leadership and the power of acknowledgment
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Leadership and The POWER of ACKNOWLEDGMENT. Judith W. Umlas. The life and work altering power of Acknowledgment that leaders can use to engage, motivate and inspire their people. Creating powerful and gratifying relationships through Acknowledgment - PowerPoint PPT PresentationTRANSCRIPT
© 2009 International Institute for Learning, Inc.
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Leadership and The POWER of ACKNOWLEDGMENT
Judith W. Umlas
© 2010 International Institute for Learning, Inc.
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The life and work altering power of Acknowledgment that leaders can use to engage, motivate and inspire their people.
Creating powerful and gratifying relationships through Acknowledgment
The significance and necessity of authentic acknowledgment
3 of the 7 Principles of Acknowledgment
This presentation includes the following topics:
© 2010 International Institute for Learning, Inc.
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To identify techniques for creating a more positive and meaningful connection between you and the people you lead, and to improve your ability to develop a more rewarding and successful professional life. This event will become a catalyst for an immediate, positive change in your work life and for those with whom you work.
Promise of this presentation, or conversation
© 2010 International Institute for Learning, Inc.
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Be a Leader
William Harrison, Jr. Former Chairman and CEO, JPMorgan Chase
“Be a leader. We want everybody to be a leader…
To be a leader, you have to have a view, be willing to constructively express it, and use it to make something better.
Under that definition, everybody can be a leader.”
--- Letters from Leaders, Compiled by Henry O. Dormann
© 2010 International Institute for Learning, Inc.
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The Basis of that Promise-- The Five C’s:
Consciousness
Choice
Courage
Communication
Commitment
© 2010 International Institute for Learning, Inc.
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Acknowledgment Warm Up
Speak to at least 2 people in your workshop.
Find out something unique or interesting about each person.
Acknowledge each person for that special item.
Tell each person something unique or interesting about yourself and accept their acknowledgment!
© 2009 International Institute for Learning, Inc.
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Principle #1: Acknowledgment is deserved by many.
The Principles of Acknowledgment
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The Power of Acknowledgment
Start by practicing acknowledgment skills on people in the workplace who you don’t know very well, or even at all. Then you will begin making the workplace a happier and more productive environment.
© 2010 International Institute for Learning, Inc.
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Security guard
Maintenance engineer
Receptionist
Concession stand operator
Garbage person
Mailroom attendant
Parking garage attendant
Start with relative strangers you interact with on a daily basis who do something nice for you:
© 2010 International Institute for Learning, Inc.
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People You Interact with More Directly At Work
People who are colleagues
People who are on my team
People who I manage
People for whom I work
Others who I come into daily contact during my workday
What can we acknowledge about them?
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Expertise
Intelligence
Kindness
Opinions
Persistence
Good work
Contributions to a team effort
What else?
What Can We Acknowledge about others?
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Effects of acknowledgment
Why is acknowledgment important?
Sense of self-worth
Excitement
Joy
Purpose for living
Sense of contribution
Documented physical changes, both for giver and receiver
“Pay it forward” types of behavior
Repair of the world – one person at a time!
© 2010 International Institute for Learning, Inc.
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What prevents some people from acknowledging others:
Why acknowledgment Can Be Difficult
It is sometimes difficult to acknowledge my co-workers because ____________
It is sometimes difficult to acknowledge my family members because _________
Give your ideas via text chat
Complete the following statements:
© 2009 International Institute for Learning, Inc.
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Principle #2: Acknowledgment builds trust and creates powerful interactions.
The Principles of Acknowledgment
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People you should and don’t acknowledge, or don’t acknowledge enough:
The “Knock Your Socks Off” Power of Acknowledgment
Why should they be acknowledged?
How will you acknowledge them?
When will you acknowledge them?
Think about how you will feel when you acknowledge someone important to you
One person you will acknowledge and for what
© 2010 International Institute for Learning, Inc.
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Acknowledgment improves relationships
Builds self- worth and level of performance
Creates positive environment
Someone you work with that you have had challenges with: What can you acknowledge about him or her?
Building Relationships Through Acknowledgment
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1. Too much waters it down, makes it worth less.
2. Worrying whether you value them makes them work harder.
3. A rare acknowledgment is treasured more.
The Myths of Acknowledgment
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There are many things people do each day that we can acknowledge but don’t.
Bring acknowledgments from your brain to your mouth!
Steps to take to assure follow through, or…
How to get them from your brain to your mouth
© 2009 International Institute for Learning, Inc.
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Principle #4: Acknowledgment energizes people – lack of acknowledgment enervates them.
The Principles of Acknowledgment
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Creates positive and productive environment
Simple email - example
Loyalty and engagement
Recognize Good Work
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A. week
B. month
C. year
D. not at all
When was the last time you were acknowledged or praised for your work, apart frommonetary rewards? Within the past:
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Engaged employees work with passion and feel a profound connection to their company.
Levels of Employee Engagement
Not engaged employees areessentially “checked out. They’re sleepwalking through their workday, putting time, but not energy or passion, into their work.
Actively disengaged employees aren’t just unhappy at work – they’re busy acting out their unhappiness.
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Gallup Organization Studies – Q 12 Survey
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Business ImpactGallup studies estimates U.S. productivity loss as a result of disengaged employees – $300 billion
Chartered Institute of Personnel & Development (CIPD) Report – 70% of engaged employees indicate they have a good understanding of how to meet customer needs, only17% of disengaged workers can agree.
67% of engaged employees advocate their company or organization versus only 3% of disengaged employees;
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Wellness Impact
Gallup study- engaged employees in the UK take an average of 2.69 sick days per year, while the disengaged employees take 6.19. Sickness absence costs the UK economy 13.4 billion pounds annually.
Happy employees more able to handle workplace relationships, stress, change; boosting productivity, sales, and their well-being.
© 2010 International Institute for Learning, Inc.
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Scenario #1 - Lack of acknowledgment by manager
Feelings
Results
Scenario #2 - Deep acknowledgment by manager
Feelings
Results
Two Scenarios from the workplace
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3 of the 7 key principles of acknowledgment
Myths that prevent you from acknowledging others
Overcoming obstacles to acknowledgment
Your personal leadership action plan for acknowledging others
Presentation Recap
This presentation included the following topics:
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Thank you for attending our presentation
Time for action
Be a champion for creating a corporate and life culture of appreciation
Help create an Age of Acknowledgment
You can help accomplish this!
Moving Forward
© 2010 International Institute for Learning, Inc.
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Bring the Power of Acknowledgment to Your Team or Group:
Author/Facilitator Judith W. Umlas is available for onsite and group training, in person or virtually
NEW: “Leadership and The Power of Acknowledgment” one day course!
Books available at discounted RPI rate of $10.00!
Contact Sonia 212-515-5103; [email protected] for any details
© 2010 International Institute for Learning, Inc.
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Come and see us in New York City or at any of IIL’s companies in 18 countries!
Judy’s blog: www.thepowerofacknowledgment.com
Judy’s email: [email protected]