Chapter 11 Recognize Contributions by Showing Appreciation for Individual Excellence

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Chapter 11 Recognize Contributions by Showing
Appreciation for Individual Excellence
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Recognize Contributions

• If the need for recognition and approval is a
  fundamental human drive, then the willingness to
  give it is not a sign of weakness . . . A lot of
  people make the mistake of thinking that getting
  results is all there is to the job. . . Your real
  job is to get results and to do it in a way that
  makes your organization a great place to work a
  place where people enjoy coming to work, instead
  of just taking orders and hitting this months
  numbers.
• Exemplary leaders understand this need to
  Recognize Contributions and are constantly
  engaged in these essentials
• Focus on clear standards
• Expect the best
• Pay attention
• Personalize recognition

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Focus on Clear Standards

• Q Why?

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Expect the Best

• (p. 321) Successful leaders have high
  expectations, both of themselves and of their
  constituents. These expectations are powerful
  because they are the frames into which people fit
  reality.
• Pygmalion effect. Greek myth about Pygmalion, a
  sculptor who carved a statue of a beautiful
  woman, fell in love with the statue, and brought
  it to life by the strength of his perceptions.
• (p. 325 ) Story Kyle Von Raesfeld, a Santa
  Clara University freshmen. Coached an elementary
  school football team when he was in high school.

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Personalize Recognition

• (p. 332) By personalizing recognition, leaders
  send the message that someone took the time to
  notice achievement, seek out the responsible
  individual, and personally deliver praise in a
  timely manner. . . Often its the simple,
  personal gestures that are the most powerful
  rewards. . . Not enough people make enough use of
  one powerful but inexpensive two-word reward
  thank you.

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Commitment 9 Recognize Contributions by Showing
Appreciation for Individual Excellence

• Be creative about rewards
• 1001 Ways to Reward Employees
• Make recognition public
• Check out this discussion on p. 339-40
• Provide feedback en route
• Be a Pygmalion

• Foster positive expectations
• Make the recognition presentation meaningful
• Find people who are doing things right
• Recognition miser vs. a recognition detective
• Dont be stingy about saying thank you
• Read p. 347