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express themselves and give the best of themselves.
00:00:11
We all know the importance of showing children
00:00:13
that they are important by respecting them,
00:00:15
listening to them,
00:00:16
and supporting them if necessary.
00:00:20
acknowledgement seems to take a back seat,
00:00:22
especially at work.
00:00:24
22% of OECD residents say they suffer from a lack of recognition at work and at home.
00:00:31
So why are these signs of acknowledgement so important?
00:00:34
Why are they so few or so badly given,
00:00:37
and especially how to give them?
00:00:40
Why are signs of acknowledgement essential?
00:00:43
We feel that we are valuable because we are respected,
00:00:48
The others are like mirrors that tell us,
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you are not just a number,
00:00:53
an interchangeable,
00:00:54
nameless worker.
00:00:56
Some say indifference is worse than hate.
00:00:59
That it is better to be hated
00:01:01
than transparent non-existent
00:01:04
recognizing the person in front of us simply for who they are,
00:01:08
regardless of their qualities,
00:01:10
and flaws is the basis of self-esteem.
00:01:14
You are important,
00:01:16
Without conditions.
00:01:18
We tend to recognize that doing more than the being.
00:01:22
I am giving you a positive feedback because your results are good.
00:01:26
It is already a huge step to give this feedback on the results,
00:01:29
but football supporters don't perform the wave
00:01:33
only when their team scores.
00:01:35
They know how to value and encourage attempts,
00:01:41
A study showed that children in school receive 10
00:01:44
times more negative than positive signs of acknowledgement.
00:01:48
The evaluation of work is still very often done
00:01:51
by pointing out errors and deducting them from the mark
00:01:55
than by highlighting the achievements.
00:01:58
Could we reverse the trend and choose to give
00:02:00
10 times more positive than negative signs of acknowledgement,
00:02:06
telling rewarding words?
00:02:08
It seems obvious that signs of acknowledgement
00:02:11
increase the energy of the recipient tenfold.
00:02:14
Just watch the joy of a child who received a good
00:02:17
grade in school and his dejection when he is poorly graded.
00:02:23
Robert Rosenthal and Leonor Jacobson organized a false IQ test in a school.
00:02:29
The teachers were told that some children were smarter than others.
00:02:34
The following term,
00:02:35
those randomly selected students made the greatest progress.
00:02:39
The teacher's attention towards them,
00:02:41
their certainty that the child had every capacity to progress,
00:02:45
did indeed make them progress.
00:02:48
Signs of acknowledgement reinforce negative or positive results.
00:02:53
By telling someone that they are creative,
00:02:55
they will develop their creativity.
00:02:57
By telling someone they are a good for nothing,
00:03:00
they risk becoming one.
00:03:02
By ignoring the advice of your employees,
00:03:05
they will no longer cultivate good ideas and
00:03:08
will confine themselves to doing their work repeatedly.
00:03:11
Some companies are now complaining about resistance to transformation
00:03:16
and the lack of innovation of their teams.
00:03:20
their spirit of initiative has been locked up and their opinions ignored.
00:03:25
It can take time to reverse the trend
00:03:27
by giving back signs of acknowledgement to teams.
00:03:31
I remember a game played in business seminars.
00:03:35
It consisted of sending a few coins into a receptacle placed 3 to 4 m 10 ft away
00:03:43
while the guinea pig Andrew was throwing his coins.
00:03:47
The team had to give positive signs of encouragement,
00:03:51
encouragement by calling him by his first name and valuing
00:03:55
not only of the achievements but also the person.
00:03:58
The results were quite satisfactory.
00:04:02
as the same guinea pig Andrew tossed his coins again,
00:04:06
the team had to show negative attention
00:04:09
or ignore Andrew altogether.
00:04:11
They were talking as he focused on throwing the coins or was
00:04:15
saying that it was impossible that he was doing it wrong,
00:04:18
that he would never make it,
00:04:20
laughing at the way he did it.
00:04:22
Can you imagine the result in the 2nd session?
00:04:25
Despite the gained experience,
00:04:27
Andrew was less efficient,
00:04:30
he had lost all pleasure,
00:04:32
and his body had accumulated a lot of tension.
00:04:35
How do you know if there is sufficient acknowledgement in a business
00:04:39
from the social climate?
00:04:42
Pay attention to the business climate,
00:04:44
and you will quickly find out if people are given enough consideration.
00:04:48
Even and especially in a difficult economic context,
00:04:52
acknowledgement can make all the difference.
00:04:55
Since everyone recognizes that signs of acknowledgement are essential,
00:05:00
why are they so rare or so badly given?
00:05:03
It's true most are free and inexhaustible,
00:05:07
an attentive ear,
00:05:09
It should be noted beforehand
00:05:11
that we are not all sensitive to the same signs of acknowledgement.
00:05:15
Gary Chapman mentions words of affirmation,
00:05:18
nonverbal signs,
00:05:20
receiving gifts,
00:05:21
acts of service,
00:05:23
You will have the full description on our video on the recognition signs.
00:05:30
will be sensitive to your congratulations.
00:05:32
Others will need to share quality time with you.
00:05:35
The culture of the company will play an important role in this area.
00:05:39
Does the company think recognition is important?
00:05:42
Does it see employees as production tools,
00:05:45
or has it deployed an employees first type culture?
00:05:49
Does it offer training for managers on giving feedback?
00:05:54
let's talk about them.
00:05:56
There are 3 hindrances stated by managers.
00:06:01
the lack of time to show signs of recognition at work.
00:06:05
they also say they are afraid of setting unrealistic expectations.
00:06:10
they are afraid that whatever they give will
00:06:12
be added to the list of acquired benefits.
00:06:16
Many managers lack spontaneity or sincerity when expressing their satisfaction.
00:06:21
They didn't learn in their childhood to authentically value and encourage.
00:06:27
this culture of encouragement and appreciation
00:06:30
is more common in Anglo-Saxon culture.
00:06:33
Manageial practices can only change if the company supports
00:06:37
managers by clearly displaying human values that are going beyond
00:06:42
result oriented cultures.
00:06:44
Values such as recognition,
00:06:52
The attention paid to working conditions and to
00:06:54
psychosocial risks marks the beginning of awareness.
00:06:59
Here is an example from a company.
00:07:01
The Favvie Company introduced the concept of
00:07:04
gratitude and celebration a few years ago.
00:07:07
At the start of all meetings,
00:07:09
participants took turns talking about someone
00:07:12
they had thanked or congratulated recently.
00:07:16
the right intention is not enough,
00:07:18
and showing attention does not have the desired effect
00:07:21
because it is not sincere or personalized enough.
00:07:25
It reminds me of a coachee who dared to tell his boss.
00:07:30
when you say hello to me and shake my hand in the morning without a glance,
00:07:36
If you look at me while shaking my hand and say,
00:07:39
it will change the whole dynamic.
00:07:42
Betty was surprised and
00:07:47
She was just not sensitive to the same acknowledgement
00:07:50
and uncomfortable with the ritual of shaking hands.
00:07:54
Nice transition to approach the last part of the video.
00:07:58
How to give signs of acknowledgement to our relatives and colleagues.
00:08:03
as soon as possible.
00:08:05
Don't wait several days to say thank you,
00:08:10
focus on quality rather than quantity.
00:08:14
Sometimes quality is about giving more precision.
00:08:17
Not I find you very creative,
00:08:22
I really appreciated your creativity.
00:08:25
the graphic you made.
00:08:29
you need to know that everyone would
00:08:31
rather receive negative acknowledgement than indifference.
00:08:35
Difficult young people know this very well.
00:08:38
Seeking to be noticed by all means,
00:08:41
they may choose to do so by burning cars.
00:08:44
When a coworker likes to be noticed negatively,
00:08:48
isn't he subconsciously expressing his need for acknowledgement?
00:08:51
Is it possible to discuss it with them?
00:08:55
signs of acknowledgement can be conditional or unconditional.
00:09:02
I believe in you are signs of unconditional attention.
00:09:06
They are not conditioned on behavior.
00:09:08
I love you if you listen to me.
00:09:11
I like you when you do a good job.
00:09:13
I trust you on the alpha file are conditional signs of acknowledgement.
00:09:18
The conditional sign of acknowledgement is not bad.
00:09:22
it is less powerful.
00:09:23
Both are necessary.
00:09:25
Imagine that you have an assistant,
00:09:28
who's in charge of preparing the files for the consultants.
00:09:32
A consultant has to sign a million dollars contract
00:09:35
after a very difficult negotiation with a client.
00:09:40
a significant element of the file is missing,
00:09:43
and the exasperated client decides to break off negotiations.
00:09:48
You are Nora's manager.
00:09:50
You can give her an unconditional negative sign
00:09:53
of acknowledgment centered on herself like Nora,
00:09:56
you are an idiot,
00:10:00
Noda is devastated.
00:10:02
You can give her a conditional negative
00:10:04
sign of acknowledgement focused on her behavior.
00:10:08
what you did is very stupid.
00:10:11
Imagine how energetically Noora will work for the rest of the day.
00:10:15
You can give her a conditional positive
00:10:17
sign of acknowledgement focused on behavior.
00:10:21
there was an essential piece missing from the file you prepared.
00:10:24
The customer was not satisfied and decided to break the contract,
00:10:29
so we lost a million dollars contract.
00:10:32
We will review the process together to make sure all
00:10:35
the files from now on will be fully completed.
00:10:39
Norda is a bit more focused in the future.
00:10:42
You can finally give her an unconditional
00:10:44
positive sign of acknowledgement centered on herself.
00:10:49
there was an essential piece missing from the file you prepared.
00:10:52
The customer was not satisfied and decided to break his engagement,
00:10:56
so he lost a million dollars contract.
00:10:59
You are a key person in the signing of contracts,
00:11:03
an interface between the administration and the consultants.
00:11:06
We will review the process together
00:11:09
to be sure that all the files will be complete in future.
00:11:13
I need the consultants to go to the meeting with their eyes closed,
00:11:17
confident that you have prepared a complete file for them.
00:11:20
Nora realized the loss due to her mistake.
00:11:23
The manager has not diminished her responsibility,
00:11:26
yet he was able to give her a mark of unconditional and sincere positive attention
00:11:32
which will allow her to keep the motivation and confidence to progress.
00:11:37
Professor JP Bruun speaks of intricative recognition,
00:11:42
which is particularly essential in these times of constant transformation.
00:11:47
I am associated with the change.
00:11:49
I am involved in the performance of the company.
00:11:51
The management listen to my ideas and integrate them.
00:11:56
recognition followed performance.
00:11:59
Recognition was only given for a job well done,
00:12:02
if given at all.
00:12:03
Now companies are finding that recognition becomes the cause of performance.
00:12:08
The more attention,
00:12:10
and respect you give to employees,
00:12:12
the better and happier they become.
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