Becoming Leader

Learning to see and being grateful.

Leadership challenges

Learning to see and being grateful.

As a leader, sometimes it is said that recognizing a person for what he or she has accomplished is inappropriate because what he or she did was perfectly normal or expected. As a result, they may not congratulate them or hesitate to congratulate and recognize their efforts. Perhaps a leader does not dare to express his/her gratitude because it is not a behavior he/she is used to. Maybe he/shehas even missed it in his/her life.

It also happens that a leader knows that giving recognition is essential. And yet he hesitates to give it because he has no idea of the best way and the best conditions to give recognition. Recognition can be positive in order to strengthen the person in what he or she does well, or critical in order to reframe or develop the person.

Moreover, recognition is not just about giving it. We may ask for it. We also receive it. We sometimes refuse it. The richer and more varied the “economy” of signs of recognition within a group will be, the more trust and transparency will develop within the team. And the more likely the team will be able to perform.

Whether we like it or not, we come from 7500 generations of homo sapiens. Our cave ancestors developed intelligence and social relationships as the main modes of survival.

Living in clans allowed them to defend themselves against predators. To be rejected was equivalent to the death penalty.

The need for bonds, belonging, acceptance is undoubtedly one of the most fundamental needs of human beings. The best known antidote is the recognition that originally ensured social and psychological stability in a group.

It is therefore a multi millennial history. The fear of being rejected, alone, left to oneself, is inscribed in our genes.

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If we are accepted, we have a place in this world. If we are loved, we are worth something and will not hesitate to affirm it. Recognition participates in the creation of our identity.

Among the 3 basic needs that Eric Berne, the inventor of transactional analysis, identified in humans is the “thirst for recognition”. It is the need, variable, in each person to be recognized by the other through the daily exchange of signs of recognition.

Not everyone has the same thirst for recognition, but the thirst remains the thirst.

Receiving feedback and signs of recognition for one’s contribution to any project is therefore an indispensable fuel for everyone. Whether in the personal sphere or in the professional sphere, it is important to receive and give some as well.

We have all, at some point in our professional life, lacked a sign of recognition. For many of us, this situation generated questions about our place in the organization we were in.  It shows how not being seen and valued calls into question one’s own value and contribution to an organizational project.

At Become a Leader, we invite leaders to understand how learning to give recognition in an adequate and sincere manner is a true leader’s skill.

We facilitate the implementation in the field of these new leadership behaviors. This is a significant part of quality communication.

The Becoming Leader team, with its skills in coaching, mentoring and change management, will help you develop your full leadership potential. Learning how to give and share recognition within your team is part of the leader’s toolbox.

Our services

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The challenges of leadership

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We address this issue through several types of service offering solutions.

We propose to solve these problems through:

  • A complete leadership development solution where we address these recognition issues leading to the motivation of people,
  • Individual coaching where the participant works individually with the guidance of a coach on this issue,
  • Team coaching if these behaviors or lack of recognition behaviors are part of a team problem with the help of a professional coach specialized in group coaching,
  • A specific thematic workshop if it is appropriate.
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