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April 2007 |
Greetings! William James, psychologist and philosopher wrote, “The deepest principle in human nature is the craving to be appreciated.” The call for better, deeper, more generous recognition is consistently echoed in the employee engagement surveys. We human beings want to know that we matter, that we are making a significant and valued contribution. Especially in the eyes of our leader. Our leader’s opinion of our work is linked to our self esteem, security and peace of mind. The more supported and encouraged we feel, the more energized and focused. And yet, there is still a recognition deficit in the workplace. Leaders tell us that they are too busy to communicate this richly and specifically. They also say that they don’t receive adequate feedback themselves, so they are running on empty. What is the solution? To borrow the Nike phrase – Just do it. Offer positive feedback intentionally and generously to the people you work with – no matter their role (yes, your leader as well!). See what happens! Our 2007 newsletters have dealt with setting performance expectations, training and communicating. Communicating good news is a necessary forerunner to May’s subject – intentional, constructive conversations. Please update us on your results!
Too often we
underestimate the power of a touch, a smile, a kind word, a listening
ear, an honest compliment, or the smallest act of caring, all of which
have the potential to turn a life around.
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