Real Recognition Radio Show Guests

This week Roy & I had the privilege of interviewing Sonia Di Maulo and Tanveer Naseer on Real Recognition Radio.

While the effort to create a better work environment may seem like common sense, the value in the conversation comes from actually doing something about it. I encourage you to take a look at your own workplace to consider the following:

• What is the language like?
• Do people build each other up or spend more time protecting themselves?
• Are managers so concerned with their own ego that they are unable to genuinely celebrate their team member's success?
• Can you trust the people around you?
• Do people hoard information and hoard the credit for work others do?
• Is the culture one that supports an abundance mentality where many people can contribute and succeed?

I encourage you to take the time to listen to the show and read the blogs from Sonia & Tanveer summarizing the conversation.

My Favorite Tweets this Week

When used properly, social media can be an amazing tool and a vast land of learning. Here are some favorite tweets from people this week:

• "Nothing stunts a leader's growth like an overdeveloped ego." (via @tedcoine)
• "The greatest thing a generation can do is lay a few stepping stones for the next generation." Charles Kettering (via @johncmaxwell)
• "Leadership should be more participative than directive, more enabling than performing." Mary D. Poole (via @thehrgoddess)
• "The bridges you cross before you come to them are over rivers that aren't there." Gene Brown (via @salespowertips)
• "Love and kindness are the very basis of society. If we lose these, society will face tremendous difficulties." The Dalai Lama (via @UpayaChaplains)
• "Ask for help not because you are weak, but because you want to remain strong." Les Brown (via @ReadyTOFeedback @czaucha @BillyCoxLive)
• "Employee recognition is powerful when you understand the principles and practices behind it -- Make it more than a gimmick! (via @smaxbrown -- me)

The Measure of a Man or Woman

In his book titled, "Making Your Company Human: Inspiring Others to Reach Their Potential," Le Herron suggests that CEOs should be paid based on how fairly they serve their customers, their employees, and the shareholders. What is their reward? His answer was simple, yet important to repeat: "When you achieve the intangible result of helping people to open up and contribute their best efforts, it makes the tangible results, like revenue growth and market share, better and more likely."

He went on to say that for the "leader who tries to live in accord with the priciples of fairness and serving others," there is a greater reward. Le then shared the story of the day he retired and all of the associates at his company came together to present him with this poem titled, "The Measure of a Man":

A man's no bigger than the way he treats his fellow man.
This standard has his measure been since time itself began.
He's measured not by tithes or creed, high-sounding though they be;
Nor by the gold that's put aside, nor by his sanctity.
He's measured not by social rank, when character's the test.
Nor by his earthly pomp or show, displaying wealth possessed.
He's measured by his justice, right; his fairness at his play;
His squareness in all dealings made; his honest, upright way.
These are his measures, ever near to serve him when they can,
For a man's no bigger than the way he treats his fellow man.

Author Unknown

How do you measure success? Is it the way you treat others?

A Sign of Being Human

The need for appreciation isn't a sign of weakness, but rather it is a sign of being human.

How can you better validate and appreciate the people in your life? I challenged my audience at Duke University to consider this question, and then I took it one step further saying, "Identify someone that you don't think would actually want the recognition and tell them specifically (and sincerely) what you appreciate about them." One month later, I followed-up with the audience members to find out what they had done.

An executive raised her hand to tell me that she had reluctantly recognized a long-time employee. "He was always doing great work, and yet I had never said anything in the past because I didn't think he would want to hear it," she said. "However, after your challenge I decided to take a chance," pausing for a moment, she then said, "After recognizing him for his amazing work over so many years he came into my office and said that in NINETEEN years of working for the organization he had never had anyone acknowledge his work." She humbly concluded saying, "He told me thank you for noticing and then he walked out . . . I had no idea."

The simplicity, the influence, and the power of genuine appreciation should not be taken for granted. Please consider the benefits of communicating in a positive way that builds trust, creates hope, and inspires confidence. How can you better validate and appreciate the people in your life?

The need for appreciation is not a sign of weakness . . . it is a sign of being human.

The Power of Milestones: Cadence, Receptivity, & Audience Impact

Over the past few months, I've heard one comment pop up over and over again from people all around North America:

"I'm not sure what we are getting for the money we spend on service awards."

Before you throw them out, let me share three reasons why celebrating milestones (including your service awards) can be one of the best opportunities you have to declare your company values and motivate employees. One disclaimer: Like most things, in order to be meaningful, recognition needs to be done well (something I'll discuss in a later post). Unfortunately, service awards have taken a hard hit in recent years because people forget how to make them meaningful to recipients. Hopefully, these three things can get you back on track:

1. Cadence. Milestones trigger reasons to celebrate. Unlike performance awards that may only touch a small percentage of employees at uneven intervals, service awards acknowledge every human being in the organization for the contribution they have made over the years. This timely, and regular, reminder to celebrate with the team member who has a five-year anniversary coming up is a great way for managers to reconnect with the people they work with. The cadence of a milestone helps to remind us that while the daily work demands can consume us, we need to stop every once in a while to celebrate our people.
2. Receptivity. Milestones are objective. They are transparent and they get rid of the "dark side" of recognition. Performance awards on the other hand are subject to perceptions of fairness -- not a show stopper, but it is something to be aware of nonetheless. The problem is when you rely entirely on performance awards to recognize employees three things will likely occur: a) some achievements will be overlooked; b) people will question the validity of the award; and c) managers will begin recognizing people privately. Milestone awards are much different. People are more open and willing to listen during a service anniversary celebration. Isn't this your primary objective in the first place? To get an opportunity to communicate with all of your employees when they are more receptive to the message? A receptive audience is more likely to hear what you have to say and you are able to communicate it in a positive way.
3. Audience. Milestones are big events that usually involve lots of people. A well prepared celebration doesn't require a lot of time or money, but you should think about it in advance. What would I like to communicate to this individual today? How has their contribution made us a better company? Is there anything I want to emphasize so that others will hopefully get the point as well? Remember, your message isn't just for the award recipient. So, what you say to the individual should be relevant to those listening as well. Ask a few of the employee's colleagues to participate in advance, and remind them to focus their comments on how the person's contributions have made the company better. Afterwards, invite the manager to say a few words linking the behaviors of the individual with the corporate values. The result: A message given to the whole audience, which celebrates the individual and lifts everyone.

Remember, recognition is about communicating the positive things we do at work (and we need at least 3 -5 positives for every negative). Done properly, recognition builds trust, it lifts people up, and it prepares them for the multiple tasks that lie ahead. Why would you want to take one of the most effective and most positive ways to communicate away?

Discussing REAL Leadership with Annie Hart

I had a lot of fun discussing REAL Leadership with Annie Hart on her show: Radio 42

RMI hits the airwaves

Beginning on February 23rd, I will be co-hosting along with Roy Saunderson, RMI President and Founder, Voice of America’s newest weekly radio show: Real Recognition Radio.

Real Recognition Radio is going to go back to what recognition is really all about. We’re going to help make better people and create more positive relationships. We’ll look at what’s new and exciting in the field of employee rewards, recognition and incentives. We’ll also talk to people who have lived successes and failures to help us learn what works and what doesn’t.

The show’s first installment will be featuring Brenna Garratt as our first guest. Brenna Garratt is a member of Rideau Recognition Solutions’ board of directors and CEO of The Delve Group, Inc. Brenna has been instrumental in working with Senior Executives to reshape and reposition existing brands, as well as invent, position and promote new ones so they are correctly understood internally and externally in their respective marketplaces.

Having been active in both the recognition field and marketing, Brenna’ll be discussing the importance of marketing and communication within your recognition program so your program touches your employees and achieves the goals you intended it to.

Real Recognition Radio will show you how to get real results in the workplace through meaningful recognition solutions.

The show premiers February 23rd, and will air every Tuesday at 1 PM ET on the VoiceAmerica Business Channel. Click here to check it out!