Signs of acknowledgement Tutorial

In "Signs of Acknowledgement," discover the crucial role recognition plays in both personal and professional settings. Learn why positive validation is essential, how it enhances self-esteem, and effective strategies for delivering acknowledgment. Join us to explore how fostering a culture of recognition can transform relationships and boost performance. Don't miss these insights into communication and relationships!

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express themselves and give the best of themselves.

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We all know the importance of showing children

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that they are important by respecting them,

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listening to them,

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and supporting them if necessary.

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As adults,

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acknowledgement seems to take a back seat,

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especially at work.

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22% of OECD residents say they suffer from a lack of recognition at work and at home.

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So why are these signs of acknowledgement so important?

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Why are they so few or so badly given,

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and especially how to give them?

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Why are signs of acknowledgement essential?

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We feel that we are valuable because we are respected,

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considered,

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seen,

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listened to.

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The others are like mirrors that tell us,

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I see you,

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you exist,

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you are not just a number,

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an interchangeable,

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nameless worker.

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Some say indifference is worse than hate.

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That it is better to be hated

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than transparent non-existent

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recognizing the person in front of us simply for who they are,

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regardless of their qualities,

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talents,

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weaknesses,

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and flaws is the basis of self-esteem.

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You are important,

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period.

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Without conditions.

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We tend to recognize that doing more than the being.

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Paul,

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I am giving you a positive feedback because your results are good.

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It is already a huge step to give this feedback on the results,

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but football supporters don't perform the wave

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only when their team scores.

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They know how to value and encourage attempts,

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risk taking,

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skills,

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and investment.

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A study showed that children in school receive 10

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times more negative than positive signs of acknowledgement.

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The evaluation of work is still very often done

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by pointing out errors and deducting them from the mark

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than by highlighting the achievements.

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Could we reverse the trend and choose to give

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10 times more positive than negative signs of acknowledgement,

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smiling,

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listening,

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telling rewarding words?

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It seems obvious that signs of acknowledgement

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increase the energy of the recipient tenfold.

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Just watch the joy of a child who received a good

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grade in school and his dejection when he is poorly graded.

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In the 1960s,

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Robert Rosenthal and Leonor Jacobson organized a false IQ test in a school.

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The teachers were told that some children were smarter than others.

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The following term,

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those randomly selected students made the greatest progress.

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The teacher's attention towards them,

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their certainty that the child had every capacity to progress,

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did indeed make them progress.

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Signs of acknowledgement reinforce negative or positive results.

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By telling someone that they are creative,

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they will develop their creativity.

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By telling someone they are a good for nothing,

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they risk becoming one.

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By ignoring the advice of your employees,

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they will no longer cultivate good ideas and

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will confine themselves to doing their work repeatedly.

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Some companies are now complaining about resistance to transformation

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and the lack of innovation of their teams.

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For years,

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their spirit of initiative has been locked up and their opinions ignored.

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It can take time to reverse the trend

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by giving back signs of acknowledgement to teams.

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I remember a game played in business seminars.

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It consisted of sending a few coins into a receptacle placed 3 to 4 m 10 ft away

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while the guinea pig Andrew was throwing his coins.

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The team had to give positive signs of encouragement,

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presence,

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encouragement by calling him by his first name and valuing

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not only of the achievements but also the person.

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The results were quite satisfactory.

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Then,

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as the same guinea pig Andrew tossed his coins again,

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the team had to show negative attention

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or ignore Andrew altogether.

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They were talking as he focused on throwing the coins or was

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saying that it was impossible that he was doing it wrong,

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that he would never make it,

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laughing at the way he did it.

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Can you imagine the result in the 2nd session?

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Despite the gained experience,

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Andrew was less efficient,

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and above all,

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he had lost all pleasure,

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and his body had accumulated a lot of tension.

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How do you know if there is sufficient acknowledgement in a business

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from the social climate?

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Pay attention to the business climate,

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and you will quickly find out if people are given enough consideration.

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Even and especially in a difficult economic context,

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acknowledgement can make all the difference.

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Since everyone recognizes that signs of acknowledgement are essential,

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why are they so rare or so badly given?

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It's true most are free and inexhaustible,

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a smile,

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an attentive ear,

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a kind word.

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It should be noted beforehand

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that we are not all sensitive to the same signs of acknowledgement.

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Gary Chapman mentions words of affirmation,

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nonverbal signs,

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receiving gifts,

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acts of service,

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quality time.

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You will have the full description on our video on the recognition signs.

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Some,

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for example,

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will be sensitive to your congratulations.

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Others will need to share quality time with you.

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The culture of the company will play an important role in this area.

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Does the company think recognition is important?

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Does it see employees as production tools,

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or has it deployed an employees first type culture?

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Does it offer training for managers on giving feedback?

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Managers,

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let's talk about them.

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There are 3 hindrances stated by managers.

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They deplore 1,

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the lack of time to show signs of recognition at work.

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2,

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they also say they are afraid of setting unrealistic expectations.

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And 3,

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they are afraid that whatever they give will

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be added to the list of acquired benefits.

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Many managers lack spontaneity or sincerity when expressing their satisfaction.

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They didn't learn in their childhood to authentically value and encourage.

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However,

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this culture of encouragement and appreciation

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is more common in Anglo-Saxon culture.

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Manageial practices can only change if the company supports

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managers by clearly displaying human values that are going beyond

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result oriented cultures.

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Values such as recognition,

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trust,

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fairness,

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listening,

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respect,

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well-being.

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The attention paid to working conditions and to

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psychosocial risks marks the beginning of awareness.

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Here is an example from a company.

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The Favvie Company introduced the concept of

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gratitude and celebration a few years ago.

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At the start of all meetings,

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participants took turns talking about someone

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they had thanked or congratulated recently.

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Sometimes

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the right intention is not enough,

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and showing attention does not have the desired effect

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because it is not sincere or personalized enough.

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It reminds me of a coachee who dared to tell his boss.

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You know,

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Betty,

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when you say hello to me and shake my hand in the morning without a glance,

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it tortures me.

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If you look at me while shaking my hand and say,

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Good morning,

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Harry,

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it will change the whole dynamic.

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Betty was surprised and

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Took the advice

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She was just not sensitive to the same acknowledgement

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and uncomfortable with the ritual of shaking hands.

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Nice transition to approach the last part of the video.

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How to give signs of acknowledgement to our relatives and colleagues.

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One,

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as soon as possible.

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Don't wait several days to say thank you,

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to say bravo,

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to smile.

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2,

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focus on quality rather than quantity.

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Sometimes quality is about giving more precision.

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Not I find you very creative,

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Sam,

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but Sam,

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on the Z file,

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I really appreciated your creativity.

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Page 4,

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for example,

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the graphic you made.

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3,

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you need to know that everyone would

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rather receive negative acknowledgement than indifference.

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Difficult young people know this very well.

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Seeking to be noticed by all means,

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they may choose to do so by burning cars.

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When a coworker likes to be noticed negatively,

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isn't he subconsciously expressing his need for acknowledgement?

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Is it possible to discuss it with them?

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4

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signs of acknowledgement can be conditional or unconditional.

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I love you.

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I like you.

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I believe in you are signs of unconditional attention.

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They are not conditioned on behavior.

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I love you if you listen to me.

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I like you when you do a good job.

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I trust you on the alpha file are conditional signs of acknowledgement.

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The conditional sign of acknowledgement is not bad.

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However,

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it is less powerful.

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Both are necessary.

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Imagine that you have an assistant,

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Nora,

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who's in charge of preparing the files for the consultants.

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A consultant has to sign a million dollars contract

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after a very difficult negotiation with a client.

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On the big day,

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a significant element of the file is missing,

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and the exasperated client decides to break off negotiations.

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You are Nora's manager.

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You can give her an unconditional negative sign

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of acknowledgment centered on herself like Nora,

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you are an idiot,

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incapable.

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Noda is devastated.

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You can give her a conditional negative

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sign of acknowledgement focused on her behavior.

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Nora,

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what you did is very stupid.

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Imagine how energetically Noora will work for the rest of the day.

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You can give her a conditional positive

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sign of acknowledgement focused on behavior.

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Nora,

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there was an essential piece missing from the file you prepared.

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The customer was not satisfied and decided to break the contract,

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so we lost a million dollars contract.

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It is huge.

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We will review the process together to make sure all

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the files from now on will be fully completed.

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Norda is a bit more focused in the future.

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You can finally give her an unconditional

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positive sign of acknowledgement centered on herself.

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Noora,

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there was an essential piece missing from the file you prepared.

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The customer was not satisfied and decided to break his engagement,

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so he lost a million dollars contract.

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It's huge.

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You are a key person in the signing of contracts,

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an interface between the administration and the consultants.

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We will review the process together

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to be sure that all the files will be complete in future.

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I need the consultants to go to the meeting with their eyes closed,

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confident that you have prepared a complete file for them.

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Nora realized the loss due to her mistake.

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The manager has not diminished her responsibility,

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yet he was able to give her a mark of unconditional and sincere positive attention

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which will allow her to keep the motivation and confidence to progress.

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Professor JP Bruun speaks of intricative recognition,

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which is particularly essential in these times of constant transformation.

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I am associated with the change.

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I am involved in the performance of the company.

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The management listen to my ideas and integrate them.

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In the past,

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recognition followed performance.

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Recognition was only given for a job well done,

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if given at all.

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Now companies are finding that recognition becomes the cause of performance.

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The more attention,

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listening,

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and respect you give to employees,

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the better and happier they become.

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