Leadership and The POWER of ACKNOWLEDGMENT

1. Leadership and ThePOWERof ACKNOWLEDGMENT Judith W. Umlas

2. The life and work altering power of Acknowledgment that leaders can use to engage, motivate and inspire their people. • Creating powerful and gratifying relationships through Acknowledgment • The significance and necessity of authentic acknowledgment • 3 of the 7 Principles of Acknowledgment This presentation includes the following topics:

3. Promise of this presentation, or conversation To identify techniques for creating a more positive and meaningful connection between you and the people you lead, and to improve your ability to develop a more rewarding and successful professional life.This event will become a catalyst for an immediate, positive change in your work life and for those with whom you work.

4. Be a Leader • William Harrison, Jr. Former Chairman and CEO, JPMorgan Chase • “Be a leader. We want everybody to be a leader… • To be a leader, you have to have a view, be willing to constructively express it, and use it to make something better. • Under that definition, everybody can be a leader.” • --- Letters from Leaders, Compiled by Henry O. Dormann

5. The Basis of that Promise-- The Five C’s: • Consciousness • Choice • Courage • Communication • Commitment

6. Acknowledgment Warm Up Speak to at least 2 people in your workshop. Find out something unique or interesting about each person. Acknowledge each person for that special item. Tell each person something unique or interesting about yourself and accept their acknowledgment!

7. The Principles of Acknowledgment Principle #1: Acknowledgment is deserved by many.

8. The Power of Acknowledgment Start by practicing acknowledgment skills on people in the workplace who you don’t know very well, or even at all. Then you will begin making the workplace a happier and more productive environment.

9. Start with relative strangers you interact with on a daily basis who do something nice for you: Security guard Maintenance engineer Receptionist Concession stand operator Garbage person Mailroom attendant Parking garage attendant

10. People You Interact with More Directly At Work • People who are colleagues • People who are on my team • People who I manage • People for whom I work • Others who I come into daily contact during my workday • What can we acknowledge about them?

11. What Can We Acknowledge about others? Expertise Intelligence Kindness Opinions Persistence Good work Contributions to a team effort What else?

12. Why is acknowledgment important? • Effects of acknowledgment Sense of self-worth Excitement Joy Purpose for living Sense of contribution Documented physical changes, both for giver and receiver “Pay it forward” types of behavior Repair of the world – one person at a time!

13. Why acknowledgment Can Be Difficult What prevents some people from acknowledging others: Complete the following statements: It is sometimes difficult to acknowledge my co-workers because ____________ It is sometimes difficult to acknowledge my family members because _________ • Give your ideas via text chat

14. The Principles of Acknowledgment Principle #2: Acknowledgment builds trust and creates powerful interactions.

15. The “Knock Your Socks Off” Power of Acknowledgment People you should and don’t acknowledge, or don’t acknowledge enough: Why should they be acknowledged? How will you acknowledge them? When will you acknowledge them? Think about how you will feel when you acknowledge someone important to you One person you will acknowledge and for what

16. Building Relationships Through Acknowledgment • Acknowledgment improves relationships • Builds self- worth and level of performance • Creates positive environment Someone you work with that you have had challenges with: What can you acknowledge about him or her?

17. The Myths of Acknowledgment Too much waters it down, makes it worth less. Worrying whether you value them makes them work harder. A rare acknowledgment is treasured more.

18. Bring acknowledgments from your brain to your mouth! There are many things people do each day that we can acknowledge but don’t. Steps to take to assure follow through, or… How to get them from your brain to your mouth

19. The Principles of Acknowledgment Principle #4: Acknowledgment energizes people – lack of acknowledgment enervates them.

20. Recognize Good Work Creates positive and productive environment Simple email - example Loyalty and engagement

21. When was the last time you were acknowledged or praised for your work, apart from monetary rewards? Within the past: A. week B. month C. year D. not at all

22. 22 Levels of Employee Engagement Engaged employeeswork with passion and feel a profound connection to their company. Not engaged employeesareessentially “checked out. They’re sleepwalking through their workday, putting time, but not energy or passion, into their work. Actively disengagedemployees aren’t just unhappy at work – they’re busy acting out their unhappiness.

23. 23 Gallup Organization Studies – Q 12 Survey

24. 24 Business Impact Gallup studies estimates U.S. productivity loss as a result of disengaged employees – $300 billion Chartered Institute of Personnel & Development (CIPD) Report – 70% of engaged employees indicate they have a good understanding of how to meet customer needs, only17% of disengaged workers can agree. 67% of engaged employees advocate their company or organization versus only 3% of disengaged employees;

25. 25 Wellness Impact Gallup study- engaged employees in the UK take an average of 2.69 sick days per year, while the disengaged employees take 6.19. Sickness absence costs the UK economy 13.4 billion pounds annually. Happy employees more able to handle workplace relationships, stress, change; boosting productivity, sales, and their well-being.

26. Two Scenarios from the workplace • Scenario #1 - Lack of acknowledgment by manager Feelings Results • Scenario #2 - Deep acknowledgment by manager Feelings Results

27. Presentation Recap This presentation included the following topics: 3 of the 7 key principles of acknowledgment Myths that prevent you from acknowledging others Overcoming obstacles to acknowledgment Your personal leadership action plan for acknowledging others

28. Moving Forward Thank you for attending our presentation Time for action Be a champion for creating a corporate and life culture of appreciation Help create an Age of Acknowledgment You can help accomplish this!

29. Bring the Power of Acknowledgment to Your Team or Group: Author/Facilitator Judith W. Umlas is available for onsite and group training, in person or virtually NEW: “Leadership and The Power of Acknowledgment” one day course! Books available at discounted RPI rate of $10.00! Contact Sonia 212-515-5103;sonia.anand@iil.comfor any details

30. Come and see us in New York City or at any of IIL’s companies in 18 countries! Judy’s blog: www.thepowerofacknowledgment.com Judy’s email:judy.umlas@iil.com