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Motivational Speaking – The Art Of Praise For Colleagues And Children

James Hempsall helps you get the best out of teachers and learners alike

James Hempsall OBE
by James Hempsall OBE
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One of the basic premises of psychotherapy is that the words we hear cause us harm or otherwise, and are key to positive ways forward.

It’s their positive use that can bring about change and our future development and success. It’s this principle that drives my desire to use positive praise with children, colleagues and learners alike.

Positive praise costs nothing but time and a little effort. I hope these words will recharge your positive praise batteries because, be honest, most of us are now thinking that we could do better with colleagues, team members and/or those we supervise.

We may fall short because we’re too busy, or because we struggle to identify positives from various situations and scenarios. Some of us just aren’t used to being in such positive environments either, perhaps due to experiences at home, school or in previous jobs.

If you have low self-esteem yourself, or you feel embarrassed about giving praise, you will find it more difficult to give and receive it.

On the flip-side, some people might actually be deeply suspicious that you’re after something in return. Well, you are, happiness and motivation and job satisfaction!

Positive steps

Here are some basic principles, questions and guidelines that help me to ensure I practice what I preach:

  • People who feel noticed, appreciated and respected are more motivated than those who don’t.
  • Science tells us that when we hear something we like, a burst of dopamine is released in our brains. It’s a neurotransmitter related to feelings of wellbeing and joy.
  • As a manager or leader, be more available. Walk around, share breaktimes with colleagues, talk and listen more.
  • Don’t let anyone get the impression that something or someone else is more important than them at that very moment.
  • Praise three times more than you criticise or identify areas for improvement. That’s called the Losada Ratio.
  • Match your method to the individual or team. Some will love the attention; others not so much.
  • Are some team members more likely to get praise? Why? Who is missing out? Is your team culture the right one?

Use these ideas as much as you can; you’ll find the results are transformational and will support your whole team to behave in the same ways. You can create a culture of praise that can last for a considerable time, one that will carry on when you are not there. Try it.

James Hempsall OBE is director of Hempsall’s training, research and consultancy. Visit hempsalls.com or follow on Twitter at @jhempsall.

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