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I can’t tell you how many times I see this scenario play out. My client this morning recounted an exciting moment and breakthrough with his boss. His boss spoke in their meeting in a way that showed great clarity, leadership and vision. My client reported that ,”it was a watershed moment” in the boss’ leadership.
My question – Did you take time to acknowledge the boss so that he knows how great he did???
The answer (the same answer I hear way too often). No I didn’t (acknowledge him).
This could be a great teaching and learning moment for the boss. It could be a case of unconscious competent for the boss. You know, that moment where he hit the target, and he’s not sure what he did to hit it.
So if my client goes back to his boss and acknowledges him (not a thank you, but an acknowledgement) the boss may have a chance to repeat the same action more often.
When anyone in your life; coworker, spouse, significant other, or child, does something that you think is great you should take the opportunity to acknowledge them for their success. By acknowledging the behavior, and doing it in a way that is very specific, you take a giant step towards building their confidence and reinforcing the behavior.
Think about it. How often do you make a conscious effort to acknowledge good effort from others? Why don’t you do it more often? What would be the impact if you were more mindful and deliberate about acknowledging right behaviors and techniques with others? What would happen to your team? What would happen to you as a leader?
Great coaching leaders are constantly acknowledging good behavior as a method of reinforcing and deepening the learning. Acknowledgment is the positive side of feedback. Coaching leaders are consistent and well versed in both the positive side (acknowledgment) and the constructive side coaching for performance. A good balance of both will build stronger performance, loyalty and business results.