"Celebrate what you want to see more of." ~Tom Peters
"If everyone is moving forward together, then success takes care of itself." - Henry Ford
Creating a culture of success is one of the most powerful things you can do as a leader. To do so, success has to be everywhere. Calling out individual successes is one of the first steps, but sharing those successes across the organization takes it to the next level. I’m not talking about sharing the individual’s success on a poster board everyone sees when they come into the building. I’m talking about sharing how the organization assisted in that success.
For example: Samantha didn’t just get an accolade from a client. That accolade was the result of the I.T. team rolling out a quick fix for an anticipated problem the customer wasn’t even aware of and the Training team absolutely nailing the on-site training.
When someone is successful, they typically did not act alone. They had a support structure in place to assist them. Doing a deep dive into what went into the tools and processes that assisted in that person’s success, then calling out the success of the support structure turns on the afterburners of your efforts to create a culture of success. You’re turning one success into many, a trickle into a flood. That flood creates an environment of success, and when people feel successful they are more apt to take the actions of a successful person.
But it doesn’t just stop there:
It creates teamwork – It calls out how dependent we are on each other in an organization, it breaks down silo walls between departments, and it eases collaboration as we all know that we will share in the success.
Fosters an environment of recognition – Recognition is consistently called out in industry surveys as one of the things employees crave most yet receive too little of. By doubling and tripling the number of called out successes you automatically address the recognition deficit.
Eliminates the “random chance” of feedback – We’ve all seen it where your best employees don’t “luck out” and get one of those customers or interactions that warrant that positive feedback. This is one of the main detractors in some recognition programs. By increasing the successes you take out these short term variables.
Practice doing a deep dive and finding the roots of the successes you come across, then call them out. You’ll feel the spirits in the office elevate almost immediately.