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Recognition Credits to George Stern, follow him for more valuable content. ------- Here's the original post "A person who feels appreciated will always do more than what is expected." Recognition is a tremendously underrated leadership skill. Leaders who recognize and appreciate their team's work have: ↳Higher engagement ↳Lower turnover ↳Better productivity And it's also just the right thing to do. A no-brainer all around. Here are 15 ways leaders can better recognize their team members: 1) Handwritten Note ↳Send a personalized thank you note acknowledging specific achievements 2) Time Off ↳Reward hard work by offering additional time off, even if just a few hours 3) Public Shout-Out ↳Publicly praise team members during meetings to highlight their contributions 4) Spot Bonus ↳Provide bonuses outside the regular compensation cycle for exceptional work 5) Team Lunch ↳Organize a meal to celebrate a big success or show appreciation for ongoing effort 6) Growth Opportunities ↳Support hard work by offering to pay for courses to help employees grow even more 7) Autonomy ↳Show appreciation by giving trusted employees more freedom and responsibility 8) Milestones ↳Acknowledge and celebrate work anniversaries or project completions with small gifts 9) Social Media ↳Highlight employee achievements on the company's social media platforms 10) Offsites ↳Organize fun team outings to recognize work and strengthen team relationships 11) Nomination ↳Put employees forward for industry-wide recognition or awards 12) Flexibility ↳Allow team members to have flexible work schedules, showing trust and appreciation 13) Formal Program ↳Enable peer-to-peer shout-out board, employee of the month programs, etc. 14) Feedback ↳Ask for, listen to, and actually act on employees' feedback and ideas 15) Personal Thanks ↳Simply say "thank you" - genuinely, in-person, and often Recognition is low (and often no) cost, and has a huge impact. Make sure you're using it often. Any you'd add to this list? --------- Follow for more Business Knowledge

Be a different team leader 👇 Leading a team requires more than just giving orders – it demands a unique blend of skills, attitudes, and behaviors that inspire and empower others.Here, we explore how you can differentiate yourself as a team leader by embracing authenticity, cultivating a growth mindset, fostering collaboration, prioritizing emotional intelligence, empowering team members, leading with integrity, adapting to change, and communicating effectively. By delving into these key areas, you can elevate your leadership approach and drive positive transformation within your team. 1.Embracing Authentic Leadership: Understanding Authentic Leadership - Authentic leadership is like the real deal in a world full of knock-offs. It's about being genuine, transparent, and true to yourself. No fake smiles or empty promises here. Building Trust through Authenticity - Trust is the glue that holds a team together, and authenticity is the secret recipe. When you're real with your team, they'll trust you more than a shady used car salesman. 2.Cultivating a Growth Mindset: Embracing Challenges and Learning Opportunities - Think of challenges as the veggies on your plate - you might not love them, but they're essential for growth. Embrace challenges and see them as opportunities to level up. Promoting Continuous Improvement and Development - Just like a fine wine gets better with age, you too can improve over time. Encourage yourself and your team to never stop learning and growing. The sky's the limit! 3.Fostering a Collaborative Team Culture: Creating a Supportive and Inclusive Environment- Teamwork makes the dream work, but only if everyone feels supported and included. Be the cheerleader that brings everyone together, pom-poms optional. Encouraging Open Communication and Idea Sharing- Communication is key, like finding out your favorite snack is back in stock. Encourage your team to speak up, share ideas, and create a culture where everyone's voice is heard. 4.Prioritizing Emotional Intelligence: Developing Self-Awareness and Self-Regulation - Emotional intelligence is like having a superpower in your back pocket. Understand your emotions, control them like a boss, and watch how it transforms your leadership. Empathizing and Connecting with Team Members - Put yourself in your team's shoes, like trying on a new pair of sneakers. Show empathy, build connections, and watch how it forges a bond that's stronger than superglue. Remember, being a different team leader is not about being perfect, but about committing to continuous improvement and embodying the qualities that inspire and motivate those around you. ✌

Most teams operate at 58% of their true potential. We know because we have assessed tens of thousands of teams via our Team Performance Assessment in regard to these metrics: • Communication • Relationship • Alignment • Execution • Capacity The best teams in the world have learned how to work together in what we call at GiANT, a “the Team Performance Fywheel.” When each component is healthy and functioning properly, it creates a flywheel of momentum and healthy growth. Communication is the core of any team. When a team is communicating, they’re operating at a high level and everyone is in sync. The next is relationships. If the team has healthy relationships, that means there’s relational trust. The combination of communication and relational trust leads to engagement. You want engaged people on your team, not just compliant people. Alignment comes naturally after these first two are established. This means everyone knows what we’re doing, where the team is headed, and why. When everyone is aligned on the vision, the strategy, and the tactics, and have clear communication and solid relational dynamics, then it’s significantly easier to execute. Execution is a byproduct of alignment. Then the overall capacity of the team is raised because everyone is on the same page and they’re thriving. Too many people make the mistake of only focusing on these latter three elements. Unfortunately, what happens with most leaders is they try to maximize team performance by jumping right to number 3 and saying something like, “C’mon people, let’s get on the same page!” Then they go right to number 4 and say, “Let’s just get things done, let’s go!” And they use fear and manipulation to try and get people aligned and to get them to execute. That is where compliance comes in. People will do just enough to keep their jobs, but they are not fully engaged. The issue there is these teams will never create a green, healthy flywheel. It will likely always be red and barely moving, leading to inefficiencies and causing the team to fall short of its potential. So, maximizing team performance always starts at the top of the flywheel with communication and building genuine relationships with your team. If you want your team to operate at its full potential, you have to start with communication, which happens by learning the 5 Voices and building strong relationships, which takes time. That’s all for today! Be sure to check out the free 5 Voices Assessment in the comments below.

Recognition Credits to George Stern, follow him for more valuable content. ------ Here's the original post: "A person who feels appreciated will always do more than what is expected." Recognition is a tremendously underrated leadership skill. Leaders who recognize and appreciate their team's work have: ↳Higher engagement ↳Lower turnover ↳Better productivity And it's also just the right thing to do. A no-brainer all around. Here are 15 ways leaders can better recognize their team members: 1) Handwritten Note ↳Send a personalized thank you note acknowledging specific achievements 2) Time Off ↳Reward hard work by offering additional time off, even if just a few hours 3) Public Shout-Out ↳Publicly praise team members during meetings to highlight their contributions 4) Spot Bonus ↳Provide bonuses outside the regular compensation cycle for exceptional work 5) Team Lunch ↳Organize a meal to celebrate a big success or show appreciation for ongoing effort 6) Growth Opportunities ↳Support hard work by offering to pay for courses to help employees grow even more 7) Autonomy ↳Show appreciation by giving trusted employees more freedom and responsibility 8) Milestones ↳Acknowledge and celebrate work anniversaries or project completions with small gifts 9) Social Media ↳Highlight employee achievements on the company's social media platforms 10) Offsites ↳Organize fun team outings to recognize work and strengthen team relationships 11) Nomination ↳Put employees forward for industry-wide recognition or awards 12) Flexibility ↳Allow team members to have flexible work schedules, showing trust and appreciation 13) Formal Program ↳Enable peer-to-peer shout-out board, employee of the month programs, etc. 14) Feedback ↳Ask for, listen to, and actually act on employees' feedback and ideas 15) Personal Thanks ↳Simply say "thank you" - genuinely, in-person, and often Recognition is low (and often no) cost, and has a huge impact. Make sure you're using it often. Any you'd add to this list? ------- Follow Business Infographics to learn from the best visuals.

𝐋𝐞𝐚𝐝𝐞𝐫𝐬 who 𝐦𝐚𝐤𝐞 𝐭𝐡𝐞𝐢𝐫 𝐭𝐞𝐚𝐦 𝐟𝐞𝐞𝐥 𝐯𝐚𝐥𝐮𝐞𝐝 will see higher engagement, lower turnover, and improved productivity. Here are 15 simple but powerful ways to recognize and appreciate your team: 🎉 𝐻𝑎𝑛𝑑𝑤𝑟𝑖𝑡𝑡𝑒𝑛 𝑁𝑜𝑡𝑒 – Send a personal thank-you acknowledging specific achievements. ⏳ 𝑇𝑖𝑚𝑒 𝑂𝑓𝑓 – Offer extra time off, even a few hours, as a reward for hard work. 📣 𝑃𝑢𝑏𝑙𝑖𝑐 𝑆𝘩𝑜𝑢𝑡-𝑂𝑢𝑡 – Praise team members in meetings to highlight their contributions. 💰 𝑆𝑝𝑜𝑡 𝐵𝑜𝑛𝑢𝑠 – Give unexpected bonuses for exceptional work outside the regular pay cycle. 🍽️ 𝑇𝑒𝑎𝑚 𝐿𝑢𝑛𝑐𝘩 – Organize meals to celebrate success or ongoing effort. 📈 𝐺𝑟𝑜𝑤𝑡𝘩 𝑂𝑝𝑝𝑜𝑟𝑡𝑢𝑛𝑖𝑡𝑖𝑒𝑠 – Support development by funding relevant courses. 👐 𝐴𝑢𝑡𝑜𝑛𝑜𝑚𝑦 – Grant trusted employees more freedom and responsibility as a sign of appreciation. 🎁 𝑀𝑖𝑙𝑒𝑠𝑡𝑜𝑛𝑒𝑠 – Celebrate work anniversaries or project completions with thoughtful gifts. 📱 𝑆𝑜𝑐𝑖𝑎𝑙 𝑀𝑒𝑑𝑖𝑎 – Highlight achievements on the company’s social media platforms. 🏞️ 𝑂𝑓𝑓𝑠𝑖𝑡𝑒𝑠 – Plan team outings to strengthen relationships and recognize hard work. 🏅 𝑁𝑜𝑚𝑖𝑛𝑎𝑡𝑖𝑜𝑛 – Put employees forward for industry awards or external recognition. 🔄 𝐹𝑙𝑒𝑥𝑖𝑏𝑖𝑙𝑖𝑡𝑦 – Offer flexible work schedules to show trust and appreciation. 🏆 𝐹𝑜𝑟𝑚𝑎𝑙 𝑃𝑟𝑜𝑔𝑟𝑎𝑚 – Implement peer-to-peer shout-outs or employee of the month programs. 🗣️ Feedback – Listen to and act on employees' feedback, making them feel heard. 🙏 Personal Thanks – A simple, genuine “thank you” goes a long way. #EmployeeRecognition #Leadership #TeamEngagement 🎯 Personal gestures, like handwritten notes, can have an outsized impact. 🏅 Recognition programs don't need to be formal to be effective—frequent, small acts of appreciation count! 🤝 Employee engagement soars when leaders make recognition a daily habit. ♻️ Repost if you enjoyed this post and follow me, César Beltrán Miralles, for more curated content about leadership!

You might think you’re doing everything right as a manager—but what if your leadership style is quietly holding your team back? Here are 10 subtle signs you might be failing as a manager without even realizing it. 1. Your team stops asking questions. If they’ve stopped seeking your input, it’s not because they have all the answers. It could mean they feel ignored or dismissed. 2. You’re the bottleneck for decisions. When everything needs your approval, progress slows—and your team’s confidence takes a hit. 3. Turnover is high, but no one’s telling you why. If people are leaving and you’re not hearing the reasons directly, it’s a red flag that your team doesn’t feel safe being honest. 4. Feedback flows one way—downward. If you’re not receiving feedback from your team, you’re missing out on valuable insights and perspectives. 5. Your team avoids you. Whether it’s skipping meetings or keeping interactions minimal, avoidance is a silent signal of disengagement. 6. No one volunteers for new projects. This could mean they’re burnt out—or worse, they don’t feel their contributions are valued. 7. Conflicts are resolved without your input. It’s great when teams solve their own problems, but if they’re bypassing you entirely, they may not see you as a helpful resource. 8. You’re constantly firefighting. If every day feels like a crisis, it’s a sign your team isn’t empowered to manage issues independently. 9. Innovation has stalled. A lack of fresh ideas often points to a culture where creativity isn’t encouraged or rewarded. 10. Your team gives you what you ask for—nothing more. If they’re only doing the bare minimum, it’s a clear sign they’re disengaged or unmotivated. Which of these signs resonate with you? DM me "EMPOWER" and let's work towards turning this around.

Here's an interesting point of view for any leader to consider.... and, wait ~ this is not a difficult or time consuming task. Start by looking around your team, department, or organization and identifying the person(s) that is both efficient and effective. Consider: are they quietly making things better / easier for themselves and their peers? Now take a closer look.... what impact are they having on results? Hmmm.... improving processes, efficiency, effectiveness (& likely stronger relationships)... might be worth figuring out to reward, engage and replicate these employees!? What do you think?

58% effectiveness?!? That is a painful stat to read. I don’t know anyone who wakes up going, “I hope my work experience today is mediocre.” “I hope we squander profit or outcome potential.” Most of the people we talk to hope to be part of the necessary change to see that stat improved. Yet, with out coordinated, intentional effort, change doesn’t occur. For those who truly want to improve the 58%, they invest in their team. They double-down on communication, relationships, alignment, execution, and capacity. At Ripple Effects, we serve as guides to help teams improve their effectiveness.

I think this is a really great example of how we can infuse different theoretical frameworks to our working life. Applying Maslow's Hierarchy of needs to a team setting is a great lens for facilitators and managers alike to think about when creating group cohesion. If folks aren't getting their basic needs met in the group, they are going to feel left behind.

*🌟Workplaces run on trust🌟* Take aways from the course I’ve just completed today: It’s how we motivate, influence, and stay accountable to each other. In every work culture and organization, trust is the foundation for effective relationships. Studies show that in organizations where people trust each other, employees are more productive, collaborative, and engaged. The science behind this: The frontal cortex of the brain is responsible for higher-level thinking, such as analysis, creativity, and collaboration. When we feel safe, this part of the brain lights up on scans. But when we feel angry or anxious, the frontal cortex of the brain shows far less activity. As a result, we see fewer options, make more mistakes, act selfishly, and cling to old habits. Bottom line? By making your team members feel safe, you help them to be their most productive at work. 3 questions to ask as a leader: 1️⃣ Does my team trust me ? No trust? Your team may resist your ideas or not put forth their best efforts. 2️⃣ Do i trust my team ? No trust ? You’ll end up micromanaging your team, and progress will stall. 3️⃣ Do team members trust each other? No trust ? Your team won’t work together creatively or efficiently. In order to follow your lead, team members need to believe that your authenticity, logic, and empathy are sound. Autonomy doesn’t mean abandonment. Delegate work, agree on a reasonable check-in schedule, and be available for questions, resources, and coaching. If an important value is only given lip service, it can erode trust and damage morale. Your team isn’t performing well and you’re not sure why. What could be one sign that there’s a trust problem? Result: Work has gotten very bureaucratic: the team is copying you on every email and putting everything in writing.