrassment and Discomfort with the

process.


Dual Associa%on Theory

Happy Proud

Inspired Moved

Touched Valued

Embarrassment Awkward Self Conscious Suspicious Shame Appearing Cocky


Ques%on:

Where do these associa4ons come from?

The Four Acknowledgment

Pifalls



Ques%on:

What are the things that people do that make

recogni4on feel inauthen4c?


. The Guilt – Praise

Technique

The Take Down Take Out Technique

The Buher Them Up Technique

The Posi%ve Pre-‐emp%ve Technique

“Sandwiching”

Diver%ng Acknowledgment


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.


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.



Ques%on:

What are the things that people do that make

recogni4on feel inauthen4c?


Ques%on:

What tone have you set around expressing and accep4ng recogni4on in

your organiza4on?

THE GAP (Not the Store)


THE GAP


$$$$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…


$$$$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


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

Taking Care Of The

Caregivers



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.

Giving Acknowledgment Recogni%on &

Praise



Effec%ve Recogni%on is…

• Timely • Specific • Personal • Propor4onal • Sincere


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?


Ask them!

Linking


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?


1. Start With Yourself


Start With Yourself


•  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!”

2. Create a Common Language in

Your Organiza%on


Create a Common Language in Your Organiza%on


•  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.

2. “Create the valued

employee experience” in your organiza4on.


Tools & Ideas


Thank You!


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

creangacultureof apprecia%on( - thearc.org · gallup((beneﬁtsof((engaged employees:%%...

Documents