Making space for public praise

This morning I was with a company in the Midlands for the course end presentations / graduation of a group of managers and team leaders who were completing the LMI Effective Leadership Development programme.

For the last 18 weeks we have been meeting fortnightly for two hours, reviewing each set of lesson material, sharing goals, tracking progress, dealing with challenges and generally facilitating the process of attitude and behaviour change that leads to performance improvement. Some of the results shared by the participants were incredible – reports delegated that frees the manager up two hours of valuable time each week, 50% reduction in error on the production line, improved atmosphere in the warehouse that is noticeable to every visitor…I could go on but that’s not the main point of this blog.

After each participant shared their own development through the programme and gave examples of how they have applied new ideas, their line manager made some comments. It would be easy to think ‘old school’ and be worried about what your manager might say if you were in this situation. As it happens, each of the line managers present has also been through this same LMI programme and understood the power of public praise!

Their comments were incredibly affirming as each one shared how their direct report had, through the duration of the programme, made huge progress and achieved tangible, significant victories that have resulted in better performance of their teams.

This kind of thing doesn’t happen every day, but it’s incredibly powerful when it does. Each graduate walked out feeling a hundred feet tall – it feels good to receive honest praise and affirmation – but there’s something else I’ve seen happen when this takes place….the relationship between manager and their team member is deepened, trust built and hence their ability to work together effectively and harmoniously in the future is strengthened.

I’m not saying public praise should be an everyday occurrence – but it should be regular. How can you make space for this in a meaningful way? If you do, watch the impact it will have on your team!

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