Building an acknowledgement, strength based and apprecitive culture in your department

1. 1
B. Acknowledgement Culture

2. Motivation
• Acknowledgment motivates individuals to
- greater productivity
- loyalty to the company
- pride in themselves and in what they do
- a deep appreciation
- feel respected because willing to allocate time

3. Guidelines
• Share the traits in person.
• Has a healthy relationship.
• Explain to the selected individual
• A specific time should be set for the 5 days of
sharing.
• Provide a specific example for each trait that is
shared.

4. Guideline
• One week for 5-10 days with 15 minutes per day.
Meet with the same employees
• Area of Focus:
Strengths, Potential, Positive Comments from
Others, Personal Observations on Behaviors,
Career Achievements etc.

5. Focus: Strength
Day 1 : Strengths of the employees
Observation
“I see you have the following strengths in the
following situation. You have
demonstrated______________. Can you share
with me more?”

6. Focus
Day 1 : Strengths of the employees
Probe Further
Can you share with me more….?
3 Key Questions:
Things you do that makes you forget time?
Compliments you often hear from others?
What are the things you learn fast?

7. Focus: Potential
Day 2 : Potential of the Employee
Observation
“I notice you have potential in these few
areas_________________________
(specific examples)
Do you aware of it? May be you can develop
further.

8. Focus: Positive Comments from
Others
Day 3 : Positive Comments from Others
Feedback
“I have received comments from others of your
good works/attitudes/behaviors
_________________________
(specific examples)
I am proud of you. Please keep it up. You make the
department look good. I am going to share one or
two to the department.

9. Focus: Positive Observation from
You
Day 4 : Positive Observation from you on his
behaviors and values
Feedback
“I have observed your have demonstrated
values/attitudes/behaviors in the following
situation.
________________________
(specific examples)
Thank you for setting a good example to others and
live up the corporate values

10. Focus: Hard work and Process
Day 5 : Work Achievements
Praise for his hard work (few cases)
“I appreciate your effort in _______________
(specific examples).
I feel_______________.
It has impacted ______________.
_______________Praise in your own way

11. Focus: Achievement and Results
Day 6 : Work Achievements
Praise for his hard work (few cases)
“I appreciate your effort in _______________
(specific examples).
I feel_______________.
It has impacted ______________.
_______________Praise in your own way

12. Role Play
1. Group Role Play: Manager, Employee and
Observers
2. Provide feedback from Day 1 to Day 5 with one
example each to your employee
3. Observer provides feedback

13. Spot the Strength of Others

14. Can You Spot Others’ Strengths?
• Why is it worth spotting strengths in others?
• Well to be honest here the science is still catching
up.
• There is a growing evidence base that when
leaders focus on spotting and appreciating the
strengths – rather than the weaknesses – of their
employees, people perform better.

15. First, Observe Others
• Firstly, before you head into your next meeting or
conversation at work remind yourself to look for
the best in the people you’ll be seeing.
• As things get underway look for the moments
where they’re more engaged, energized and
enjoying what they’re talking about or doing.
Often their bodies will literally start to lean in to
the conversation, the body language might
become more animated and the tone of voice
and pace of speech tend to be uplifted.

16. Second, check with the Character
Strengths
• Secondly, as you leave the meeting or
conversation use the cheat sheet below of VIA
Character Strengths to help you spot which
strengths they may have been using. Again think
back to those moments when they lit up, which
strengths might have been in action

17. Positive Psychology - 6 Virtues – 24 Signature
Strengths VIA Survey

18. 3rd Offer Appreciative Feedback
• Finally, follow up your interaction with a call or a
note of thanks for their time and include a little
appreciation for the strengths you saw in play.
• For example if you think their strength might be
curiosity you might say: “Thanks for taking the
time to meet today, I really valued the questions
you were asking to help us get a better outcome
on this project.”

19. Building a Strength based and
Appreciative Culture in You
Department

20. Conversation on Appreciation and
Strength
• Describe a high point or peak experience in your life or
work up to now. What does this experience say about
you?
• What gives energy to you now?
• What do you most value about yourself, and the nature
of your work?
• What 1 or 2 things do you want more of or different?

21. Conversation on Appreciation and
Strength
• What are your top three accomplishment?
• What made these accomplishments stand out for you?
• What have you incorporated into your current actions from
your past accomplishments?
• What strengths you have discovered from your
accomplishment?
• How could you use what you’ve learned from these
accomplishments to assist you in making future changes?

22. Appreciative: Discover
• Who are, or have been, your major role models?
• What attributes of these role models do you admire and most
appreciate?

23. Appreciative
• What are the five most positive things in your life?
• Who are the key supportive people in your life, and what do
they provide for you?
• List five adjectives that describe you at your best.

24. Discover of Actualization
• What energizes you?
• What would you like to contribute to the world?
• What are you most wanting to achieve in the next three
years?

25. Group Exercise
• Use the five sheets to ask your partners
• Ask about his feeling towards you after the
conversation
• Share your discovery