As we wrap up our Music Conductor series on the top 11 ways to become an extraordinary leader, today we want to put in a reminder that the applause goes to the orchestra.
A leader’s job is to achieve results through and with other people. If a leader is doing their job well, it means that the people they work with are doing their job well. Therefore, anytime a leader receives praise, their team should logically also receive praise.
Here are three things to keep in mind when sending the applause to your orchestra:
- Give credit when credit is due
Be generous and give credit for work well done. Everyone contributes to a great outcome so credit is typically due to most contributors. False praise doesn’t help anyone, and there really is no need for it. The people you work with do a lot of good work, and sometimes great work, so there are plenty of opportunities for giving genuine praise and credit.
- Praise publicly
Providing positive feedback in one to one conversations is good, but acknowledging someone’s good work publicly resonates deeper and longer with the recipient (assuming item 1 above is followed).
- Create a culture of appreciation
Public praise does not just mean at big events like awards ceremonies and town halls. Create a positive atmosphere and a positive culture by sharing your appreciation for your team members when you discuss projects and results with employees in the hallway, directors in the boardroom, and fellow CEOs at a networking function.
When you send the applause to the orchestra, you are giving them your applause as well as the audience’s applause, and your knowledgeable confirmation of their contribution is the highest complement they can be paid.
Photo Credit: J @ Unsplash
