Post by Leslie on Oct 20, 2021 14:20:09 GMT
Discussion Post #1: Share a story about a time when you received thanks or recognition for something you had done and how it made you feel? Then share a time you didn’t receive acknowledgement for something you thought was important (a special achievement, extra hard work, etc.) How did it make you feel then? Why is it important to give recognition and positive feedback? Then provide a thoughtful response to the posts of two other people.
Before COVID-19’s onset, I led the youth ministry from my church on Midnight Run’s. A Midnight Run is a community service project where young people collect care package donations from their friends, families, communities, and schools. On the night of the “Run” the youth assemble separate food and toiletry care packages for distribution to unhoused people living on the streets of NYC. Each run ends with a mandatory debrief for participating young people. I was shocked and overwhelmed with pride and satisfaction when the President of the youth ministry on behalf of the group thanked me for my willingness to support this effort. Several young people joined in to remark how eye opening the Midnight Run experience was and how they were forced to examine their privilege and priorities. This impromptu recognition from the young people made me feel proud, competent, and confident about the projects positive impact on the people who received the care packages and the young people who participated.
An experience where I didn’t receive acknowledgement for what I thought was significant work was when I trained the staff of an intensive reading and cultural awareness summer program. I onboarded each staff person and provided 40 hours of professional development prior to the start of the program. The work was intensive, and we bonded over shared experiences. The training prepared each staff person and laid the foundation for what would be a successful summer program. I attended the finale and our work together, or my involvement was never mentioned. I felt unappreciated and hurt. After, thinking about the situation, I reconsidered my first response and looked at the situation differently. I had in fact succeeded at bonding them together as a team which supported the success of the program.
It’s important to give positive feedback because it encourages everyone to do better. Teams gel together when positively reinforced. It’s important for people to understand how their individual contributions impact a project. Positive feedback naturally encourages and makes people want to do even better. Acknowledgement makes team members feel they are apart of something bigger than their individual efforts and those positive feelings add value to the effort. Everyone loves praise and giving it sets a positive foundation for the next group project.
Discussion Post #2: Post your score and share your thoughts about your score. Do you think it is accurate? Why or why not?
My Encouragement Index score is 169. I believe the score is amazingly accurate. I can be a skeptic about the validity of these types of assessments, however, the scoring explanation describing the mindset and leadership style of a person with my score is very close to my personal and professional experience. The following point in the explanation resonated with me: “Although most of your associates are producing, you may be feeling they could do more”. This rings very true for me and had been a consistent concern during my work with YTN. Although, I counted myself among those who could do better, I could not consistently engage and encourage my team to the level of excellence we were capable of. My vulnerability and unwillingness to cross certain boundaries in workplace matters of the heart is real. I know, I was reluctant to connect on an emotional level with my team. I have not identified what I feared, but I know firsthand “real connections” significantly impact productivity and lead to a positive work environment. I am willing as the book instructs to step back and take an honest look at the benefit of engaging the heart. I admit the thought of doing so makes me apprehensive.
Before COVID-19’s onset, I led the youth ministry from my church on Midnight Run’s. A Midnight Run is a community service project where young people collect care package donations from their friends, families, communities, and schools. On the night of the “Run” the youth assemble separate food and toiletry care packages for distribution to unhoused people living on the streets of NYC. Each run ends with a mandatory debrief for participating young people. I was shocked and overwhelmed with pride and satisfaction when the President of the youth ministry on behalf of the group thanked me for my willingness to support this effort. Several young people joined in to remark how eye opening the Midnight Run experience was and how they were forced to examine their privilege and priorities. This impromptu recognition from the young people made me feel proud, competent, and confident about the projects positive impact on the people who received the care packages and the young people who participated.
An experience where I didn’t receive acknowledgement for what I thought was significant work was when I trained the staff of an intensive reading and cultural awareness summer program. I onboarded each staff person and provided 40 hours of professional development prior to the start of the program. The work was intensive, and we bonded over shared experiences. The training prepared each staff person and laid the foundation for what would be a successful summer program. I attended the finale and our work together, or my involvement was never mentioned. I felt unappreciated and hurt. After, thinking about the situation, I reconsidered my first response and looked at the situation differently. I had in fact succeeded at bonding them together as a team which supported the success of the program.
It’s important to give positive feedback because it encourages everyone to do better. Teams gel together when positively reinforced. It’s important for people to understand how their individual contributions impact a project. Positive feedback naturally encourages and makes people want to do even better. Acknowledgement makes team members feel they are apart of something bigger than their individual efforts and those positive feelings add value to the effort. Everyone loves praise and giving it sets a positive foundation for the next group project.
Discussion Post #2: Post your score and share your thoughts about your score. Do you think it is accurate? Why or why not?
My Encouragement Index score is 169. I believe the score is amazingly accurate. I can be a skeptic about the validity of these types of assessments, however, the scoring explanation describing the mindset and leadership style of a person with my score is very close to my personal and professional experience. The following point in the explanation resonated with me: “Although most of your associates are producing, you may be feeling they could do more”. This rings very true for me and had been a consistent concern during my work with YTN. Although, I counted myself among those who could do better, I could not consistently engage and encourage my team to the level of excellence we were capable of. My vulnerability and unwillingness to cross certain boundaries in workplace matters of the heart is real. I know, I was reluctant to connect on an emotional level with my team. I have not identified what I feared, but I know firsthand “real connections” significantly impact productivity and lead to a positive work environment. I am willing as the book instructs to step back and take an honest look at the benefit of engaging the heart. I admit the thought of doing so makes me apprehensive.
