Yes, but why was it good?
I keep a list of “greatest hit” emails. Based on feedback, Friday’s email about being a force multiplier is now on the list.
Several people shared with me that after reading the email they reached out to someone to express gratitude.
Gratitude feels good to both parties, as does most positive feedback, but what makes some positive feedback extra valuable?
The most powerful positive feedback links a specific action to a specific result and outcome.
“I really appreciate your help with the greenhouse [affirmation], when you took the extra time to pull all the nails out of the old boards [specific action], it made my work go faster [result] and we got more done than I was expecting. [outcome/impact]”
Not only have I expressed appreciation, but I have also reinforced a specific behavior, increasing the likelihood that the receiver of the gratitude will repeat the same behavior next time.
In other words, my simple gratitude statement allowed me to engage in the fourth principle of strategic leadership – growing people.
Try this: Instead of telling someone they did a good job, tell them why they did a good job and how it benefited the endeavor.
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