6 expressions of affirmation
She cautiously joins the leadership circle, feeling a bit out of place. The leadership team invited her to the meeting for, what I’ll call, an affirmation session. She knows why she’s there but isn’t sure of the specifics.
Affirmation sessions are designed to encourage and support key organizational players.
Affirmation sessions have 6 components
Once everyone is in place, a conversation clarifying organizational mission and vision begins the process. Last Thursday, I used four questions inspired by Steve Farber’s book, “The Radical Leap” to focus on organizational vision. Everyone answered the following questions.
- Why do you love our organization?
- What core ideas does our organization hold that inspire you?
- Why do you love those ideas?
- How can you show others that love in the way you work and interact with others?
After mission and vision are clarified each leader affirms our guest by highlighting her admirable qualities, outstanding service, consistency of character, and growing potential.
Affirmations are followed by asking how things are going in her area of responsibility.
Fourth, we ask how we can help.
Fifth, we discuss her future direction within the organization or beyond.
Finally, we hand her a thank-you note with handwritten comments from each member of the leadership team.
Affirmation meetings are helping everyone because we spend time focusing on the good rather than on what needs improvement.
The only time improvement enters the conversation is when the leadership team asks, “How can we help?” At that time, any discussion of improvement focuses on the organization and the leadership team, not on our guest.
It’ll take about an hour to affirm a key organizational player. It’s one of the best hours of my day.
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How is your leadership team affirming key organizational players? Has this happened to you?
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Related article:
http://leadershipfreak.blog/2009/12/21/strengthen-strengths/
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Leadership Freak
Dan Rockwell
It seems we often wait until we are reacting to declining morale in our teams to recognize our people in this way. This is a great reminder, at least for me, that we keep our talent by challenging them and rewarding them. An affirmation session is a more personal reward and one that can go a long way. I’m going to try this and report back!
Carolyn,
Thank for leaving your first comment. I’m looking forward to hearing about what you learn from your experience. One thing we’re learning is that not everyone is comfortable receiving honor. I just met with a LF subscriber who mentioned how uncomfortable it was for him to receive the good word. The other concern is having people sitting around waiting for the negative comments to come. Sometimes people ignore the good word because they are waiting for the bad word that usually follows. Thats one reason we determined not to allow any talk of improving in our sessions.
Can’t wait to hear back from you.
Dan
Wow! For something that seems so simple and practical, I can only imagine the rewards to any organization who actually puts this in to action.
Kim,
thanks for stopping in… I’m planning a follow up on this in the future and perhaps we can get feedback from Carolyn also.
Regards,
Dan
This idea seems almost utopian and yet so rarely implemented – and even at such a small price! I’m sure just one hour of affirmation can make that employee feel valued for many months. I can only imagine what it would do for overall morale, especially among those who are the most important to a team.
Great idea Dan!
Sanjee Singla (www.sanjeesingla.com)
Sanjeesingla,
Your encouraging words mean a lot to me. Thank you. I’ve heard it said that you get what you honor. I think it’s true.
Regards,
Dan