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CCCA_V2No4_BackPg-FIN.qxd:CCCA_V1No2_BackPg-V1.qxd 11/24/08 3:07 PM Page 54 Closing The Deal Acknowledge your people’s endeavors It seems sad, almost tragic, that so many people’s efforts and accomplishments go unrecognized. hink about the last time someone you insincere or even manipulative if the cir- with them in a manner that fits with Tworked closely with on an important cumstances don’t warrant it. their personal style and motivates them. project took the time to tell you how much 3. Determine the appropriate method. I • Will he or she respond well to your giv- he or she admired your expertise, respected have become increasingly convinced that ing them recognition in front of the oth- your decisions,or had confidence in the way we do a lousy job at recognizing people’s ers — or would a one-on-one conversa- you handled something. How did the contributions.Those few that are excep- tion, a voice-mail message, or memo expression of that recognition affect you on tional, use every method they can dream make them more comfortable? an emotional level? Your answer may be all of to communicate sincere appreciation. • Will your verbal recognition be enough the argument you need to appreciate the Here are just a few no cost-to-low cost — or should you also provide some more importance of giving recognition. ideas and examples,that I have stolen from tangible and alternative form of (non- Invariably we ensnare ourselves in the those few who excel at this: monetary) appreciation? trap of looking for problems to be fixed • Visit colleagues in their offices just to • What other methods and forms of (non- rather than seeing successes that ought thank them for some specific contribu- monetary) recognition do you have at to be multiplied. Focusing obsessively on tion or post a thank-you note on your your disposal — considering the specific problems, especially in this time of eco- colleagues’ office door. individual’s interests, leisure pursuits and nomic challenge, encourages everyone to • Send an e-mail message to everyone in the career development needs? be risk aversive and cautious. It does little group advising of a colleagues’ personal The form of recognition you offer may to encourage success, especially at the vital contribution to your own accomplishment. be as simple and cost-free as a thank-you task of regularly innovating slightly new • Present a stuffed “Energizer bunny” to note placed on an individual’s office desk ways to do the job better. that group member who keeps going and or as modest as a gift certificate for dinner. Giving recognition is important.Here are going; or a stuffed roadrunner to those 5. Prepare an“Annual Accomplishments” a few suggestions: who manage to complete a particular report for your department. It could rush project in record time. include a collection of statistical sum- 1. Decide what actions are worthy of • Initiate your own internal one-page maries, war-stories, improvement charts, recognition. Be alert for opportunities monthly newsletter. Arrange a “Bravo” lessons learned,specific accomplishments, to provide recognition whenever you column to salute personal and profession- and the like. This could very well become observe someone: al activities or a “Good Tries” column to a source of enormous energy, pride, and • supporting the efforts of some other recognize and offer encouragement to surprise to everyone in your department. member of the department those whose initiative did not achieve Our performance results are determined • learning new skills their full potential. by what we finish, not by what we start. • investing time to research new develop- • Create an annual report, yearbook, or Failing to periodically take the time to ments affecting your organization photo album containing memorabilia and review and assess our progress is one of the • sharing information and knowledge with photographs of every department mem- major reasons why so many improvement others in a clear and timely manner ber along with their best achievements of efforts lose their way. Without the essential • analyzing work flow processes to simplify the year. component of celebration, individual learn- systems • Send flowers to the spouse of any depart- ing, energy, and momentum dwindle. • taking initiative to solve a problem ment member who has to be away from • accomplishing more than they promised. home for an extended period on business, Patrick J. McKenna (www.patrickmckenna.com) 2. Do it sparingly. Avoid telling a col- to show appreciation for the sacrifice. is a principal in Edge International (www.edge.ai) league that you really appreciated the 4. Consider that everybody is different. and since 1983 has worked exclusively serving way they handled a specific project too Each member of your legal department the legal profession in matters of strategy and frequently. It can lose its potency, seem is different and therefore, you must deal practice management. 54 CCCA Canadian Corporate Counsel Association WINTER 2008