We create a work environment that nurtures value and purpose when we show appreciation.  What I refer to as a Kudos Environment! To create a Kudos Environment it is important to know and be aware what is good and right in your environment. Most people see what is negative and wrong in their environment. Instead focus on what is good and right and verbally reward each other with statements such as I am proud of you, great job, way to go, thank you, or just kudos.  In a very short time everyone will begin to feel recognized, important, and cared about because they know they are being seen and praised on a daily basis.  I love this kudos stuff because it really works. It only takes one person to get the ball rolling in the right direction.  That person could be you! You don't need permission to start.  You just start by rewarding what is good and right; good moods, positive attitude, even just a smile.

When I was a practicing administrator, I met a vibrant speaker by the name of Amanda Gore who shared the magic of her wand.  I brought the wand back to our office and hung it on the wall in a central location.  Whenever a team member witnessed another team member doing something they thought was either, good, positive or even just made them feel good; they would tap them on the shoulder with the wand. The wand made this wonderful, magical sound that could be heard throughout the office.

Before implementing the wand, the normal news that spread like wildfire was who did what wrong? After we implemented the wand, the news became who did what right! Wanding introduced fun and raised the morale instantly!  Team members started looking for good attitudes and behaviors to wand.  The focus of our entire team changed from what was wrong to what was right!  To think it all started with something as fluff as a magic pink wand!

The next time someone does an action or behavior you appreciate implement the following steps: 

• Show your appreciation as immediately as possible.
• If you have a wand, use it! (www.AmandaGore.com)
• Be specific. Avoid general clich�s and statements.
• Mention how the action or behavior was personally helpful or supports the team's vision, values, and purpose.
• Keep it brief. Long, detailed compliments can be uncomfortable and sound fake.
• Ask if there's anything you can do to provide further support or service to that person or team.

You will be surprised at how simply showing a little appreciation can raise of the performance bar in your office.