How can you show appreciation for your team members and stakeholders as a mindful leader?

A powerful but often underused way to truly convey appreciation is to actually use the word "APPRECIATE." We often believe that just saying thanks or merely shining a spotlight on a team member's efforts conveys the full essence of our appreciation for them. But there are very few statements that hit the same high note as "I appreciate you." or "I appreciate your help." or "I appreciate opinion." It's even more powerful at home and in relationships. Saying and hearing the word "appreciate" can have a profound impact on the bond between you and the most important people in your life.

From my experience, genuine recognition goes a long way. I remember writing personalized notes to each team member after a particularly challenging project. It wasn't just a "thank you" but a note that highlighted their unique contribution and the difference it made. This simple act resulted in a visible uplift in team spirit and a sense of pride in their work. Personal anecdotes, like the time I saw a team member stay late to perfect a presentation, and mentioning it in our team meeting, show that I see and appreciate their dedication.

Also, listen for their pains, aches, and low-level frustrations. A leader's responsibility is to be upfront to navigate for people and remove obstacles from their path. They need less friction in their day so they can build momentum and offer their full potential. They are responsible for their work; we are responsible for their path. So, give them the straightest, shortest, and smoothest path to be able to deliver the performance they seek.

In our weekly brainstorming sessions, I prioritize giving each member the floor to voice their ideas and concerns. I’ve found that acknowledging their opinions, even if they diverge from the majority, fosters an inclusive environment. There was an instance where a team member suggested an approach that was completely out of left field, but by listening and integrating her idea, it led to one of our most innovative campaigns. It showed the team that every voice can lead to groundbreaking results.

I've always believed in the 'coach approach' to leadership. Just last quarter, I connected a team member with a mentorship program that not only honed her skills but also expanded her professional network. Additionally, I make it a point to align projects with team members' career aspirations, giving them a platform to shine and grow. For example, knowing a team member’s interest in sustainability, I tasked them with leading a green initiative within our company, which not only fueled their passion but also benefited our corporate social responsibility.

Everyone in a team, group, or organization offers a unique lens to see challenges, opportunities, and risks. By pulling in diverse perspectives, the view of the operational landscape effectively goes from black and white, to colour, to high def, to 3D, to augmented reality. Decisions are elevated and fortified by the collective experiences of our people.

The key word there is "safe." All workplace drama and misalignments are born from people not feeling safe and their pursuit to find the level of safety they seek. If a person feels the actions of another hinder their ability to contribute or perform at their best, in that moment, they may not feel their job is safe and, ultimately, their livelihood. This triggers a survival response and often unwanted emotions. So, if you sense a team member or even a client is being affected by "negative" emotions like frustration, anger, or simply a more aggressive tone, try to find their concern. Something in that moment compromised their level of safety. This shift could simply be from a misunderstanding. Bring them back to where they feel safe.

Caring for my team's well-being is non-negotiable. During the peak of the pandemic, recognizing the stress everyone was under, I implemented ‘Well-being Wednesdays,’ where the team could engage in non-work-related activities like meditation sessions or group workouts. It wasn't just about promoting a break but about showing that their health is a priority. One of my team members shared how these efforts made her feel seen and supported, not just as an employee, but as a person.

While diversity does enrich the capabilities and visibility of a group, an often overlooked aspect is the challenges that may come with their innate strength. A great example is individuals who are neurodivergent, such as ADHD, dyslexia, and autism. These traits bring unique strengths like creativity, analytical ease, and enhanced problem-solving skills, but they also come with challenges that most people may not find a problem. To be inclusive also means creating a work environment of processes, methods, and tools that don't work against some people. If their less strong aspects are supported, they can offer more of their strengths.