Skip to main content

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 message delivered is gratefulness for others and their contributions, actions, and behaviors.

When effective and authentic "praised-back feedback" is an ongoing cultural expectation, engagement has an opportunity to soar.

As Ken Blanchard states in his book The Heart of a Leader, "people who feel good about what they are doing produce good results!"

Great engagers give effective and authentic praise-based feedback.



Failing to understand the value of praise-based feedback and its overall impact on "what" you do 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, operators are standing by!

Comments

Popular posts from this blog

Friday with Friends - "Relationships Matter"

As humans we crave relationships. We are relational beings. Need proof? Next time you go on a plane pay attention to how many people who are seemingly strangers will talk to each other for the duration of your trip.

Relationships matter not only to us in society, they matter to us as educators.
When I was in college, my education professors always put an emphasis on student relationships. Making sure we interact well with students.
I wish that I could provide a silver bullet to developing relationships with students or a simple ten point checklist to follow to create better relationships with students, but the fact of the matter is that I would then be lying to you.
It's funny. At points I have heard stories of some students who misbehave for some teachers. Those same students are like angels in my class; I love working with them. Sometimes I have students who challenge me but don't challenge their other teachers.
Relationships depend entirely on the person. 
 They are d…

3 Indicators of a “Culture of Engagement”

Many organizations work hard to have the “appearance of” an engaged culture. On the other hand, few organizations work diligently at crafting and creating a true “culture of engagement.”

The latter and the former are very different.

A “culture of engagement” is an organizational “state of being.” This state does not occur randomly, rather it is the result of diligent and persistent leadership, from leaders at all organizational tiers, who remain focused on creating, crafting and managing the culture.
When it Starts A “culture of engagement” is built on a firm understanding of “why” the organization exists. This is accompanied by a thorough understanding of “what” the organization does.  Further, is grounded in behaviors that communicate a complete understanding of "how" the organization's “why” acts in tandem the organization's  “what” (and vice versa).
A “culture of engagement” begins when an organization has a clear and meaningful vision, an action-based mission…

3 Values of Encouragement

Effective and meaningful engagement has a positive impact on both personal and organizational growth. One of the key drivers to effective and meaningful engagement is encouragement. Simply put, encouragement and engagement go hand-in-hand.

When encouragement is offered in an authentic manner, it produces three specific values that lead to improved engagement.
These values include: Self-Esteem. Encouragement lessens self-doubt. When self-doubt is high, engagement is inhibited.  This is typically a result of the false belief that a person’s value is limited. Encouragement provide the opportunity for a person's self-esteem to improve by offering them a perspective of value.  The value of high self-esteem needs to be never underestimated.  When a person is encouraged, and when self doubt is lessened, the opportunity to create effective and meaningful engagement increases.

Performance. When performance is in a slump, engagement lags.  In a nutshell, encouragement drives performance im…