Terrible Leaders and Recognition
I seem to be on a recognition binge. So… one more thought.
In as much as I believe leadership skills are important, there are an unfortunate number of people in leadership positions that are inexperienced, uneducated in, or actively ignore the “soft skills” of leadership.
What can you do when you encounter these creatures in the wild? Do you have recourse? Continue reading
I discussed performance recognition in earlier posts and have a few additional comments.
Genuine, honest praise pays dividends in morale, performance, and retention.
Reinforce the recognition.
Take the opportunity to recognize achievement at each lower level.
I mentioned several ways of recognizing performance: individual recognition, peer recognition, formal group recognition, industry awards, industry travel and conferences. Continue reading
(Continued from “Recognize Performance, Part 1 of 2“.)
It is a real challenge to be a good boss.
There are a number of actions you can take that can make you the “best boss” someone ever had.
One of the most important, and perhaps one of the simplest, means of connecting with subordinates is the simple process of performance recognition. In a previous post, I outlined reasons why a recognition program is important.
So the question now is: how do you set up recognition program and what are the mechanisms? Continue reading
It is a real challenge to be a good boss.
There are a number of actions you can take that can make you the “best boss” someone ever had.
I believe one of the most important aspects of leadership is expressing emotion to subordinates. It is through emotion that meaningful reinforcement (both positive and negative) is conveyed.
The key emotion is trust.
One of the most important, and perhaps one of the simplest, means of connecting with subordinates is the simple process of performance recognition. The foundation of recognition is that underlying authenticity of the recognition. Continue reading
K.W. Wrede 