Shift Change Coaching Leadership Series

Leadership is required anytime we are given authority or responsibility.  Merrily Sable, RN, BSN 

This month we bring you the Sixth article in the Six Keys to On Fire Leadership series with the Sixth Key- RECOGNITION!

The Six Keys to On Fire Leadership guide nurse leaders/managers to shift from a hierarchical model to more professional collaboration, practicing the coach approach to leadership. The Six Keys teach you to lead from the head but not without also leading from the heart! 

1.      Respect/honor – how do leaders show respect, and how do they earn it?  Honor self – honor each other – honor others

2.      Passion – find the best fit, empower others to succeed, be the cheerleader, discover the passions of those you lead and utilize them

3.      Communication – how to shift to clear and valuable communication using powerful language, critical conversation for conflict resolution, and creating purposeful and respectful interactions

4.      Trust – integrity, honesty and accountability for yourself and others; confidentiality

5.      Courage –how to make the shift to leader, develop confidence in yourself and others and inspire those you lead

6.      Recognition – celebration and acknowledgment, intrinsic versus extrinsic    rewards, giving yourself credit

Recognition can be seen as a value, as discussed in the November 2009 newsletter (see SCC archives on the web site).  It can also be seen as a key to leadership where we will venture in this article.

Recognition is sometimes included in leadership training content but usually points to recognition of others.  Recognition for the leader by the leader is an essential, often overlooked key to “on fire” leadership! Leaders are taught, “It’s not about me, it’s about my staff and what I can do for them as a leader.” Great leaders must actually recognize themselves first with knowledge of their strengths, belief in their worth and their value to the organization.  You must be able to look up to yourself as a leader before others will become your followers. True belief in yourself gives you the self-confidence needed to lead.  Picture a lead pony or a lead sled dog. The rest of the team balks without them and digs their heels in, stopping all forward progression.  If the lead pony or sled dog doesn’t believe in himself and his talents, he will never physically and mentally move that team forward.  What qualities do you recognize in yourself that make you a good fit to lead your team?  How can you foster more of those qualities within yourself?

The second piece to recognition is recognition of others.  Who supports your leadership and your ability to “get it done”?  Your organization? Staff? Your family or friends?  How are you celebrating their accomplishments?  Do others feel valued and acknowledged when you recognize them or just feel you have done the bare minimum to assuage your conscience?  What is the purpose behind your recognition efforts?  Knowing this purpose will also help you discern how often to reward your support team. As we mentioned in the May newsletter, find different ways to reward your overachieving super stars, average “worker bee” stars and falling stars so that each person or group feels valued and appreciated.  Praising and monitoring the overachievers to prevent burnout, inspiring the bees and catching the falling stars were recommendations from last month that certainly apply here as well.  Commit your time and energy into purposeful recognition efforts. Rewards with intrinsic value come from the heart!  These are the ones that count. 

Purposeful recognition of self and others creates an innovative organizational climate of excellence.  Everyone thrives when they feel rewarded at work.  Do you feel your recognition program for yourself and others is good?  Could be better?  Is at its best?  Where would you like it to be?   Start today.  Evaluate where you are.  Decide where you want to be.  Take at least one new action step this week to get there.  An excellent recognition program will have far reaching benefits for all!

We hope you have found value in this month’s Sixth Key to On Fire Leadership, RECOGNITION!  Next month we will bring you a new article series on CARING!  The new vision for NC nurses by 2012 is Caring for others, Caring for each other and Caring for ourselves.  Shift Change Coaching is taking part in creating and implementing this vision.  Join us next month and learn what real caring is all about.

Best regards,

Merrily Sable, RN, BSN and Betsy Smith, PhD

Hire the Shift Change Coaching Group to train you and your staff in the Six Keys to On Fire Leadership and the Six Keys to Nursing Success. Build the foundation to promote excellence in your leadership and that of your organization. Convenient teleclass (conference line calls) or in-person speaking or workshop formats are available. Schedule now as our remaining 2010 is filling up fast!

Visit our Shift Change Blog @www.shiftchangecoaching.com and let us know your ideas and challenges around nursing leadership. Archived issues of the SCC newsletter are available on our web site.