Not All Feedback Has Equal Value: Are You Recognizing What’s Powerful?

Three choices for you:

  • Would you rather be told by your boss, “I can trust you” . . . or thanked for delivering a project on time?
  • Which would mean more to you: Being told you’re accountable by those in power . . . or given the “big achiever” award at the annual conference?
  • Would there be a difference to you if your family said, “You’re always present for us” . . . instead of hearing “Thank you for taking us on a vacation”?

Many people operate in organizations starved for feedback that means something. Often, when they are acknowledged it’s related to what they’ve delivered or achieved. This isn’t bad, of course; we all like to know we’ve delivered on objectives.

Something magical happens, however, when we go beyond recognizing people merely for what they do and instead acknowledge who they are. When we recognize what we value in others, they often deliver more valuable outcomes. (And we, as leaders, become more of who we can be.)

Not all feedback has equal value: Are your recognizing what’s powerful?

How to Coach to the Behaviors that Deliver Outcomes – Approach #5

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