Positive Feedback: A Leadership Perspective

Posted: November 2, 2011 | Categories: Leadership

Legendary Football Coach Vince Lombardi believed in building on strengths.  When he became head coach of the Washington Redskins, one of the first conversations he had was with Sonny Jurgensen, the Redskin’s quarterback.  Sonny was reaching the end of his career, and his performance was slipping.  Coach Lombardi said to Sonny, “I’m going to build this team the same way I built Green Bay…around the quarterback.  That’s you.  Let’s get started”

That year Sonny had one of his best seasons.  When asked by a reporter why he had such a turnaround, he said, “Coach Lombardi made be believe in myself”

If we are genuine, specific, timely, and purposeful, we can make others on our team aware of their strengths in a way they can build on them – just like Sonny Jurgensen.

Many of us can remember times in our lives where a compliment or affirmation was just what we needed to get through a threshold, or chart a whole new exciting course in our lives.  I remember a time in college when I was asked to settle a serious dispute in the fraternity.  I was chosen out of 80 people to mediate the situation, and bring things back together.  I succeeded, and doing so brought out an awareness that serves me well today in my career. So how do we point out strengths in others in a way that will be properly received and internalized?

Step #1:  Simply and clearly state what you like:

Jim, I want you to know that I admire you for your diligence.

Step #2:  The reason I say that is….(Back it up with something specific you have observed)

You could have had plenty of excuses to not meet that deadline, and you met it anyway.

Step #3:  Why it is important

In doing so, you helped our team keep the commitment to our delivery schedule, and that strengthens the reputation of our company.

Step #4:  Ask a question

Many people feel funny about receiving a compliment.  Don’t give them a chance to say, “Shucks, not really”  “You should hear what my wife says”.  To prevent this, come back with a question.  “So Jim, how do things look schedule-wise for the rest of the month?”  Jim will answer the question instead of deflecting the compliment, and we have a better chance that our observation will be internalized.  Notice the word observation.  If I just did step #1, my feedback would be merely my opinion.  When I backed it up with evidence, my statement became an observation rather than an opinion.  That adds credibility.

We probably have an opportunity every day to point out strengths in other.  Let’s challenge ourselves to be more intentional in this area, and do our part in being a positive impact on our team.