I am a geek for reading articles about leadership. Why? Because I hear over and over and over again from folks that they are desparate for

According to the authors (didn’t save that part of the article) six attributes that distinguish successful collaborative leaders:- Here is their list and my (sometimes snarky) comments.

Patience

Amen to that! But Patience for what??? Dealing with people most likely. Yet, how many executives actually, exhibit this so that the people feel it? Most people want others to be patient with them, but patient doesn’t mean sacrificing business objectives so that people have unlimited time “to figure it out”. Patience generally comes from the leader knowing what the answer is and giving the other person room to figure it out.

Collective decision-making

CONFLICT HANDLING!

Leaders lead by example. You may be the best business person ever, but if you can’t set the tone at the highest levels for how differing opinions and poor behavior is addressed, no one will follow you through a buffet line let alone a risky venture or a new initiative.

So … how do you stack up, as a leader? As an informal leader? Is there more to add to the discussion? Eagerly awaiting your comments…..

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Look at those pretty silos. Unfortunately, silos at work are not so pretty. Business consultants/ and HR geeks like me, referr to deliberate lack of communciation and hard boundaries between divisions or departments as “silos”.

Did you know that “silo-ing” can also take place in small and very small employers or work groups. Symptoms of siloing are lack or communication, miscommunication, or obfuscation. It can also come informs of emotional shut down at work, not talking, not even looking at each other.

What is scary about silos is this….most people don’t recognize that they contribute to the siloing. Consider this…

When is the last time that you made eye contact with a co-worker? The last time you spoke to someone–maybe even the person with the desk next to you– just to acknowledge their existence, not to make a request for information.

Here is my challenge to you….just observe yourself. Are you creating a mini silo farm? Do you see it going on around you? If so, break the silo effect. Just say “hi”.

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Conflict, conflict, conflict. I love conflict. It is amazing what lengths managers and companies go to to avoid addressing conflict. I regularly attend a local Recognition Roundtable sponsored by Recognition Works. Simply, it is an informal gathering of employees who are trying to create or sustain recognition programs. Why do I go? Because sometimes -well … often – employees and managers mistakenly try to use a recognition program to address a workplace conflict issue.

Workplace conflict and tension cannot be resolved by implementing an employee recognition program – unless the cause of the problem is lack of recognition and appreciation. Otherwise, time, effort and $$$ are wasted on the wrong solution.

So what do conflict and recognition have in common? When done well, there is an increased sense of well being and engagement in the workforce. WHY? Because recognition involves acknowledging the needs and values of the employees and managers. SO DOES RESOLVING WORKPLACE CONFLICT.

Here are some statistics that show the importance of recognition. When I see these stats, I think how easy it is to improve the workplace and how easy it is to spoil the workplace.

1. 91% of employees ranked "recognition for a job well done" as important for motivation.Recognition Professionals International (RPI)

2. 79% of employees who quit their jobs cite "lack of appreciation" as the #1 reason for leaving.Jackson Organization

3. Managers are the single largest influence on employee retention and productivity. Gallup Organization

4. 65% disagreed with the following statement: "My supervisor does a good job recognizing my accomplishments." RPI

5. Training managers on the right way to deliver recognition increases recognition usage by more than 30 percent – which has a direct impact on employee retention and engagement. Dose of Recognition Newsletter, Gostick & Elton

6. 30% of employees improve performance after being criticized. 90% improve performance after being praised. J. Pfeffer, Stanford School of Business

7. As the economy improves, 83% of employees indicate they plan to look for a new job; 34% of those are your top performers. SHRM

8. It takes an average of 2.5 times a person’s salary to find a replacement. Sharon Jordan Evans, Love ‘Em or Lose ‘Em

9. Companies that have a thriving employee recognition strategy are more profitable – outperforming S&P 500 companies by 30-40%. Contented Cows Give Better Milk

10. Companies that have an employee recognition strategy have 50% less turnover than companies that don’t recognize their employees. Contented Cows Give Better Milk

11. In 2006, "recognition & trust" were identified as key factors in creating and sustaining a positive work culture in the 100 Best Companies to Work For. Fortune Magazine

Compiled by Recognition Works

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I am always amazed of people’s need to be “Right” and how the need to be “Right” impedes the process of problem solving. So why is it that we want to resolve conflict but hold on so tightly to being “Right” and explaining the “Rightness” of our position with so much righteousness that we escalate the argument?

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