Category: recognition

leadership dot #416a: mattering

August 24, 2022August 19, 2022by leadership dots by dr. beth triplettLeave a comment

As part of her research on adult students in higher education, professor Nancy Schlossberg developed the theory that adult learners will persist if they believe that they “matter” to someone at the institution. This could be a professor, a classmate, advisor, or learning resource specialist — the “who” was less important than the fact that the student believed someone would notice (and care) if they were not there.

I think her concept of “mattering” has far broader implications than adult students. I think it applies to any organizational context in which we find ourselves. We want to know that our presence makes a difference and that our work is valued.

When you notice someone’s absence, do you always acknowledge it the next time you see the person? When co-workers are out on vacation or maternity leave, do you explicitly welcome them back and show them that they were missed? If someone misses a meeting, do you try to get them caught up and let them know their absence mattered?

We aren’t always quick to show acknowledgment and appreciation to those who do show up either. I was at a wedding of a colleague, and I was very glad to see so many of my other colleagues in attendance, but I didn’t tell them all that it mattered to me that they were there.

Try to be intentional this week in letting others know that their presence and contributions do matter to you and the organization. It will feel good for both of you!

Originally published in modified form on July 22, 2013

leadership dot #212a: towering achievement

July 20, 2022by leadership dots by dr. beth triplettLeave a comment

As one of my staff members reflected on the year, she described it as gray. “Nothing really big happened,” she said.

But when I looked at her year, I saw a collection of little wins: process improvements, staff training gains, outreach efforts, a record of accuracy and service, etc. I feared that if she did not take satisfaction in these achievements her staff would not see their significance either, setting everyone up for a “gray” year next year.

The analogy I used to describe this to her was that she had a bunch of little boxes. Her job as a manager was to tie a ribbon around them and make them into an impressive tower of gifts. Big wins don’t need to come in big chunks or be a silver bullet. Small, continuous improvements can add up to produce significant benefits as well.

Originally published in modified form on December 30, 2012

leadership dot #4a: purple clover

July 8, 2022June 29, 2022by leadership dots by dr. beth triplettLeave a comment

While beth is on vacation, please enjoy several days of republished favorites…

When I was a kid, I had a rabbit named Fluffernutter (peanut butter-colored top, white bottom — like the sandwich with marshmallow fluff).

I thought of Fluffernutter last night when I came upon an empty lot full of purple clover. That rabbit L-O-V-E-D purple clover. Even though it has been a couple of decades since I fed it to him, I still can’t walk past it without thinking of the pure joy that it brought. For whatever reason, purple clover was the favorite, much more than white clover or treats or grass.

Your challenge as a supervisor is to learn the equivalent of purple clover for your staff. In my world, I can best thank/praise someone with a new pen; for another, it is with a Pez dispenser; yet someone else will feel most loved with a certain kind of candy or even cereal. The small tokens of appreciation go further than the infrequent monetary raises because in addition to saying “thank you”, they also communicate “I know you.” There is no better way to inspire.

Originally published in modified form on June 5, 2012

leadership dot #3663: village

June 26, 2022June 22, 2022by leadership dots by dr. beth triplettLeave a comment

It’s easy to list the amenities of living in a larger town, but sometimes we forget about the opportunities that come from living in a village. Mineral Point, Wisconsin (population 2,400) capitalized on its smallness to provide special recognition for its high school graduates. Senior pictures were printed on banners that adorned the streetlights throughout Main Street, showcasing each student in a public moment of glory.

Mineral Point High School has a total enrollment of 200. I’m sure they have faced challenges due to their limited size, but it also allowed them to make this display possible.

No matter where you live or work, there are advantages and disadvantages relative to size. Capitalize on the pluses that align with your scale to balance out the inconveniences that also accompany it.

leadership dot #3659: one-of-a-kind

June 22, 2022June 20, 2022by leadership dots by dr. beth triplettLeave a comment

At the end of the Watergate 50th Anniversary coverage by the Washington Post, the moderator pointed out an odd item that had conspicuously been sitting on the table. It turned out to be the actual doorknob that was taped open in the Watergate burglary! The mechanism had been saved (miraculously!) and mounted — and eventually purchased by Washington Post/Amazon owner Jeff Bezos who loaned the artifact for the occasion.

How cool would it be to own such a unique piece of history? It got me thinking about what one-of-a-kind thing I would own if money and logistics were no problem (and assuming the item still exists). For me, maybe the “Bartlet for America” napkin from the West Wing. Others suggested the flag from Iwo Jima, the quill used to sign the Emancipation Proclamation, or Luke Skywalker’s original light saber.

Some takeaways from all this: 1) think about what you would own if you could — it’s a great reflection question that you might need to ruminate on for a while; 2) it’s also a great icebreaker question, even for people that know each other fairly well, and 3) keep the future in mind. Someone had the foresight to preserve that lock — be that someone for a piece of your organization’s or family’s history.

leadership dot #3636: missing

May 30, 2022May 27, 2022by leadership dots by dr. beth triplettLeave a comment

Memorial Day is a day to remember those in our armed forces who died while serving. A local restaurant is one of many that use the occasion to remember another category of people who answered the call of duty: those who are missing. The Defense Department reports that over 80,000 Americans who served are still missing today, with half presumed lost at sea.

A Missing Man table is a symbolic way to acknowledge the servicemen and women whose fate is unknown. Each element of the display has meaning:

The white of the tablecloth represents the purity of motives
The rose symbolizes their life
The yellow ribbon reminds us to account for them
The salt represents the tears of their families
The Bible shows strength of faith
The inverted glass reminds us they are not able to toast with us
The empty chair is because they are missing

Just as the designation of Memorial Day was designed to create a pause and reflection to remember those who died while serving, the Missing Man table acknowledges those who never came home. Take a moment today to think about all those who gave the ultimate sacrifice to ensure the freedoms we enjoy today.

leadership dot #3564: recognize

March 19, 2022March 18, 2022by leadership dots by dr. beth triplettLeave a comment

Unless you’re an aviation aficionado you likely have never heard of Charles Taylor — but without him, the Wright Brothers may have remained grounded. Taylor is credited with building the engine for their first successful flight and serving as their mechanic.

The Federal Aviation Administration memorialized Taylor’s contributions by naming their highest award after him, an honor that recognizes the lifetime achievements of senior airline mechanics. To even be eligible for the award, candidates must have 50 years as an accredited mechanic in the field, with a minimum of 30 years as an FAA-certified repairman. Fifty years is almost half of aviation history, yet United Airlines alone has 59 gentlemen who have received the distinction. United’s Charles E. Taylor Master Mechanic Award impressive and prominent display at O’Hare is engraved with the names of the airline technicians who make flight possible.

It is easy to overlook the contributions of those who serve behind the scenes. Take a lesson from the FAA and United and rethink who you recognize and how. Those outside the spotlight make it possible for others to be in the light. Allow them to have their moment to shine as well.

leadership dot #3520: irony

February 3, 2022January 28, 2022by leadership dots by dr. beth triplettLeave a comment

When the power goes out, it becomes precisely the moment when you have time to do more things around the house – watching television, vacuuming, playing online games, or doing laundry – but of course, it’s the time when you are unable to do them because of no electricity.

I think about a similar situation when someone forgets their phone. What’s the first thing I want to do? Call them to let them know. Nope. Check “Find My” to see where they are so I can drop it off. No again. Send them a text. Not happening.

When something we count on goes astray, it’s ironic how much we miss something we never fully appreciated in the first place. Of course, it’s not just electricity or your phone — the same applies to relationships, support staff, vendors, and so much more.

leadership dot #3346: hype

August 13, 2021August 12, 2021by leadership dots by dr. beth triplettLeave a comment

When you are involved in planning or executing a major event, it is natural to evaluate the program at its conclusion. Undoubtedly, there are Lessons Learned meetings that make note of all the logistical elements to keep or improve. But one component that is often overlooked is whether the anticipation lived up to its hype.

When we are engaged in something big, there is a natural sense of expectation as the launch draws near. Simply asking the question of whether the reality aligned with the vision we had in our mind can provide valuable information to shape future planning. Did we cause people to expect more than they received, or could we have created additional buzz by sharing more of what was planned?

I reflect on this question not only with events but when engaging in anything new. Did the campus visit appear as I expected from the promotional materials? Does the new job align with the position announcement and interview? Does the restaurant match the reviews?

If you think not only about “what is” but also consider “what is expected” you may glean nuanced insights to help you exceed the anticipation in the future.

Thanks, Curt!

leadership dot #3315: appreciating

July 13, 2021July 12, 2021by leadership dots by dr. beth triplettLeave a comment

In a Harvard Business Review article, the authors described the gap between managers and employees when it comes to effective recognition. “Managers incorrectly assumed employees knew how they felt about them,” they write, and managers “reported that communicating appreciation seemed really complicated,” although the employees did not share those concerns.

In contrast, employees shared five ways that managers could effectively express appreciation:

Touch base early and often. The small talk, morning greeting and time to share stories is as important as any task-related work.
Give balanced feedback. If you only share praise, it comes off as disingenuous; only criticism is deflating. Employees want both types to know that you are interested in their development.
Address growth opportunities. Help your staff find new ways to share their talents and learn.
Offer flexibility. It’s not just about remote work or flex scheduling but giving employees control over aspects of their job is an indication of trust.
Make it a habit. Build giving appreciation into your routine and find ways that allow you to frequently and authentically share your appreciation with your team.

Employee retention is more important than ever. Consider incorporating some of these tips into your regular practice to help demonstrate to your team that you truly value them. Just thinking that your employees are great is not enough. Show them!

The Little Things That Make Employees Feel Appreciated by Kerry Roberts Gibson, Kate O’Leary and Joseph R. Weintraub in Harvard Business Review, January 23, 2020.