#16: Appreciation is not just a superficial nicety, but an investment in others.

Appreciation is a powerful but often misunderstood aspect of leadership. Matt Stone, CEO of BehavioralOS, mentions in his article “Maximizing appreciation: Investment strategies for people-centered leaders” that, “acts of appreciation are investments powered by vulnerability as the currency.” He also goes on to state that,

“In a world where the expression ‘I appreciate you’ has become a ubiquitous, low investment salutation, leaders are wise to embrace appreciation as an indispensable leadership tool that is about much more than a feel-good moment.”

Appreciation as a word has a remarkably multidimensional meaning. Whether looking at the verb or noun forms, the full definition includes the concepts of acknowledgment, full recognition, gratitude, and an increase in value.?

Put simply, to appreciate another person means (1) I see you, (2) I value you, and (3) I’m invested in your growth. You can view this three-part definition as an “investment scale,” where (1) is a result of low investment and (3) is a result of high investment, where investment is akin to vulnerability. A higher investment behavior, therefore, is a behavior that requires more vulnerability.?

??Some Tips for Adopting Appreciation as a Practice

So how do we go about reaping the benefits of appreciation as a practice, in a way that is more grounded and accessible, and less abstract? Here are a few tips:

1.“Low Investment” Behaviors are not ideal, but are better than “No Investment”: Expressing satisfaction or dissatisfaction without providing specific feedback can be considered low investment behaviors. Low investment behaviors can communicate to someone that you are paying attention to what they are doing and to a certain level, makes them feel seen. While it's better than no acknowledgment, it may lead to misunderstandings and hinder growth over time.

2. Practice “Medium” and “High Investment” Behaviors: To foster growth and fully utilize team members’ potential, leaders should engage in medium and high investment behaviors. This includes offering specific feedback and providing mentorship. Being specific and clear in your assessments can empower team members to grow and improve.

3. Give, but also be able to receive feedback: Even experienced leaders often give feedback without asking for it, but to be effective, feedback should always be a two-way street. Leaders need to be able to gracefully accept feedback and apologize for any mistakes; this can help promote open and honest communication and a culture built on transparency, accountability, and trust.

4. Vulnerability as a Key Element: Appreciation requires vulnerability, as it involves being open and honest when giving and receiving feedback. Leaders who are willing to be vulnerable can establish more meaningful connections with their team members.

5. Understanding Team Members: Employing surveys and assessments can help leaders better understand individual team members’ needs and preferences, enabling them to invest more effectively in their success. In our own research, carried out with a team of I-O psychologists, we have found that junior employees typically have a lot higher need for feedback than experienced, senior employees, who appear to be more confident in their self-assessment.

Appreciation is multidimensional and goes beyond superficial gestures. It encompasses a deeper understanding and recognition of individuals’ contributions and potential. The returns on appreciation may not be immediate, but over time, consistent acts of appreciation can lead to greater mutual growth and a stronger team dynamic.

??This is a summarized version. Click here to read the full article.?

??Pair this with “Three things even experienced managers often get wrong about giving feedback” for more tips on giving effective feedback.

????What we’re reading/listening to this week:

The Undoing Project by Michael Lewis

Michael Lewis has a gifted eye for finding great data-based, science-y stories and tells them with flair and style. In this book he shares the story of two Israeli psychologists, Daniel Kahneman and Amos Tversky, and their groundbreaking research on heuristics in judgment and decision-making.

The Puzzle of Motivation by Daniel Pink

Old but gold. Daniel Pink’s Ted Talk on Intrinsic Motivation is always worth a re-watch. In it, he talks about how our focus on external rewards as motivation are failing us, and shares a path forward that is more in keeping with our times.

About Attuned

Attuned is a psychology-backed, AI-driven platform that shows companies what really matters to their employees by measuring and visualizing the values and intrinsic motivations that drive each person. This allows busy managers to get to know their teams quicker, identify blind spots at-a-glance, and communicate more effectively. The result: increased engagement, productivity and innovation, more Psychological Safety, and ultimately happier organizations.

Visit our website to learn more about what we do, or take a quick product tour.