Fostering a Culture of Appreciation in Leadership

In today's organizations, there's a lot of emphasis on managing resources with a "RESOURCE CONSTRAINED MINDSET." This means we're aware that resources are limited, so we aim for efficient use, doing more with less, and effective prioritization. As a CFO, I deal with this every day. With the transition to an Agile way of working in organizations, the resource constrained mindset emerges as a crucial facilitator for delivering optimal results. However, what's becoming more common is a subtle yet powerful force known as the "APPRECIATION CONSTRAINED MINDSET." This mindset reflects a struggle among leaders to acknowledge the efforts and achievements of their teams, often dwelling more on flaws and deficiencies. Is this constrained mindset permeating all aspects of our work? Does showing appreciation incur costs? The answer is no. However, we observe this phenomenon in action every day.

Several factors contribute to this mindset. Some leaders, in their pursuit of perfection, dwell excessively on flaws, impeding their ability to appreciate positive outcomes. Fear of complacency may also drive leaders to prioritize criticism over acknowledgment, believing it's the only way to maintain high standards. Additionally, some leaders may be unaware of their mindset, genuinely thinking their approach motivates their teams.

Organizational culture plays a pivotal role, with criticism and fault-finding becoming the norm in some settings. Insecurity about leadership skills or position can further deter appreciation, as leaders fear acknowledging their team's strengths might undermine their authority.

A closer look at how leaders express appreciation reveals a common qualifier: the word "BUT." While leaders may genuinely appreciate accomplishments, the addition of a "BUT" can diminish the positive impact. In some cases, leaders use "BUT" to set conditions for improvement, inadvertently lessening the value of their praise. For others, habitual language use or an afterthought "BUT" may unintentionally convey a lack of genuine intention to appreciate, leaving team members feeling undervalued.

To foster a positive work culture, leaders should recognize the importance of sincere and unqualified praise. Constructive feedback remains valuable but must be balanced with genuine appreciation. Let's redirect our attention to a frequently neglected yet essential aspect of leadership: creating an atmosphere that nurtures acknowledgment and encouragement. This approach not only enhances the well-being of individuals but also contributes to the overall success of the organization.