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3 Keys to Meaningful and Effective Praise

Praise-based feedback is a "tremendous and significant" driver in the engagement process. Praise-based feedback, when meaningfully and effectively delivered, can open the doors to engagement that might otherwise be closed or remain closed.

Delivering meaningful and effective praise based feedback communicates "value" to the person receiving recognition, "awareness" of the positive attributes of their actions, and "gratitude" for what is being done.

The result of meaningful and effective praise based feedback is encouragement that opens the doors
to engagement.

In order to meaningfully and effectively deliver encouraging praise based feedback, the following three keys must be in place: Observation. Effective and meaningful praise is built strictly from observation. When praise is delivered, cite a specific example or series of examples that have been observed. (Example: "I appreciate how kind you are to our guests. Specifically, I saw you…
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Praise-Based Feedback

Types of feedback on performance. There are two types of feedback on performance. First is "opportunity-based feedback" and the other is "praise-based feedback." Both, when effectively and authentically delivered, can drive the engagement process to more meaningful levels.
Effectively and authentically delivering "praise-based feedback" communicates the following: Value. When praise-based feedback is offered it communicates a message of value to the person receiving recognition.  The primary message delivered is that others are "valuable and worth recognition." Awareness. When praise-based feedback is offered it communicates awareness to the actions and behaviors of the person receiving recognition.  The primary message delivered is that "what is being done" is being noticed and it is not going unrecognized. Gratitude. When praise-based feedback is offered it communicates gratitude to the person receiving recognition.  The primary mes…

4 Results of Encouragement

Encouragement and engagement go hand in hand. Encouragement creates the opportunity to engage. While encouragement may begin as a “one-way” or “outbound” affirmation of another person, it has an unseen, yet powerful transformative ability.

Encouragement can tear down well built and emotionally rationalized, invisible walls. It can also open tightly sealed and emotionally rationalized, invisible doors. What often begins as one way affirmation can quickly lead to a two-way relationship building transaction of significant value.
The unseen force. Encouragement, when genuinely offered to another:
Serves as an affirmation that raises self-awareness.Creates an opportunity to accept increased risk taking.Communicates a strong sense of value.Creates and allows for emotional connectivity. When people are affirmed, and they believe they have value, the likelihood of increased emotionally connectivity and meaningful engagement grows exponentially.
Simply put, encouragement leads to engagement…

3 Behaviors of "Great Engagers" That You Can Also Do

I am frequently asked to identify common behaviors of great engagers.  Considering the frequency of that request, I have composed a list of behaviors that are easily accessible to all of us!
Below are 3 behaviors of great engagers.  These 3 behaviors can be employed by anyone to improve their personal engagement ability.
Be Present.Being present sets you apart from most people. The key to being present is to truly focus your undivided attention to the human directly in front of you. If multiple humans are present, share the attention. Again, being present sets you apart from most people. Be different by being present.
Be Polite.Being polite is a lost art. This, like being present, will set you apart from most people. The challenge for many is to be genuinely polite. While I realize that in challenging engagements, this may be problematic. Even in the most challenging engagement, there is not substitute for being polite. Being polite communicates respect.


Be Personable.Being personable is…

Friday with Friends - "The Myth of Employee Burnout" by Matt Heller

Friday with Friends - Matt Heller, author. I have known Matt for many years and have had the opportunity to see the results of his work as a facilitator, speaker, consultant and author!


His book "The Myth of Employee Burnout" is a great read for any organizational leader.  Burnout, causes many issues, the least of which is poor engagement.
Without further ado: Matt and his thoughts on "The Myth of Employee Burnout."
People have asked me how long it took for me to write “The Myth of Employee Burnout?" My answer? 25 years!

In many ways, it’s a culmination of the lessons I learned both as an employee and a leader.  The book outlines my quest to find the "truth" behind why people “burnout" - or - lose motivation.  I have seen so many people start off strong, enthused, eager, and engaged - but then somewhere along the line  -fizz out.  They turned into the "lackadaisical employees" many leaders complain about.

Being in the amusement park i…

3 Impacts of Low Expectations on Engagement

Low expectations yield poor performance.
Further, continually setting low expectations continually yields poor performance. In fact, setting low expectations - intentionally or not - grants permission for poor performance.


Over time, the setting of low expectations becomes inherent to “what” we do. It results in continual and ongoing interference to both effective and meaningful engagement.
Why?
Because the mindset of “low expectations” crafts "matching behavior." When these occur, we may blame others for poor performance, when in reality, they are responding to the “low expectations” that have been set by us.
You may recall that I identified the "3 Mental Roadblocks to Engagement" and the "3 Steps to Overcoming them." Of those 3 roadblocks, today’s focus is on the impact of “low expectations” as they relate to effective and meaningful engagement.
Failure to effectively address "low expectations" and their impact on the engagement process can…

3 Results on Engagement from Lack of Accountability

Personal Accountability : Powerful and Practical Ideas for You and Your Organization Three results on effective engagement from the lack of personal and organizational accountability:Placing blameVictim thinkingProcrastination Each person and organization needs a practical approach to eliminating blame, victim thinking, and procrastination.

By walking the high road - the path to personal and organizational accountability - we can achieve greater levels of excellence and leadership in our lives, both at work and at home.

If you or your organization is searching to improve personal accountability, I suggest this book!

The ideas presented in this book are pragmatic and readily applied.



Failing to understand the results on engagement from lack of accountability and how to overcome it may slow both personal and organizational success and growth.
As always – if you would like to learn more about this topic - or - book me to speak with your organization - or - discuss coaching opportunities,