Inside the Magic Kingdom Continued from previous week…
Xvxryonx makxs a diffxrxncx
During some of my programs I include the paragraph below in an exercise that has very positive results. Often after we read this paragraph I ask everyone what it means to them. I get varied responses and they all agree with the message that everyone makes a difference. Usually the groups are small enough to have everyone go around the room and tell each other why they are important and what they appreciate most about each other.
In many instances I can see that people are moved by what they are acknowledged for. I have had people come up to me after the program is over and say they were surprised (and delighted) to know they were appreciated.
XVXRYONX MAKXS A DIFFXRXNCX
Somxtimxs I gxt to thinking that what I do doxsnt mattxr. But whxn I start thinking that way, I rxmxmbxr my old typxwritxr. Most of thx kxys workxd finx most of thx timx. But onx day, onx of the kxys stoppxd working althogxthxr. And that rxally mxssxd xvxrything up. So whxn Im txmptxd to say Im only onx pxrson, it wont makx a diffxrxncx if I dont do this quitx right, I rxmxmbxr my old typxwritxr. Thxn I say to mysxlf I am a kxy pxrson and nxxdxd vxry much.
We will debrief this session with some creative ways that people can acknowledge each other on an ongoing basis, and these are some of the suggestions:
· Thank you notes when someone does something special
· Buy a coffee (or tea, soft drink) for someone who has helped you
· Have candy or treats available for spontaneous acts of kindness
· Compliment when you see someone doing something great
· Send an email to a persons boss telling them of something special colleague did
· Have a mascot (appropriate to the organization and culture) that is awarded weekly to the person who went the extra mile the most
The take away from this short exercise is to acknowledge each other for even the small things and this will go a long way to building a supportive team culture. I encourage everyone to look for ways to acknowledge each other everyday.
Questions for discussion with your team:
1. How often does good performance go unrecognized?
2. In general, whats the positive-to-negative feedback ratio in our company/plant/department etc?
3. How could we improve that ratio?
4. What is your individual ratio of positive-to-negative feedback?