Post by John Uliano on Oct 20, 2021 14:36:14 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?
When I worked for a prior agency, leading up to our annual all-staff meeting, each program would nominate team members for a staff excellence award. The award was then given out at the all-staff meeting in front of the entire agency. I had the honor of being awarded it one year. Since the nominations were submitted by peers, as well as program leadership, it was a nice way to hear directly from my colleagues how I positively impacted their work, in addition to that of the overall program. Similar to the scenario in the chapter we read, I also got a few extra bucks a part of the award, which never hurts too. In all honesty though, the acknowledgement in front of the entire agency (which was about 400 staff I think) and hearing the kind words from my co-workers, was the real award of it all.
As an aside and on a slight tangent, and as noted in our assigned reading, staff, myself included, enjoyed the annual all-staff meeting since it provided the feeling, if only on a yearly basis, that we were being informed about the goings on with the larger agency. While I realize this could be logistically challenging to do, as we have thousands of staff members, but it could be similarly empowering to staff if Fedcap found a way to do this. There is Corporate Week and the annual financial call, but maybe efforts could be considered for an annual meeting for all walks of staff to provide updates and discuss where the agency plans to go?
Early in my career, I worked for a very small non-profit shelter with a staff of about three full-time staff. I was not very experienced, although I took to the work and worked really hard. The shelter director unexpectedly went on a medical leave though and I was basically left in charge to run most of the day-to-day operations of the program, which was really challenging. We had a very active board of directors, who never really recognized all the work I had to put in throughout my time there. I was not necessarily seeking their recognition necessarily, but looking back, I think it would have made my experience less stressful. I burnt out a bit after working there for around a year and moved on, although had there been some extra words of encouragement, particularly at such an early stage in my career, I may have stuck it about a bit longer.
Discussion Post #2: Post your score and share your thoughts about your score. Do you think it is accurate? Why or why not?
My score is 98. I think it is accurate at present, as I have not taken the time to identify ways in which I can more so encourage my teammates. While admittedly an excuse, I think I am challenged with living up to some of the ways to better encourage my team while in a remote setting. In my current role, I think I could best encourage the heart by leading from example and supporting teammates on projects, which I feel like I could do more of if we were working together in person. These things are more difficult to promote when working more so independently and virtually. With that said, I can be more mindful of how to recognize my colleagues in consideration of our current work setting, whether that’s through simple a simple “thank you” or something more elaborate.
When I worked for a prior agency, leading up to our annual all-staff meeting, each program would nominate team members for a staff excellence award. The award was then given out at the all-staff meeting in front of the entire agency. I had the honor of being awarded it one year. Since the nominations were submitted by peers, as well as program leadership, it was a nice way to hear directly from my colleagues how I positively impacted their work, in addition to that of the overall program. Similar to the scenario in the chapter we read, I also got a few extra bucks a part of the award, which never hurts too. In all honesty though, the acknowledgement in front of the entire agency (which was about 400 staff I think) and hearing the kind words from my co-workers, was the real award of it all.
As an aside and on a slight tangent, and as noted in our assigned reading, staff, myself included, enjoyed the annual all-staff meeting since it provided the feeling, if only on a yearly basis, that we were being informed about the goings on with the larger agency. While I realize this could be logistically challenging to do, as we have thousands of staff members, but it could be similarly empowering to staff if Fedcap found a way to do this. There is Corporate Week and the annual financial call, but maybe efforts could be considered for an annual meeting for all walks of staff to provide updates and discuss where the agency plans to go?
Early in my career, I worked for a very small non-profit shelter with a staff of about three full-time staff. I was not very experienced, although I took to the work and worked really hard. The shelter director unexpectedly went on a medical leave though and I was basically left in charge to run most of the day-to-day operations of the program, which was really challenging. We had a very active board of directors, who never really recognized all the work I had to put in throughout my time there. I was not necessarily seeking their recognition necessarily, but looking back, I think it would have made my experience less stressful. I burnt out a bit after working there for around a year and moved on, although had there been some extra words of encouragement, particularly at such an early stage in my career, I may have stuck it about a bit longer.
Discussion Post #2: Post your score and share your thoughts about your score. Do you think it is accurate? Why or why not?
My score is 98. I think it is accurate at present, as I have not taken the time to identify ways in which I can more so encourage my teammates. While admittedly an excuse, I think I am challenged with living up to some of the ways to better encourage my team while in a remote setting. In my current role, I think I could best encourage the heart by leading from example and supporting teammates on projects, which I feel like I could do more of if we were working together in person. These things are more difficult to promote when working more so independently and virtually. With that said, I can be more mindful of how to recognize my colleagues in consideration of our current work setting, whether that’s through simple a simple “thank you” or something more elaborate.
