Building A Culture of Appreciation - Part 2

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In my last post, I advocated looking for things to appreciate in yourself, to practice recognizing and acknowledging those traits that you share with others but express in ways that are uniquely you. In this post, I will dig deeper into the strength of appreciation and then suggest ways to use appreciation to the benefit of your team. Building a culture of appreciation builds rapport, a sense of inclusion and well-being for you and for those around you and you don’t need to be in charge to help make it happen.
As a reminder, Appreciation of Beauty & Excellence (a.k.a. appreciation) is seeing the best in people and things around us!

 

 Research shows that appreciation has three components.

  1. Appreciating natural beauty - experiencing AWE and WONDER
  2. Appreciation of skill and talent - experiencing ADMIRATION
  3. Appreciation of virtue and good deeds by others - experiencing ELEVATION and INSPIRATION

Dacher Keltner, resident expert on the AWE aspect of appreciation at the Greater Good Science Center, UC Berkley, points to research that shows that spending one minute looking up at the trees make us more likely to help out someone in need than spending one minute looking at tall buildings[1]. He tells us that awe is an evolutionary phenomenon that is good for our minds, bodies and, maybe most important of all, our social connections. What could be more helpful to a team?

What about the other components of appreciation? As I mentioned last time, research shows that appreciation is not used a great deal at work even though many of us rank it high in our strengths profiles.[2] It is often associated with appreciating nature, art, or skillful performances. And it is that last definition that is useful in teams in the workplace.

Obstacles to using our appreciation at work

In working with clients who have discovered this strength among their top five, I have often heard them lament, “I never thought of that as a strength!” One young woman (character strength of appreciation #1) told a group coaching session that she regularly takes walks in the local park to clear her head, improve her mood, and marvel at nature all around her. It helps her feel more connected to her team and to the purpose of the project.  She was astonished to find that we are not all moved the same way.

Another member of the same group (character strength of appreciation #3) mentioned how much they love to see someone at the top of their game – whether that be a musician, a scientist, a sportsperson or… a work colleague nailing some task or a new skill. When asked whether they ever tell their colleague how much they appreciate them, the answer came back, “No, they know already what they have accomplished right? They don’t want to hear it from me!”

It is common to think that our positive opinion will not be valued, and yet experience and research says it is not so.

For example, fundraisers who felt appreciated raised 50% more than those who just came to work and did their job as normal[3].

Managers who recognize, acknowledge and help cultivate the character strengths of their teams enjoy more highly engaged teams, healthier teams and less turnover than managers who don’t.[4][5]


Expressing appreciation to people at work

Appreciation is more than just saying, “thank you”. And that is what makes it subtly different than gratitude – which gets lots of positive press by the way! It is about seeing the whole person, their strengths, their positive habits and giving them specific and personal appreciation. But how do you do that?

My favorite way is using character strengths. We all have all 24, which is great because (a) everyone expresses all of them at one time or another and (b) we cannot go wrong! Expressing appreciation for the character strength(s) people demonstrate is something I do often. I have never had anyone say “What? You think I am kind? I don’t think so!” or “You think I used my judgment during that meeting? Nope! I just tossed a coin.” Mostly people beam with pleasure or they share a story with me of why that behavior is important to them.

Four steps to full workplace appreciation:

Step 1 observe strengths in other people any time you can. You can strengths spot during movies, during family dinner, while watching sports on TV. Use the list below and practice until you feel brave enough to share what you see with someone else.

Step 2: Bring the list of strengths to a meeting at work. Instead of checking your messages on your smartphone under the table, hoping no-one will notice, keep the list of strengths with you, and listen to each speaker. Highlight the strengths you hear. Do this for a few days until you get comfortable. Don’t worry about being “right”!

Step 3: After the meeting is over, choose one person and tell them specifically what you saw and why you appreciate it. For example, “I really saw you using judgment as you weighed up the options for our next steps on the project. It really helped us to sort through everything and come to a good decision.” Or, “I really loved how you turned the mood around with your sense of hope! You helped everyone feel that this is possible, and we were able to figure out actions to get us where we need to be.”

Step 4: Note down afterwards (a) what their reaction was (b) how you felt.

Some common reactions from those you appreciate are:

  1. Wow, thank you for seeing that! I was really trying to _________
  2. Really? I have never thought of that as a strength of mine. It feels good to think someone saw that in me.
  3. I appreciate that and I appreciate the way you ________ (they provide positive feedback too).

Step 5: Do this for a few days and see what happens. Ripple effect anyone?


Strengths list with descriptions – reproduced with kind permission:


[1] https://greatergood.berkeley.edu/article/item/why_do_we_feel_awe

[2] Money, K., Hillenbrand, C., & Camara, N. D. (2008). Putting positive psychology to work in organizations. Journal of General Management, 34 (2), 21-26.

[3] http://www.health.harvard.edu/newsletter_article/in-praise-of-gratitude

[4] In a workplace study of 120 participants, it was supervisor support, not colleague support, of employee strengths use that was predictive of increased strengths use the next day (Lavy, Littman-Ovadia, & Boiman-Meshita, 2016b).
Lavy, S., Littman-Ovadia, H., & Boiman-Meshita, M. (2016b). The wind beneath my wings: The role of social support in enhancing the use of strengths at work. Journal of Career Assessment.

[5] Gallup, Inc. “State of the American Manager.” Gallup.com, Gallup, 30 May 2019, www.gallup.com/services/182138/state-american-manager.aspx.

 

 

Posted by Ruth Pearce on: August 26, 2019 05:59 AM | Permalink

Comments (11)

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great article! thank you for sharing!

I truly appreciate your writing about this because it is a very important and often overlooked thing at workplaces. I really like the VIA Chart, wasn’t aware of it before.

By the way, how does the characters photos in the chart play a role ? In what sense ?

Thank you Steve and Rami. The photos don't actually play a role in the chart. The number of character strengths included in each virtue varies from 3 to 5 so the images are used both to humanize the chart and to fill in the squares! 




Excellent. I recall reading a book many years ago called the Carrot Principle I think. It stated that people would rather feel appreciated than have an increase in job title or even a pay increase. It is very important, and I try to spend time at the end of each week telling others specifically what I appreciate about them and why. This has strengthened the projects I work on and has been something I love doing.

Thank you, Ruth! Your message is powerful and needed in our project culture.

Sometimes people invest long hours, think courageously and creatively, but the outcome just isn't useful.

One of the lowest points of my career was working very hard with a team writing a proposal (technical proposal and cost estimate) for a large project. Unfortunately, my company could not secure a bid bond and we could not submit the proposal. The hard work yielded zero business benefit. I recall visiting with each of the team members afterwards and I highlighted their specific contributions and thanked them. I also recall that my boss had nothing to say to me or to anyone else (bummer!).

Our efforts to show appreciation are critical to the workforce.

Obviously in a time of tight budgets and constrained margins we can't always pay our teams more, however showing personnel some real appreciation, and some honest caring about their personal well being is important not just in work place performance but retention as well.

Very interesting, thanks for sharing

food for thought, thanks alot

Thank you all for your comments. I have been studying email coaching with a company in the Netherlands, and they reference research that says that giving a compliment is the best form of acknowledgement AND sets people up for being open, engaged, and willing to make extra effort.

For some of us, we have a tendency to overlook the needs of people to fit in, to be appreciated and yet have autonomy. It is a delicate balancing act to engage each person in the way they need and want. As project managers we get better results if we can get close to achieving that balance. We can't be perfect but we can always get better!
And to Greg's point, it can be really hard when we take care of others but don't feel cared for ourselves.


Jochen, you are spot on about rentention. There is more and more research on what drives retention and what comes up time and again is that managers who do not pay attention to the whole person are contributing to those people moving on to new roles and new companies.

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