The one element that can make or break your culture
What gets celebrated gets repeated. 🎉
It’s easy as a busy leader to only interact with your front-line employees when something goes wrong, but I think it’s a huge miss not to equally acknowledge when a team member does something right.
In fact, I’d go so far as to say that what you celebrate can make or break your culture.
When I first became VP of Sales at a previous company, I couldn’t have been more nervous. I’d never held a management position that high up in an organization. Not to mention, I was the fifth VP of sales in 3 years. The pressure was on.
I remember meeting with our chairman at the time. He asked a simple question: “Matt, what do you think it takes to be a great VP of sales?”
I was worried it was a trick question, that he was looking for the exact right answer, like it was a test. My mind started racing, and I spit out the worst possible answer.
“Well, I don't really know. I'm just trying to keep my head above water,” I said.
I still roll my eyes thinking about that.
“Well, Matt, I can think of about ten things that it takes,” he replied.
“Great,” I thought. “Completely nailed that one!”
But instead of making me feel small, what he said next changed my life.
“You have all of them,” he said.
I wish I could share a video of my face at that moment with you. To say I was shocked is an understatement.
“Excuse me?” I said.
“You heard me,” he responded, not dismissively but confidently. “You have all of them. I'm not looking for someone that's been doing this for 15 years. I'm looking for someone that can grow into the role. My ten criteria have nothing to do with direct skills. You can learn that stuff. But at the core of who you are, you have the ability to do this role. I know you well enough to say that. I’ve seen your strengths. You're the right person for this job.”
And that was it. The conversation lasted maybe 15 minutes. I was almost speechless. I stood up and walked away with all the confidence in the world. My whole demeanor changed. After all, my boss’s boss just told me that I meet all the criteria he's looking for in a VP of sales, knowing full well that I had my fair share of weaknesses.
Have you ever had an experience like that? Where has positive feedback completely transformed your mindset?
In my recent conversation with Frank Blake, former CEO of The Home Depot , he echoed this idea saying something along the lines of; culture is created when your team learns the behaviors that are applauded and continues to do them over and over.
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As a leader, it’s easy to fall into the trap of just assuming the people around you know you believe in them. News flash: they don’t know anything that you don’t verbalize.
Your voice as a leader is the loudest. That’s why expressing your belief is paramount to shaping the backbone of your organization.
Here's how you can sprinkle some appreciation into your leadership style:
👏 Give individual shout-outs when projects hit the finish line—whether it's a quick Slack message, an email, or a face-to-face kudos session.
🎁 Show your gratitude with tangible rewards—a half-day off, a gift card, or a simple coffee treat can go a long way.
🌟 Shine the spotlight during team meetings—public recognition can be a game-changer.
And here's the kicker: Gratitude doesn't have to be complicated. It's about taking a moment to say, "Hey, you crushed it."
One of the best leaders I've ever worked with, Jeremy, used to start every day in his daily huddles by asking: “what are you grateful for,” and then shout-out everyone's positivity.
The point is; it's not complicated. It’s a light lift with heavy implications.
Check out this week’s episode of The LeadrPulse Podcast to hear what Leadr CMO, Holly Tate, and I break down Frank’s take on creating a culture of recognition.
And stay tuned for next week’s episode where we release the full interview with Frank Blake.
Hit play now and reply with your most transformative feedback experience. I’d love to hear it.
Watch it on YouTube or listen on Spotify, Apple Podcasts, or BuzzSprout.
Lead on,
CEO