The Power of Acknowledgement

Sharing from an OD and Leadership Student: The Power of Acknowledgement

This week during our Institute weekly huddle, I witnessed how sincere acknowledgements can impact a human being positively. When my team members sincerely, honestly, did with good intention and delightfully acknowledged one of our leaders after she presented her Show & Tell, it evoked an emotional response.

What happened during our huddle this week made me reflect on the Power of Acknowledgement and how it can transform our world (and organisations) – person by person – right before our eyes. It motivated me to continue my work (both DOing and BEing) as a coach-like Leader and OD practitioner.

WHAT?

What would you do if you knew that a simple action you could take every day would Change Your World (or Organisation) for no cost and little effort?

What if I tell you that we all have A Superpower That Can Transform Our Relationships, yet few of us use much of it?

What if I tell you that you could Make Your Work/Organisation Atmosphere Vibrant, Productive, And Alive instead of being lethargic, competitive, frustrated, and bored, even if we have a lot of work to do or tasks to accomplish?

Yes, all the above is possible if we practise sincere acknowledgement daily.

So, what is acknowledgement?

Acknowledgement is one of those things that you often don’t miss until it’s not given. Be it in the acknowledgement of someone as they walk into a room, an email received, the contribution of others or great work delivered, failing to acknowledge can be frustrating, demotivating and at times simply rude. Most of us don’t need to think too hard or long about a situation that could have been transformed if we had simply been acknowledged.

A STORY…

On Wednesday evening, I had my hair cut in a salon at a mall (one of those $12 10-min express cut salons). I noticed the hairstylist was extremely gentle and meticulous in handling my cut. I was impressed with his skills and professionalism. So, I acknowledged him by sharing what I noticed about his quality of care and service. That sparked a lively conversation with him, and the whole haircut experience was very pleasant for both of us.

acknowledgement [noun] ac· knowl· edg· ment |

• it is an expression of thanks or appreciation
• an act of admitting the existence or truth of something or
• something is given to?thank?someone for what they have done

Acknowledgement is defined both as expressing the existence of something (observing the hairstylist's quality of care and service) and as expressing or displaying appreciation for something (appreciating the way he did his best to give me a great haircut). More often, they go hand in hand.

Differences between Recognition and Acknowledgement

Sometimes we think we are acknowledging people when we are actually recognising them. Recognition, like a thank-you for a job well done, is valuable and valid. But it is not the same. So, what are the differences?

Attributes of recognition: Recognition is the appreciation for an action by a person.

For example,

• What they do to help meet a deadline
• The quality of their work
• Their responsiveness or commitment

Attributes of acknowledgement: Acknowledgement expresses appreciation of a person for who they are.

It may include:

• What you admire and what inspires you about them
• What you see in them that they may not even see in themselves
• Their value to the team and the organisation

When we acknowledge someone, we articulate what it is about this person that we appreciate, admire, like, are inspired by, etc. In recognition, we are showing appreciation for an action.

From a coach’s perspective, an acknowledgement,

• is about ‘who the person is’ - his/her BEING;
• is focused on a positive quality we noticed in the person;
• is given to encourage the person to ‘BE’ more of that quality; and
• it must come from an authentic place.

When we acknowledge someone, we show appreciation for who they are and how they are behaving. That is the big difference between acknowledgement and recognition. Unfortunately, many people give recognition well, and very few offer acknowledgement well.

Why are we not using this Superpower?

If Acknowledgement is our superpower, why are we not using it more frequently and freely? Well, there are a few possible reasons/myths,

• people don’t want to cheapen their acknowledgement by praising too many people too often;
• a rare compliment is worth much more than a frequent acknowledgement; therefore, it is treasured more;
• people might not work as hard if they are told how good they are, worrying about whether you value them makes them work harder;
• leaders are afraid of singling out someone too often and appearing to have a favourite; and
• people don’t get many acknowledgements in our culture; it is not common or may feel awkward in doing so.

My personal take and experience as a leader and coach,

“Truthful, heartfelt, and deserved acknowledgements always make an impact, sometimes a profound one, in a person’s life and work. If you are the person giving the acknowledgement, let it come from your heart and do not be attached to it once delivered. If it lands well, great! If not, it’s ok because you know that your acknowledgement comes from the right place.”- Jimmy Lee

Rarely given acknowledgements have no more value than frequent ones. Sincere praise should not be withheld due to fear of diminishing returns. Embarrassment or fear of appearing inappropriate should be overcome to reap the tremendous rewards of acknowledgements

SO WHAT?

“Judy Umlas, author of The Power of Acknowledgement believes it is a new set of habits that need to be developed and cultivated for today’s way of working. All too often we fail or forget to acknowledge others, not because we are thoughtless or unkind, but simply because we can’t always see what warrants it and our more traditional ways of recognising it no longer apply. As such we no longer acknowledge it.

Bob Nelson, a leading engagement expert argues that the habit of acknowledgement is simply disappearing from our culture. We have become so use to not giving or receiving it that we no longer look for ways to give it.

There is no doubt that the fast-paced and often frenetic ways that we now work require us to learn to ‘see’ what is happening around us in a different way. Coupled with the impact of technology, flexible and remote work environments and the ways we communicate, the way in which we observe each other’s contribution and the way we acknowledge has certainly changed enormously. However, despite all these changes we still need to be acknowledged for what we have done. We need to feel connected to what we do, who we do it with and how we offer value to the team and organisational purpose.”

Source: https://www.margotandersen.com/developing-the-habit-of-acknowledgement/#:~:text=This%20act%20of%20personal%20acknowledgement,more%20productive%20and%20timely%20results.

A Globoforce research study in 2013 showed that 89 per cent of people are more motivated by being told what they are doing right than by being told what they are doing wrong. Nearly 80 per cent looked for this recognition to be given close to the time of the activity. Another study by the author [and employee-recognition expert] Bob Nelson showed very similar results and is best summarised by this quote: "You get what you reward."

Source: https://www.inc.com/laura-garnett/acknowledgment-the-new-charisma-at-work.html

NOW WHAT?

From a coach’s lens, much of the world’s pain comes from people feeling that they are not good enough, smart enough, or rich enough. They believe they can never get enough of whatever they think they need to feel good about themselves. These negative feelings are what drive them to do things that make the world seem “broken.”

People want to be acknowledged for their contributions. It helps people feel appreciated.?It is also something all of us can do in our workplace to highlight and reinforce values, skills and behaviours that will help our colleagues towards success and honour our organisation’s Purpose.

Sincere acknowledgement builds relationships.?The recipient knows that the person cares enough to notice behaviours and skills that lead to success. Sincere acknowledgement reminds people of what they are doing well, encouraging them to continue those behaviours.?It builds relationships and shows that you care about the recipient’s contributions and future success.

Some simple rules for Acknowledgement,

• Use specific examples
• Don’t use superlatives (e.g., “great,” or “fantastic”)
• Acknowledge behaviours or actions that are meaningful to the recipient
• Acknowledge what you want to see more (e.g., Values, Qualities, Behaviours, etc.)
• Keep it short and simple. You do not need to over-explain.
• Be sincere.

Some suggestions for all leaders and OD practitioners to consider,

• Develop your acknowledgement muscle by ‘Catching People Doing Right’ and sharing it truthfully and sincerely. Use our Organisational Values as a guide to help you identify what to look out for.
• Set yourself a daily acknowledgement target (for a start) to give genuine, sincere, and heartfelt acknowledgements. What gets measured, gets done. For example, I often acknowledge the HTA canteen aunty when she gives me extra tea when I use my own mug (she has been doing so since I acknowledged her generosity). I often acknowledge Uncle Shin when he comes into our office to empty our trash. Acknowledge people you walk past on your way to the office daily. Acknowledge your colleagues (even your leaders) when you ‘Catch Them Doing Right’. Although it may be awkward for a start, trust me, it will become your second nature with enough practise.
• Acknowledgement comes in many forms. Personally, I prefer to deliver a verbal acknowledgement to the person directly. Sometimes, I choose to acknowledge an individual in front of the ‘whole village’. You can also consider writing an acknowledgement email, sending an acknowledgement card, sharing a small gift, or buying the person a cup of tea, etc. Start with something you are comfortable with and expand your range in giving acknowledgements. Try not to use only one form of acknowledgement because people have different Languages of Love (read about the 5 languages of love here), and acknowledgement will only be heartfelt if it connects to the heart of the person you are trying to appreciate.
• It will be easier to acknowledge those close to you if you start by practising your acknowledgement skills on people you don’t know very well, e.g. the canteen aunty, the office cleaner or even strangers. As you take the courage to practise your acknowledgement skills on strangers, you will find it much easier when you try to acknowledge people close to you. If you don’t believe me, try it.
• When you are at the receiving end of any acknowledgement, do not discount or dismiss it. Receiving an acknowledgement can sometimes feel awkward for some of us because we are taught to be humble. Let me help you reframe. Receive all acknowledgements with gratitude, see it as a kind gift from someone who cares. By accepting the acknowledgement, you are also showing gratitude to the giver. Don’t be too hard on yourself. Accept both your ‘Light’ and ‘Shadows’. By accepting acknowledgement wholeheartedly, you own your ‘Light’ and exercise self-love. You cannot give what you do not have. You are enough. You have superpowers. You can make a difference and others notice that.
• If someone compliments you and your team, acknowledge the compliment, and say that you will pass it along to those team members who helped you do the work or complete the project. This makes everyone feel good. Pass it on.
• You can create a corporate culture of appreciation and acknowledgement right now, no matter what you are starting with! As Stephen R. Covey said in his book Principle Centered Leadership (pg 287), “One person can be a change catalyst, a ‘transformer,’ in any situation, any organisation. Such an individual is the yeast that can leaven an entire loaf. It requires vision, initiative, patience, respect, persistence, courage, and faith to be a transforming leader.” Using the power of acknowledgement, you can be the “yeast”! Be that transforming leader or OD practitioner that Covey describes.
• Note of caution: If you are simply going through the motions of acknowledgement to make others feel good, they will notice that your words do not match your tone of voice, body language and energy. This will make you come across as not being authentic and inhibits the development of a trusting relationship. In fact, it will erode trust.

Final word,

Acknowledgement is a habit and NOT a tool. It must come from a sincere and genuine place. Through practise, it can become a habit and ritual central to our daily exchanges in our organisations or workplace.

All of us have acknowledgements stored in us. As you start paying attention to them, you will be shocked at the many things you could say to the people around you that would make their day and change their lives.

Recognising the universal importance of acknowledgement, Oprah Winfrey commented:

1. What resonated with you in my sharing?
2. What is one thing you are committed to do?
3. What’s important about that commitment?

Do share with me your thoughts in the chat.

OD and Leadership Student, Jimmy Lee

#PowerOfAcknowledgements ?#BEingDOing #BE #ODpractitioner #ODleadership