Imagination, Encouragement, and Acknowledgement

Across my career, I have worked with hundreds of leaders, in a variety of industries. In some situations, as a subordinate, in others as a colleague or consultant. I learned a great deal about those I worked with by listening to their feedback, while observing their behavior and interpersonal code of conduct. One leader stands out above the crowd. The imprint of the experience of her leadership has been far-reaching. Years after working with her, in difficult situations where there is no single right answer, perhaps no right answer at all, I find myself wondering, “What would she say/do here?”

Her humanity is evident in her everyday actions. She treats everyone with deep respect; she is intensely curious, with tremendous intellectual horsepower. She has imagination! She sees potential in her team, that they cannot see in themselves. She is the living embodiment of “Grit.” She elevates everyone she works with, consistently, genuinely, and there is no bullshit.

In a challenging moment in my career, she shared some feedback, “Why are you reacting with so much emotion? You are a smart, resilient woman. You have been knocked down before. You know every situation is really an opportunity.” It was classic. In less than ten seconds, she shifted my mindset. I had begun the conversation deflated, and emotional. When we hung up, I thought, “The most amazing leader I have ever met thinks I am a smart, resilient woman. She believes I can get back up; and know what to do to make this into an opportunity.” Her encouragement, and acknowledgement altered the course of what was possible next.

Encouragement is the most powerful form of feedback we can provide to others. The act of giving someone support, confidence, or hope, is practicing our humanity. 

Stimulating confidence; appreciating effort, and progress, no matter how significant, helps others take chances, and develop an individualized, and sustainable “Growth Mindset.” Dr. Carol Dweck has been doing incredible research for decades that demonstrates the power of a Growth Mindset on an individual’s life; encouragement is key. 

Encouraging others to see the best in themselves, and work toward their dreams; supporting their concrete steps toward a better future, requires imagination, and empathy. Leaders who care deeply about development ask considered, objective and probing questions.  Their focus is on helping others have new insights; opening up the possibility for learning, personal growth, and professional development. In this act leaders transfer the responsibility for ideas, solutions, and advancement to others, empowering them to engage wholly, and take ownership of their results. 

In that emotional moment years ago, my leader did more than ask an insightful question. She acknowledged my strengths, and reminded me that what happened next was in my sphere of control. In doing so she gave me confidence to move past a difficult experience, and make something more of the situation for myself.  

Acknowledgement is encouragement taken to the next level. It is a powerful equation of encouragement + personal observation + genuine appreciation. In the hands of experienced practitioners, providing acknowledgement seems, effortless. “You are a smart woman. You have been knocked down before. You know every situation is an opportunity.” I am certain there are dozens of others who would eagerly testify to the power of her encouraging words. Her interest is in helping her team take rational stock of irrational, and emotional situations; and move forward productively. With her eye on results, she guides individuals toward consistently high performance, and collective achievement, with imagination, encouragement, and acknowledgement.

What is one first next step you could take to improve your efforts to recognize, encourage and acknowledge others for their contributions?

Is there someone in your circle of influence that would benefit from your encouragement or acknowledgement? Here are some examples of probing, and encouraging questions that might be useful:

·       Complex problems require new insights. What are you learning as you proceed?

·       Any highlights you care to share on your current endeavors?

·       How close are you to achieving this goal? 

·       How important is it to you to succeed in this effort?

·       Any other options can you imagine to move this effort forward productively?

·       Anyone else you are thinking of engaging? Why?

·       How can I support you? The team?