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In this Issue Culture of Appreciation >> The Must-Have Management
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RECOMMENDED
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Koliso
     
  Develop a Culture of Appreciation

In business, one of the most powerful rewards to influence behavior is showing appreciation. A culture of appreciation nurtures these influences and touches our most basic human needs. Psychologist Robert Cialdini has researched influence extensively and has developed principled ways of influencing with integrity. Two of these ways are highlighted in a culture of appreciation: the power of virtuous cycles and the power of being liked.

An environment where people are accepted for who they are and recognized for making a meaningful contribution to worthwhile goals fosters cooperation and productivity. All things being equal, an appreciative work culture is more productive, harmonious and successful. Giving purpose to work through appreciation is one of the easiest ways to engage employees with integrity.

First, let’s understand what a culture of appreciation looks like. We are not talking about material rewards for work outcomes. We are talking about showing gratitude and thankfulness to employees for being who they are and making meaningful contributions.
It starts with a nurturing supportive network. Organizations and leaders should be continuously on the lookout to share success stories and the credit for making them happen. A supportive network is filled with people who see success as most likely to be permanent, pervasive and personal, while failure is viewed as a temporary setback and an opportunity to learn.
The world of sports provides powerful examples of this. After a successful play, game or season teams come together to high-five and share praise and credit. A sports team that didn’t do this would look unusual. Unfortunately in the workplace it is not so unusual.

There are many workplaces where achievement is rarely noted. Whenever we hear managers who want to avoid recognition in the workplace (often because they say they don’t want to reward employees for just doing their work), we know it will be difficult to raise the bar on performance or make any serious changes stick.

For the senior executive, taking a moment to share stories of progress and how it is impacting performance can foster a culture of appreciation. Clear goals, visible measurements and alignment with the corporate objectives are essential. Equally important is encouraging staff to do the same with each other, their clients and their suppliers.

Appreciation and recognition look different to different people depending on their culture, backgrounds and individual differences. It’s important to shape the recognition to fit the individuals.

 
   
     
News and Events
     
  Koliso Presents at Regional Conference

David Farrar of Koliso and Susan Love of the Minnesota Judicial Branch presented at the Regional American Society of Training and Development Conference. Entitled An Integrated Training Approach to Raise the Bar on Performance, the paper was well received and part of the ASTD recognized success stories for attendees.

You can request a copy of the presentation by emailing info@koliso.com.
 
     
  News and Events  
     
  Book   Book:
“Great by Choice: Uncertainty, Chaos, and Luck—Why Some Thrive Despite Them All”

by Jim Collins and Morten T. Hansen

Most of us read “Good To Great” ten years ago. We incorporated concepts like Find Your Hedgehog and The Flywheel into our strategic thinking. In his latest book, Collins introduces new concepts, but just like his previous book they're really just repackaging what we already know. This time they are applied to the turbulent economic times of today. The value of the book is in how it proves expectations in management and leadership still apply and its clear communication to the reader in novel, memorable ways. One idea they reinforce? Being specific, methodological and consistent: don't look for flavors of the month, be focused and follow well-proven principles.

 
     
     
 

Typically, 75 to 85 percent of significant corporate change initiatives do not stick without systematic support.


Request our white paper to find out how to
Make Change Stick. >>
 
     
 
 

From the Blog

The Must-Have Management Skill

Over the course of the last decade we have assessed, coached and created development plans for more than 400 senior executives, entrepreneurs and business owners. In that time we have identified the one single skill that is more important to business success than any other.

Read more. >>

 
     
     
 
 

Poll

Do You Prefer to Receive Appreciation for Individual or Team Successes?

Individualist

You are more likely to…
Collectivist

You are more likely to…
 
     
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