A key behaviour relates to “Expressing Authentic Appreciation”. As Pellerin points out, this behaviour helps to address our emotional need of belonging, something that Abraham Maslow identified as fundamental to human motivation. When we feel we belong, we are happier and free to focus more fully on the tasks at hand. One of the important aspects of appreciation is that it must be felt and offered genuinely. Another is that we are appreciated for the things that we ourselves value. I will get less satisfaction from your appreciation of my coffee-making ability from your appreciation for my leadership ability. (Well that’s only partly true.) Also important to note, High performing teams exercise authentic appreciation for others, such as clients, partners and customers. They do this even in high-stress situations, framing negative events and perceptions in constructive, appreciative terms.
So, at this moment and on your team, to what extent do people feel appreciated for the contributions that they feel are important? To what extent do they express the positive aspects of a situation or relationship?