Praise Mightily if it is Warranted by Marc LeVine

Nothing is more effective than sincere, accurate praise, and nothing is more lame than a cookie-cutter compliment. - Bill F. Walsh

We must do more to make others feel better when they deserve our admiration for their actions and gestures.?Don't let the moment pass by withholding praise for a job well done or a deed well intended.

Don’t we all love it when someone compliments us and praises our work and good deeds?? We do, but only when what is offered is legitimate praise, and we aren’t being patronized or manipulated by someone with a nefarious agenda.

Whatever the case may be, it seems as if most people who are quick to criticize struggle mightily to offer praise to those deserving of it. Why is it so difficult to make a co-worker, friend or even an informal acquaintance feel good about their noteworthy accomplishments and whole-hearted actions?

It's a great question.? First, it is important to understand exactly what praise means and what its effects are on praiseworthy people as well as on those contemplating offering it to them.

Praise is a form of social interaction that can have various effects on people, depending on how they perceive it and how it is delivered. Possible reasons why some people find it difficult to offer praise are:

·??????? People with low self-esteem may feel insecure about their own abilities or achievements and may fear that praising others will make them look inferior or less competent.

·??????? Those with a competitive mindset may consider praise a zero-sum game in which praising others means having to give up some of their own status or recognition.

·??????? Individuals with a fixed mindset who believe that praise is only deserved for innate talent or exceptional performance may not believe it is appropriate to yield great effort or significant improvement.

·??????? Others may have a different cultural background or communication style that values modesty, humility, or indirectness over explicit praise.? This we can all respect and reconcile.

·??????? There are also those who may have had bad experiences receiving praise, such as receiving insincere, excessive, or manipulative praise that undermined their trust or motivation.

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These are just a few of many possible things that might influence how people give and receive praise. And realize that, not all praise is equally effective or beneficial. The quality and quantity of praise may also affect how people respond to it.

Studies suggests some of the most effective ways to offer praise are:

·??????? Be specific and genuine. Praise should be based on observable facts and genuine appreciation, not vague generalizations, or ulterior motives. That is merely pandering.

·??????? Focus on the process rather than the outcome. Praise should emphasize confirmed actions, strategies, or behaviors that helped attain a positive result, not just the result itself.

·??????? Offer constructive feedback, always. Praise should be accompanied by suggestions for improvement or further learning, not just compliments or rewards. We usually like to know that those offering us praise are integrally familiar with the details regarding goal attainment.

·??????? Consider the context and the recipient. Praise must be appropriate for the right situation and worthy individual, considering their goals, preferences, and emotions.

Praise can be a powerful tool for enhancing learning, motivation, and well-being, but it can also backfire if used incorrectly or excessively. Therefore, it is important to understand the psychology of praise and how to use it wisely.

The Author

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Marc LeVine is a graduate of Syracuse (NY) University with a degree in Industrial Psychology, Marc is currently Talent Acquisitions Manager at Thermo Systems. He is the recipient of the Excellence in Talent Acquisitions Award from HR Awards in 2021.

Marc's prior employment includes senior Human Resources and Staffing Industry management roles with Edgewood Properties in Piscataway, NJ, Brickforce Staffing in Edison, NJ, InfoPro Inc. in Woodbridge NJ and Plainsboro, NJ and Harvard Industries in Farmingdale, NJ, a former Fortune 500 company. He also served as Director of Human Resources for New Jersey Press, the parent company of the Asbury Park Press, Home News and Tribune and WKXW-NJ101.5. Earlier in his career, Marc served as Director of Career Services and Placement at Union Technical Institute in Eatontown and Neptune, NJ. In addition, Marc owned and operated Integrity Consulting Associates, a New Jersey based Human Resources and Social Media Marketing firm for 11 years. Marc also served as Council President in his hometown of Freehold Borough, NJ