doug smith training

High performance leaders must do two things extremely skillfully: 1. Support your people 2. Challenge your people One great way to support your people is to appreciate them. Say thank you often and very specifically. Thank then for exactly what they did and why it's helpful. For example: "Thanks for getting your report in a day early! That gives me more time to digest the data and less time to worry about getting it on time!" "Thank you so much for listening respectfully even though I could tell you disagreed. When we're able to talk like this it's much more likely that we'll come up with great ideas and solutions to problems." "I appreciate the way you follow-up a good question with a clarifying response. That way we both understand what we're saying!" It takes practice. It might feel awkward at first. But here's something that I say every day because it's true: what gets appreciated gets repeated. If you like something, apprec

Do the people on your team get enough appreciation? Are you sure? No one wants to be taken for granted. We all benefit from recognition and appreciation. Plus, when high performance leaders give out appreciation, they discover that not only does the person who is receiving the appreciation enjoy it, it's also enjoyable for the giver. It's free, and the results are wonderful. Appreciation brings its own reward. -- doug smith

How grateful are you? Do you spend some time each day thinking about your gratitudes? It's part of my daily routine. It's usually the first part of my prayers and a silent background during meditation. So many blessings. So many things to be grateful for. It costs nothing to be thankful. And, while gratitude is free -- the payoff is fabulous.  What would your days feel like if you practiced gratitude every day? If you do, then you know, and that's why you keep doing it. If you haven't started yet, try it. I think you'll love it. -- doug smith

While we are each different, we all share many things in common. One thing your team members do share in common is the need to be appreciated. No one wants to feel taken for granted. It doesn't cost a thing to say "thank you" once in a while and it adds so much positivity that we should probably do it more often. We all want to be recognized and appreciated. As leaders, we are in a position to do more of that, so why not start today? -- doug smith P.S. Thanks for reading this! 

  I say this a lot: what gets appreciated gets repeated. Have you ever done someone a favor only to have them forget all about it?  Have you ever felt under-appreciated? Many people do now, all over. Neglected, disrespected, unconnected. Yuck. High performance leaders grab every possible opportunity to thank someone for something great that they did. You can't do too much of this.  High performance leaders take the time to appreciate a goal achieved -- and the person who achieved that goal! -- doug smith Personal Note: The car pictured in this meme is a Ford Mustang that I once rented for a few days on a business trip. It was one of those "take any car you like in the row" deals and I very much liked the Mustang. A convertible! It wasn't mine to keep. It wasn't mine for long. But, I sure did appreciate it while we were together.  Your team members are a bit like that -- they aren't yours to keep and in many cases they aren't yours for long but while you ar

  I say it a lot: "what gets appreciated gets repeated." When people please you, celebrate. When people meet your expectations, celebrate. Let people on your team know when they've done a good job. They're starving for that kind of attention. Let them have it. -- doug smith

It's silly to expect applause on every single task. Let doing the task bring its own satisfaction. -- doug smith  

A short video from one of my top influences in leadership development, Tom Peters.

Appreciation for a smile leads to more smiles. Smile! -- doug smith

Do you believe that you are appreciated enough? If so, you are probably lucky and have a healthy sense of self-esteem. Many people do NOT feel appreciated enough. Leaders often do a great job of applying pressure on their teams to achieve more. The results do improve. Does it matter how people feel about it? I think that it does matter. You can only push so long before the pushing leads to falling down. People can drift into being difficult because their lives have become difficult. The job is a big part of that. Too much pressure and release is unstoppable. That can make a person seem difficult. No one wants to feel taken for granted. We all crave appreciation. Some people crave far more than they ever receive, leaving a gap where something must fill the emptiness. That something could make the person seem troubling and difficult. It's hard to appreciate a difficult person, but until we do they are likely to stay difficult. -- doug smith

What does your team think of your character? Do they know and understand your values? Would they say that you are living those values, every day? We work hard at what we do. Leading has its glorious days and it has its tough days. No matter how hard you work, unless your character -- how you behave -- is trustworthy and noble, people will know. If your character turns people away, who will you lead? People will forget your work if your character flaws get in the way. No people are perfect -- not you, not me -- but I do my best to live each day with character and integrity. How about you? -- doug smith Leadership Call to Action: Have a three-part conversation with someone on your team today about one of your values. How to do the three-part conversation: Small talk Talk about one of your values and what makes it important Appreciation for something that team member does that demonstrates that value or some aspect of that value

How do you feel, after doing someone a big favor or  completing a difficult task, when they simply say "thanks, I appreciate that..."? For me, it's not enough. Appreciate what, exactly? And, does that mean you'll be expecting it again? Instead of saying "I appreciate that" it is greatly upgraded when we add specifics about what we're thankful for and describe exactly how it helped. Expressing specifically what was so good, and how it helped let's people know we understand the importance of it. No one wants to be taken for granted, and simply saying thanks is really light-weight in response. Let's do better. Let's do more. Let's be specific, authentic, and sincere. People like specific, heart-felt appreciation. If you want to energize your team, how about letting them know that you care - specifically. How can you enhance the quality of your appreciation for others today? -- Doug Smith Front Range Leadership:  Training Supe