Recognition-Based Leadership Training

𝐑𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐈𝐬 𝐍𝐎𝐓 𝐚 𝐍𝐢𝐜𝐞-𝐭𝐨-𝐇𝐚𝐯𝐞 Many leaders still think of recognition as a soft, optional thing. A “nice-to-have” once the real work is done. But here’s the truth: Recognition is a 𝗱𝗿𝗶𝘃𝗲𝗿 𝗼𝗳 𝗽𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲.   And a 𝗿𝗲𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝗹𝗲𝘃𝗲𝗿.     And a 𝗰𝘂𝗹𝘁𝘂𝗿𝗲-𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝘁𝗼𝗼𝗹. When people consistently do good work and it goes unnoticed, this is what happens: They disengage They stop going the extra mile Or worse — they leave Not because they need praise. But because they need to know 𝐭𝐡𝐞𝐢𝐫 𝐜𝐨𝐧𝐭𝐫𝐢𝐛𝐮𝐭𝐢𝐨𝐧 𝐦𝐚𝐭𝐭𝐞𝐫𝐬. And they need to know what they should keep doing to perform even more. 💡 What gets recognised gets repeated. What gets ignored disappears. 𝐒𝐨 𝐡𝐨𝐰 𝐝𝐨 𝐲𝐨𝐮 𝐝𝐨 𝐫𝐞𝐜𝐨𝐠𝐧𝐢𝐭𝐢𝐨𝐧 𝐰𝐞𝐥𝐥? ✅ 𝗕𝗲 𝘁𝗶𝗺𝗲𝗹𝘆 Recognition delayed is recognition forgotten and denied. Don’t wait for the performance review: Say it when you see it! ✅ 𝗕𝗲 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 “Great job” is nice, but “The way you led that unhappy client call with calm and clarity was very professional and effective” is meaningful. And it will encourage them to do the same, again and again. ✅ 𝗥𝗲𝗰𝗼𝗴𝗻𝗶𝘀𝗲 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝘂𝗿𝘀, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀 Especially when effort was high and results were impacted by external factors. People need to feel seen for HOW they showed up, not just what they delivered. ✅ 𝗠𝗮𝗸𝗲 𝗶𝘁 𝗮𝘂𝘁𝗵𝗲𝗻𝘁𝗶𝗰, 𝗻𝗼𝘁 𝗮 𝗰𝗵𝗲𝗰𝗸-𝘁𝗵𝗲-𝗯𝗼𝘅 𝗲𝘅𝗲𝗿𝗰𝗶𝘀𝗲 Recognition only works if it’s sincere. Trying to “spread it evenly” so everyone gets their turn (like in those dreaded employee of the month awards) doesn’t make it fair. It makes it meaningless! People don’t want recognition for the sake of it. They want to feel seen — for something real, something they genuinely did well. Want to build a culture where people care? Start by showing them that 𝘆𝗼𝘂 𝗰𝗮𝗿𝗲 𝗮𝗯𝗼𝘂𝘁 𝘄𝗵𝗮𝘁 𝘁𝗵𝗲𝘆 𝗱𝗼! #PeopleStrategy #LeadershipTips #Recognition #PeopleDevelopment #Startups #ScalingTeams #CultureMatters

Morale jumped in 30 days—without bonuses, raises, or pizza parties. What changed? We stopped saving recognition for annual reviews and started doing micro-recognition in the moment. Here’s the exact playbook we used: 1. Spot specific behaviors, not just outcomes. Instead of “great job,” say: “I saw how you calmed that anxious family member. That’s exactly the culture we want here.” 2. Keep it immediate. Recognition landed within 24 hours—never stored for a quarterly meeting. The closer to the behavior, the stronger the impact. 3. Mix the channels. Sometimes it was a hallway “thank you,” other times a quick text, or a 30-second mention in stand-up. Variety kept it real, not routine. 4. Make it public—when appropriate. Sharing a small win in team huddle created ripple effects. People started looking for the good in each other. Pro tip: We built a simple rule—three micro-recognitions per leader, per week. That accountability turned it from “nice to do” into culture.

Your recognition program is hurting your culture. Not helping it. A leader once thought their annual awards ceremony was enough. But their team felt unseen and undervalued. Sound familiar? 87% of recognition programs focus on tenure. Not on behaviors that drive performance. Recognition isn't about: → Annual awards ceremonies → Generic "good job" emails → Quarterly gift cards → Public praise that makes introverts cringe It's about seeing what others miss. The best leaders I know understand: 1. Specificity and Timing Matter → Don't just say "great work"—say what made it exceptional + impact. → Small, immediate recognition beats big, delayed praise. 2. Recognition Preferences Vary → Ask your people how they want to be recognized → Some crave the spotlight, others prefer quiet conversations. 3. System Over Sentiment → Create a recognition rhythm. → Block time each week to notice what's working, not just what's broken. 4. Consistency is Key → Make recognition a regular part of your routine, not an occasional gesture. →Consistent recognition builds trust and reinforces positive behaviors. 5. Empower Peer Recognition → Encourage team members to recognize each other = culture → Peer recognition can be just as powerful as recognition from leadership. Research shows teams increase productivity by 14% with effective recognition Not by working harder But by noticing better. The leaders who build high-performing cultures? They don't have more time than you. They just leverage recognition as a multiplier. How do you recognize your team's efforts? 

Effective systems are critical for high performance. But implementing a new system can be tricky. 🔴 The Common Implementation Trap: ↳ You introduce an amazing new system ↳ A few enthusiastic teams dive in ↳ Others drag their feet ↳ Momentum dies ↳ The system becomes inefficient Sound familiar? Most managers believe a compelling presentation is enough to drive implementation. But here's the truth: understanding benefits rarely correlates with implementation success. When systems stall, the natural response is to push harder. But what if the secret isn't pushing harder, but pushing less? 🔵 The Recognition Walk-Around Strategy: We were implementing a SandBag system to remove performance barriers. One department with 23 people across 3 teams was struggling with adoption. My suggestion: use recognition walk-arounds. Here's what happened: The director took his entire team on weekly recognition walks, visiting each office. I joined their second walk-around. The energy was fascinating: Team 1: "Here's our progress implementing the system. ➨ Here are the SandBags we eliminated this week." Director: Provided enthusiastic recognition Team 2: "We were too busy to implement the system. ➨ No SandBags removed." Director: Moved on without providing recognition Team 3: "We just started this week. ➨ Removed 2 SandBags so far." Director: Recognized their initiative to start The energy it created was visible: ↳ Teams with recognition were beaming ↳ Teams without recognition felt the void The message was crystal clear: Implement = Get recognition Excuses = No recognition One Month Later: ✔️ 100% team implementation ✔️ Full engagement across all teams ✔️ System running effectively 👉 The power of this strategy lies not in what was said, but in what wasn't. The selective recognition created a natural pull toward implementation. Why This Works: ↳ Recognition generates positive energy ↳ Non-recognition creates a motivational void ↳ The energy differential creates a force that easily overcomes resistance and spreads engagement 𝑴𝒂𝒌𝒆 𝒀𝒐𝒖𝒓 𝑪𝒉𝒂𝒏𝒈𝒆 𝑰𝒏𝒊𝒕𝒊𝒂𝒕𝒊𝒗𝒆 𝒂 𝑺𝒖𝒄𝒄𝒆𝒔𝒔 Where can you use recognition walk-arounds? _____________   🔔 𝐅𝐨𝐥𝐥𝐨𝐰 Jacques Fischer for strategies to  ↳ Manage change  ↳ Evolve your culture  ↳ Strengthen leadership  ↳ Develop high-performance organizations #humanresources #hr #changemanagement

Catch Them Shining: The Power of Positive Reinforcement This leadership principle emphasizes the importance of shifting focus from identifying shortcomings to acknowledging and appreciating positive contributions. Instead of solely pointing out errors, leaders should actively seek out instances where their team members excel. By recognizing and rewarding these behaviors, they cultivate a culture of encouragement and motivation. Why this is powerful: -Boosts Morale: Publicly acknowledging good work creates a positive and supportive environment. -Reinforces Desired Behaviors: Highlighting what's done right encourages repetition of those actions. -Motivates and Engages: Employees feel valued and are more likely to go the extra mile. -Fosters Growth: Positive reinforcement builds confidence and inspires individuals to strive for excellence. -Strengthens Relationships: Creates a foundation of trust and respect between leaders and their teams. Implementing this principle: -Be Observant: Actively look for examples of employees demonstrating desired behaviors. -Be Specific: Clearly articulate what the individual did well and its positive impact. -Be Timely: Provide recognition soon after the action to maximize its effect. -Be Sincere: Genuine appreciation fosters a culture of authenticity and trust. -Make it Public: Recognize achievements in team meetings or company-wide communications to amplify the positive impact. #success #people #Growthhacking #mindset Views are personal.

Recognition isn’t a “nice to have.” ⚡ It’s the invisible currency that determines whether your top talent stays or leaves. If you're facing high turnover or disengaged teams, start here: How to build a recognition-rich culture (in 5 steps): Step 1: Make it specific and timely ✔️ Recognize wins as they happen ✔️ Name what impressed you (“Your presentation closed the deal” > “Nice job”) ✔️ Tie recognition to company values Step 2: Mix up your approach ✔️ Public shoutouts (for extroverts) ✔️ Private notes (for introverts) ✔️ Peer-to-peer recognition = community boost ✔️ Thoughtful tokens > generic swag Step 3: Build systems—not just moments ✔️ Set regular rituals (weekly, monthly) ✔️ Train managers to spot and celebrate effort ✔️ Use tools to track recognition and avoid blind spots ✔️ Normalize appreciation, not just performance reviews Step 4: Link it to personal growth ✔️ Use recognition as a springboard for development ✔️ Highlight strengths—and show what’s next ✔️ Reward consistency, not just big wins ✔️ Invest in the people showing up, day after day Step 5: Measure the impact ✔️ Check engagement scores pre/post changes ✔️ Track turnover before vs. after implementing systems ✔️ Collect feedback on how seen your team feels ✔️ Compare recognition ROI vs. recruitment costs When people feel valued, they give you their best. When they don’t, they give you their notice. Recognition is the most underused zero-cost driver of retention and performance. 💬 What’s one recognition moment that made you feel truly valued? Connect with me here https://lnkd.in/gPevGFGD LinkedIn Guide to Creating LinkedIn News India LinkedIn

The most powerful leadership tool is completely free. And takes only seconds. But most leaders rarely use it properly: Recognition. On USS Benfold, I made it personal: • Wrote letters to parents when sailors excelled • Sent birthday cards to spouses • Celebrated achievements publicly • Made face-to-face recognition a priority Don't send an email when you can say it in person. Don't type praise when you can deliver it with a pat on the back. Because warmth heals. Coldness congeals. And little things make big successes. Recognize your people when they go above and beyond. That's how you get more of it.

Recognition isn't about bonuses. It's about this:⇣ 50% of the best employees don’t quit jobs. They quit leaders who don’t see them. Here’s your guide to making them feel seen: (Not just during performance review season). Step 1️⃣: Daily Check-ins 🔹Ask “How are you, really?” 🔹Focus on listening, not fixing 🔹Make it consistent, not just during crises Step 2️⃣: Recognition Rituals 🔹Celebrate effort, not just results 🔹Be specific (“Your calm handling of that client call made all the difference”) 🔹Share wins publicly (CC them in praise emails) Step 3️⃣: Create Safe Spaces 🔹Normalize taking mental health days 🔹Protect their focus time 🔹Make it okay to say "no" to non-essential meetings Step 4️⃣: Show Personal Interest 🔹Remember important events (“How was your daughter’s recital?”) 🔹Follow up on previous conversations 🔹Offer support before they ask Step 5️⃣: Empower Growth 🔹Ask for their input on decisions 🔹Act on their suggestions 🔹Show them their potential ("You're ready for more than you think") Pro tip: The key is consistency. Small daily acts of kindness build more trust than grand gestures once a year. ✓ Remember: You don't need a budget to make people feel seen. Just the intention. 💬What’s one way you’ll show your team they matter today? ⇣ 🔖Tag a leader who spreads kindness at work. 🔔Follow Loren Rosario - Maldonado, PCC for more.

How to Make Your Team Feel Truly Valued and Appreciated In today’s fast-paced world, recognizing your team’s efforts is no longer optional—it’s essential. When people feel valued, they’re more engaged, motivated, and productive, fueling a workplace culture where everyone thrives Recognition works best when it’s specific. A vague “Good job” might feel empty, but something like, “Your detailed planning ensured the Smith project exceeded expectations,” connects their effort to real outcomes, showing them their work matters. Tie praise to results, whether it’s improved customer satisfaction, cost savings, or innovative problem-solving. Not everyone enjoys the same type of recognition. While some appreciate public shoutouts in meetings, others prefer private words of gratitude or a thoughtful note. Knowing how each team member prefers to be acknowledged ensures your appreciation feels personal and meaningful. Recognition isn’t just for leaders—encourage peers to celebrate each other, creating an environment where appreciation is a shared responsibility. Small moments of acknowledgment between team members foster camaraderie and make the workplace more inclusive. As a leader, you can set the tone by celebrating wins, big or small, and making recognition part of the daily rhythm. Timeliness and authenticity are key. Acknowledging efforts soon after they happen makes your appreciation feel genuine, and consistency builds trust over time. Even with constraints like tight budgets, small yet sincere gestures—like a team-wide email or a simple “thank you” in the moment—can have a lasting impact. Finally, keep evolving. Ask your team how they want to be recognized and adapt your approach based on their feedback. A willingness to listen and improve shows that you value not just their work, but their experiences too. When recognition is intentional and authentic, it boosts morale, builds trust, and fosters a workplace where people feel motivated and valued—a small effort with big rewards. #nyraleadershipconsulting

They’re not leaving for more money They’re leaving because no one noticed We’ve heard it before: money isn’t the #1 motivator for employees. In fact, it doesn’t even break the top three. Here’s what many leaders miss: Recognition isn’t a morale boost. It’s a strategic instrument. Every year, negativity drains billions from organizations. Not because people stop working. But because they stop believing their work matters. When that belief erodes, so does performance. The fastest intervention? Two words: “thank you.” But this isn’t about kindness. Let’s zoom out. Recognition isn’t about a feel-good moment. It’s about aligning behavior with strategy. Every time you recognize someone, you’re reinforcing what your business needs more of. Every recognition is a signal: this action matters, this result matters, this behavior advances us. Ignore it—and you leave the message blank. You let disengagement fill the silence. Strategy doesn’t live in a PowerPoint deck. Strategy lives in choices. In actions. In a thousand daily decisions that either line up—or drift. If recognition isn’t aligned with strategy, you’re missing a critical operational tool. When recognition is strategic, here’s what shifts: Morale isn’t generic—it’s directed. People know why they’re being recognized. They know where to focus. Loyalty deepens—not to perks, but to purpose. People stay when they see the impact of their work. Productivity aligns—not just effort, but outcomes. Appreciation channels energy toward what matters most. Because the truth is simple: People don’t leave jobs. They leave irrelevance. Recognition isn’t a bonus. It’s the most immediate feedback loop you have. It’s how you make strategy visible in the day-to-day. So next time you say “thank you”— Make it specific. Make it connected. Make it strategic. Because culture isn’t what you say. Culture is what you reward.