4 STEPS TO PERFORMING THE #1 LEADERSHIP RESPONSIBILITY

positive feedback generates corporate energy

Market analysis, branding, strategy formation, planning, managing cash flow, monitoring performance, and other bottom line contributors cause many CEOs to shirk  one of their most important (and productive)  responsibilities—generating sufficient corporate energy to transform intentions into reality.

From the moment of birth, humans have an insatiable appetite for recognition.  As herding creatures, we are programmed to support and be supported by one another.  The primal instinct to belong and be valued is so powerful that fear of rejection can cause mental and physical trauma.  Our evolution into a productive group member began with mother.  Orientation quickly grew to include family, friends; then on to a plethora of groups such as the neighborhood, school, church, athletic teams, and eventually employment.

To remain effective every group member needs to receive signals that they are appreciated. Positive feedback is essential, because ignored people will lash out with destructive behavior to get attention.  A sad reality is that most humans will seek negative recognition over no recognition at all.  Some people stay in abusive relationships because they fear “not belonging” more than physical abuse.

Positive feedback is a primary determinant of human wellness.  People from all walks of life seldom perform this skill well.  Powerful executives were routinely shocked to learn that they were deficient in giving positive recognition.  A prominent political leader commented after one of my values clarification sessions, “If you had told me yesterday that I have a problem giving positive feedback, I wouldn’t have listened. But after today, I’m a believer.  I resisted giving feedback because; I was afraid that recipients would slack off or ask for a raise, I felt like a fake because I knew that I’d inevitably have to chastise someone I’d just recognized, and I was  afraid that I’d leave a deserving person out.”

The following example goes beyond thanking because it ties a specific act to a cultural-value. Recognizing “values contributions” goes to the heart, whereas a  thank you goes to the head.  Adults appreciate a thank you, but children (including the five year old that still resides in all of us) get energized when reminded that they belong to a special group of people.  Cultural values contributions can only be recognized by groups that have clarified  corporate  values in a way that promotes doing—not just knowing.

Caveat …less is more!

When a cultural values recognition exchange lasts more than 15 seconds, an adult deflection shield will spring up.  Your recognition will sound phony unless it is explained—and explaining takes time.   The recipient’s inner child tunes out after 15 seconds.  It hears only adult mumbles.  (Remember what adults sounded like in Peanuts animations?) Generating corporate energy takes action and visibility—not time and analysis

Example, how to recognize a cultural- values contribution:  

1. Be specific about what has been noticed—never  use generalities:  “I noticed that you stayed late  to get that report out”
2.  Let the recipient know specifically why you appreciate what was noticed: “Getting it to the customer by this morning was critical to our being in the running for a huge contract.”
3. Tie the feedback to a core-value: “That’s a perfect example of responsiveness
4. Thank the contributor. “Thank you”

This post sponsored by How to Survive and Prosper in the “Shift-age” Workshop