I was recently asked to write an article for an education blog. My topic was what makes a principal outstanding. When I interviewed people, one of the qualities that came up repeatedly was the positive effect created by a principal appreciating staff for what they do and who they are. When a principal, or any leader of an organization or group, be it education, business, government, non-profit, or a family, models appreciation by appreciating members, the members appreciate each other and the dynamics of the organization shift positively.
The power of appreciation
The thing about appreciation is it’s powerful—more powerful than we realize or like to admit. With appreciation, we can extract more than the sum of an individual’s parts, and sometimes these results have farther-reaching consequences than one would expect. Not only do people reciprocate and pass on the appreciative behaviour, they also kick into high gear and put out a lot more, in some cases more than they originally thought they were capable of. This leads to higher productivity and positive dynamics that inevitably lead to a more pleasant, higher functioning organization. Since appreciated staff are willing to do more, take fewer sick days, and have the capacity to treat others in a positive manner because they are not themselves stressed, overwhelmed, or fearful, their greater effort amidst a positive atmosphere leads to greater achievement and results on a personal as well as a collective level. Everyone wins.
The power of one person
The same applies to one-on-one relationships, including the personal kind. As Dr. John Gray (PhD, Psychologist) so eloquently states in the movie The Secret, “Every man knows that when his wife is appreciating him for the little things he does, what does he want to do? He wants to do more! It’s always about appreciation.”
When a person appreciates us, we feel good and want to do more. We get a positive infusion of energy, especially if that person is someone we respect, admire, and/or love. People we hold in high regard (good friends, spouses), who are in a position of authority (parents, teachers, coaches, supervisors), and who we’ve spent a great deal of time with (hence investment of ourselves and our time) are particularly capable of affecting us with their opinions and appreciation—or lack thereof.
Like it or not, people we love or admire do affect us. Individuals who have been harmed by not only lack of appreciation but outright rejection or dismissal of their activities and work—and this applies in the home and at school as well as in the workplace—may begin to shun these particular activities or even become physically unable to perform them.
The toxicity of rejection and dismissal
While being appreciated builds us up with positive energy, lack of appreciation and, in its extreme forms, rejection and dismissal, suck the life right out of us. Being subjected to this is toxic and can even turn into a health issue. It leads to lack of focus, reduced ability and productivity, possible abandonment of the activity or activities and, sometimes, performance paralysis. In an organization, this leads to lack of cohesion and goodwill among its members. For an employee, especially if he or she feels trapped, it becomes a living hell. In personal relationships, it causes alienation and drifting apart, and often puts an end to the relationship, although sadly not soon enough in many cases.
By acknowledging, you shield with minimal effort; by denying, you kill them slowly from the inside
Understand the power you wield. You may be the fork that splits someone’s life path—influence the future road that the person will take, for better or for worse. If you don’t care for what a person did or have no appreciation for it, or if in your eyes they failed, at the very least acknowledge the person and his or her work and time commitment. This way, things are more likely to remain neutral rather than plummeting into some dark zone.
Appreciation is as potent on the positive side as lack of appreciation is on the negative. The constructive versus destructive scenarios are opposites in terms of what they precipitate. In the case of a principal, CEO, coach, parent, or any head of a team or organization, that leader’s power rests at the apex of a pyramid. What he or she models trickles down, running through the organization like nutrients carried by blood. This person has the power to affect a large number of people both directly and indirectly, which, in turn, affects the productivity, commitment, decisions, interactions, and overall health of the team, organization, or family.
Dismissing, disqualifying, or denying years of someone’s investment are akin to erasing large sections of their life
This power does not lie simply with leaders. It is in each one of us and we should be aware of it. Each of us is a unit that affects people in our lives one at a time. I’ve seen people deeply affected, losing their ability to perform a task adequately or losing faith and giving up on pursuing an endeavour, hence influencing their future life path and the success that could have followed. There is always significant impact when lack of appreciation is delivered by a person that is highly respected or even loved, which is why personal relationships can be so devastating.
It’s true; we should not let the opinions, attitudes, and evaluations of others decide how we should feel, or let them determine what we will or will not do. We should not care what others think of us, but being a social species, the reality is we do, especially when those people are either close to us or hold some power over us, or when we’ve invested years of our lives.
Trauma causes lasting harm
It is a well-known fact that traumatic events change a person, causing lasting harm. When a person’s years of work and devotion are continually dismissed; that is, when lack of appreciation is chronic, or when it ascends to outright rejection and dismissal, it has the potential to become a traumatic event. Think of that feeling you get when someone doesn’t believe you about something, so you hold out the proof in plain view, tangibly before their eyes, and they still deny the thing straight to your face. Naturally, it’s even worse when the event is abstract, held in memory only by those who agree to accept its transpiration, when there’s nothing tangible left to show. It becomes your word against theirs, your memory against theirs, which means the event is vulnerable to completely opposite forms of interpretation.
The power of you
So whether you are a leader or just a plain Jane or Joe, understand the impact of the power you wield over people who are in some way connected to you, especially when many years are at stake. Those are many years of their investment, which always amount to something.
What can you do to protect yourself from dismissive people?
- Have confidence and believe in yourself.
- Be aware of your qualities, capabilities, and achievements.
- Recognize early what is happening and attempt to change either the situation or your environment without delay.
- Understand that it has little to do with you and far more to do with them.
- Keep a record of tangible proof of your performance, accomplishments, and results, such as awards, letters of recommendation, and positive comments about your character as well as your achievements. Look at this when your belief in yourself wavers.
- Never let anyone prevent you from bettering yourself through education, jobs, or some other form of growth.
- Do not fall into a trap where you believe you must pursue what they think you should versus what you know you should.
- Do not let anyone—ever—deny you the talents you know you have and prevent you from pursuing them. Ever!
Don’t Erase People: Understand the Power You Wield When You Decide to Appreciate or Dismiss
I was recently asked to write an article for an education blog. My topic was what makes a principal outstanding. When I interviewed people, one of the qualities that came up repeatedly was the positive effect created by a principal appreciating staff for what they do and who they are. When a principal, or any leader of an organization or group, be it education, business, government, non-profit, or a family, models appreciation by appreciating members, the members appreciate each other and the dynamics of the organization shift positively.
The power of appreciation
The thing about appreciation is it’s powerful—more powerful than we realize or like to admit. With appreciation, we can extract more than the sum of an individual’s parts, and sometimes these results have farther-reaching consequences than one would expect. Not only do people reciprocate and pass on the appreciative behaviour, they also kick into high gear and put out a lot more, in some cases more than they originally thought they were capable of. This leads to higher productivity and positive dynamics that inevitably lead to a more pleasant, higher functioning organization. Since appreciated staff are willing to do more, take fewer sick days, and have the capacity to treat others in a positive manner because they are not themselves stressed, overwhelmed, or fearful, their greater effort amidst a positive atmosphere leads to greater achievement and results on a personal as well as a collective level. Everyone wins.
The power of one person
The same applies to one-on-one relationships, including the personal kind. As Dr. John Gray (PhD, Psychologist) so eloquently states in the movie The Secret, “Every man knows that when his wife is appreciating him for the little things he does, what does he want to do? He wants to do more! It’s always about appreciation.”
When a person appreciates us, we feel good and want to do more. We get a positive infusion of energy, especially if that person is someone we respect, admire, and/or love. People we hold in high regard (good friends, spouses), who are in a position of authority (parents, teachers, coaches, supervisors), and who we’ve spent a great deal of time with (hence investment of ourselves and our time) are particularly capable of affecting us with their opinions and appreciation—or lack thereof.
Like it or not, people we love or admire do affect us. Individuals who have been harmed by not only lack of appreciation but outright rejection or dismissal of their activities and work—and this applies in the home and at school as well as in the workplace—may begin to shun these particular activities or even become physically unable to perform them.
The toxicity of rejection and dismissal
While being appreciated builds us up with positive energy, lack of appreciation and, in its extreme forms, rejection and dismissal, suck the life right out of us. Being subjected to this is toxic and can even turn into a health issue. It leads to lack of focus, reduced ability and productivity, possible abandonment of the activity or activities and, sometimes, performance paralysis. In an organization, this leads to lack of cohesion and goodwill among its members. For an employee, especially if he or she feels trapped, it becomes a living hell. In personal relationships, it causes alienation and drifting apart, and often puts an end to the relationship, although sadly not soon enough in many cases.
By acknowledging, you shield with minimal effort; by denying, you kill them slowly from the inside
Understand the power you wield. You may be the fork that splits someone’s life path—influence the future road that the person will take, for better or for worse. If you don’t care for what a person did or have no appreciation for it, or if in your eyes they failed, at the very least acknowledge the person and his or her work and time commitment. This way, things are more likely to remain neutral rather than plummeting into some dark zone.
Appreciation is as potent on the positive side as lack of appreciation is on the negative. The constructive versus destructive scenarios are opposites in terms of what they precipitate. In the case of a principal, CEO, coach, parent, or any head of a team or organization, that leader’s power rests at the apex of a pyramid. What he or she models trickles down, running through the organization like nutrients carried by blood. This person has the power to affect a large number of people both directly and indirectly, which, in turn, affects the productivity, commitment, decisions, interactions, and overall health of the team, organization, or family.
Dismissing, disqualifying, or denying years of someone’s investment are akin to erasing large sections of their life
This power does not lie simply with leaders. It is in each one of us and we should be aware of it. Each of us is a unit that affects people in our lives one at a time. I’ve seen people deeply affected, losing their ability to perform a task adequately or losing faith and giving up on pursuing an endeavour, hence influencing their future life path and the success that could have followed. There is always significant impact when lack of appreciation is delivered by a person that is highly respected or even loved, which is why personal relationships can be so devastating.
It’s true; we should not let the opinions, attitudes, and evaluations of others decide how we should feel, or let them determine what we will or will not do. We should not care what others think of us, but being a social species, the reality is we do, especially when those people are either close to us or hold some power over us, or when we’ve invested years of our lives.
Trauma causes lasting harm
It is a well-known fact that traumatic events change a person, causing lasting harm. When a person’s years of work and devotion are continually dismissed; that is, when lack of appreciation is chronic, or when it ascends to outright rejection and dismissal, it has the potential to become a traumatic event. Think of that feeling you get when someone doesn’t believe you about something, so you hold out the proof in plain view, tangibly before their eyes, and they still deny the thing straight to your face. Naturally, it’s even worse when the event is abstract, held in memory only by those who agree to accept its transpiration, when there’s nothing tangible left to show. It becomes your word against theirs, your memory against theirs, which means the event is vulnerable to completely opposite forms of interpretation.
The power of you
So whether you are a leader or just a plain Jane or Joe, understand the impact of the power you wield over people who are in some way connected to you, especially when many years are at stake. Those are many years of their investment, which always amount to something.
What can you do to protect yourself from dismissive people?