The Power of Recognition

I was recently recognized by Rio Salado College as one of its Outstanding Adjunct Faculty members for 2009-2010. Fewer than 5% of the 1100 adjunct faculty are awarded this honor, so I am proud and excited about this accomplishment. I work very hard to help my students in every aspect of their learning, including reading comprehension; study and test taking skills; college essay writing; case study analysis; and basic grammar, spelling, and punctuation. It’s not an easy job, because not every student wants the level of feedback and attention I provide. That’s what makes the award so fulfilling, to learn that my efforts really are appreciated. But I was surprised by another reaction I had to this, besides appreciation: I found myself wanting to do even more. It felt like now I really had to (and wanted to) live up to this title of outstanding adjunct faculty member, and that was a good thing.

What’s the take away for anyone in a leadership role? It’s to remember the power of recognition. You may have heard the expression, “Catch ‘em doing something right!” How wise that advice is. When we tell employees that they did something well and give them specifics, a few things happen. First, they realize someone is actually paying attention to what they do. They understand that it really does matter whether they show up or not. Second, they learn exactly what they did well so they can do it again. And finally, they feel proud and may well respond as I did and want to do even more. The best part of all for those in leadership is that there is no cost to this performance and morale boost. All it takes is awareness on your part and a little bit of time. Give it a try today, and see what happens.

Making Change Easier

Wouldn’t it be great if it was easier to change our behavior? Don’t you wish you could help those around you at work find it easier to make a change? According to Dr.Dean Ornish, founder of the Preventative Medicine Research Institute and a professor of medicine at the University of California at San Francisco, reasons for the change need to be positive in order for people to be successful in altering their behavior. All too often, we attempt to motivate change using fear tactics, emphasizing the dire outcomes that are likely if we don’t change. Dr. Ornish says this just does not work. He recommends trying the reverse: paint a picture of the positive results of making the change. Whether it’s getting the advanced degree, striving to get along with the difficult co-worker or agreeing to take on a new responsibility, focus on the beneficial outcome. Make the WIIFM something desirable! For more ideas on motivating employees, check this out.