Day: August 10, 2018

Valuing and Empowering People Pays Big Dividends

Meaningful Work and Recognition Pays Big Dividends

Numerous studies demonstrate that trust, high productivity and engagement are not only related, they’re interdependent. Often they come from simply giving people meaningful work and treating them well as they do it. That builds trust, particularly when people understand how their jobs relate to the organizational mission and vision and why their contributions are important.

Giving Meaningful Work

When leaders communicate this way, employees’ learn that their work is meaningful and important to organizational success. They see themselves as valued team members, and they usually produce at high levels. This is particularly true with successful coaches. They build trusting cultures to maximize productivity and encourage ownership for roles and outcomes. Of course, players must believe that the coach is competent and has their best interests in mind. They also want to know that their individual roles play an important part in overall team success.

During my brief career as a college basketball player, I was a role player. My role was to rebound and play defense. It wasn’t very glamorous, but the coach spent considerable time talking about the importance of my role to overall team success. And he showed interest in me as a person beyond my playing responsibilities. Coach helped me understand my role’s importance and he let me know I was a valued member of the team. As a result, I assumed ownership and worked hard to improve my performance. My coach also proved he trusted me, by often assigning me to guard our opponent’s best player. In turn, my trust grew because I knew the coach believed in me.

Effective leaders in organizations build trust and ownership in the same way. They clearly communicate to people the importance of their work and then they trust them as they do that work. This also means giving people the necessary resources, decision-making authority and appropriate recognition as they make contributions.

Acknowledging Contributions

What starts as a trusting relationship can fail when people take each other for granted. For example, high employee turnover rates can sometimes signal a lack of appropriate recognition. The same can be true in fundraising when we see low donor retention rates. Often it boils down to a failure to acknowledge contributions. Again, building trust requires not only giving people meaningful work, but also treating them well as they do it. Acknowledging contributions so people know they’re valued is part of that.

John Wooden was arguably the most successful college basketball coach ever. He guided UCLA to ten national championships in eleven years. When I interviewed Coach Wooden, he explained to me that he believed it was essential to acknowledge contributions of all players on his team, regardless of how small their role was. He illustrated this point by using an analogy with his players,

“I’d say, ‘We’re like a powerful automobile and this player…maybe Jabbar, is the powerful engine. You now, are only a wheel; and you over here are only a nut that holds that wheel on. Now which is most important? What good is that engine if we don’t have wheels? What if you don’t have the nuts holding that wheel on…You all have an important part…And I made a special effort to let those who aren’t playing know how much I appreciated them.”

Sometimes giving recognition means sharing the profits. In 2003 the San Antonio Shoe Company made national news when the owners recognized employees by announcing they each would receive a one-time bonus of $1,000 for every year of service. In their announcement, they thanked employees for their loyalty and dedication and for helping make the San Antonio Shoe Company a success. Similarly, during fundraising campaigns it is also crucial to acknowledge and appreciate donors by letting them know how their gifts have made an impact.

What we’ve really been talking about here is the “Golden Rule.” Try applying it, and you might be surprised at the response you receive.

by Len Moisan

“I really support The Covenant Group’s strategic planning process because their approach encourages staff-based support with board buy-in, and I felt that was important given what we were trying to achieve. The outcome is an effective plan that builds consensus and provides a clear sense of direction.”
- Jennifer Scott, Director of Development - The Cabbage Patch Settlement House

“The Covenant Group is highly competent, very experienced and knowledgeable. They provided a broad perspective by equipping us with useful data…and best practices in the field. All in all, they are excellent.”
- Dan Jones, CEO - 21st Century Parks

“The campaign has truly been a miracle. People were committed from the beginning, but…even raising $650,000 seemed like a stretch. To nearly double that amount is incredible! When the plan they developed allows you to hit a goal like that, it builds such a sense of community. The momentum built by the campaign is spilling outside the walls of our church and benefiting others in the process.”
-Father John Hollowell - Annunciation of the Blessed Virgin Mary Catholic Church

“For those of us who don’t do this everyday, The Covenant Group instilled confidence in us. They helped us get through the fear and apprehension by providing us with a process, training and motivation. They taught us and helped us plan in a way that was for the better. We have built lasting relationships with donors and we will continue to steward these relationships long into the future.”
- Sue Finke, Director of Institutional Advancement - Covington Catholic High School

“No one anticipated we could raise this amount. Even the Archdiocese is surprised. The funds raised represent about 15 times our annual giving. But it’s not just the financial results. People stand around talking more than they did before the campaign. There is also a renewed and energized spirit among the parishioners. It’s the most exciting thing to happen in our parish in the last 100 years.”
- Gary Libs, Campaign Co-Chair - St. Mary of the Knobs Catholic Church

“The Covenant Group’s process involved a lot of people in our congregation doing small tasks … that built ownership. They took our vision and put it into a concrete plan. They helped us understand the importance of making our vision clear and laid out the steps to make the vision a reality. Their process built consensus and showed people how they could help. Their methods are based on a solid theological foundation that includes key documents, prayer support, and requisite training … all of which were invaluable.”
- Daniel Montgomery, Pastor - Sojourn Community Church

“Everything The Covenant Group did to help us…in the initial stages was helpful…the development of the case statement; our materials; the training of our Board members; strategies; all these steps laid the foundation for eventual success. They brought such a high level of professionalism, a wealth of experience and a strong track record of integrity and success… just being associated with The Covenant Group helped us.”
- Nancy Doctor, Development Director - Wellspring

“The structure The Covenant Group provided was excellent. It allowed our members to use their God-given talents to benefit the church community They helped us develop a plan and identify key leadership candidates to chair the effort, as well as engaging between 80 to 100 people to carry out the work of the campaign. It was truly a whole congregation effort and The Covenant Group helped facilitate that. They helped us reach our full potential as a congregation.”
- Ron Poisel, Pastor - Christ Lutheran Church